人力資源外文翻譯-人力資源(文件)
【正文】 backgrounds of these workers vary considerably, reflecting the diversity of duties and levels of responsibility. College graduates and those who have earned certification should have the best job and advancement opportunities. Human resources occupations require strong interpersonal skills. Much faster than average growth is expected during the projection period. Nature of the Work About this section Every anization wants to attract, motivate, and retain the most qualified employees and match them to jobs for which they are best suited. Human resources, training, a nd labor relations managers and specialists provide this connection. In the past, these workers performed the administrative function of an anization, such as handling employee benefits questions or recruiting, interviewing, and hiring new staff in accordance with policies established by top management. Today39。s needs. In a large corporation, the director of human resources may supervise several departments, each headed by an experienced manager who most likely specializes in one human resources activity, such as employment and placement, pensation and benefits, training and development, or labor relations. The director may report to a top human resources executive. (See top executives elsewhere in the Handbook.) Employment and placement. Employment and placement managers supervise the recruitment, hiring, and separation of employees. They also supervise employment, recruitment, and placement specialists, including employment interviewers. Employment, recruitment, and placement specialists recruit and place workers. Recruitment specialists maintain contacts within the munity and may travel considerably, often to job fairs and college campuses, to search for promising job applicants. Recruiters screen, interview, and occasionally test applicants. They also may check references and extend job offers. These workers must be thoroughly familiar with their anization, the work that is done, and the human resources policies of their pany in order to discuss wages, working conditions and advancement opportunities with prospective employees. They also must stay informed about equal employment opportunity (EEO) and affirmative action guidelines and laws, such as the Americans with Disabilities Act. Employment interviewers—whose many job titles include human resources consultants, human resources development specialists, and human resources coordinators—help to match employers with qualified jobseekers. Similarly, employer relations representatives, who usually work in government agencies or college career centers, maintain working relationships with prospective employers and promote the use of public employment programs and services. Compensation, benefits, and job analysis. Compensation, benefits, and job analysis specialists administer pensation programs for employers and may specialize in specific areas such as pensions or position classifications. For example, job analysts, occasionally called position classifiers, collect and examine detailed information about job duties in order to prepare job descriptions. These descriptions explain the duties, training, and skills that each job requires. Whenever a large anization introduces a new job or reviews existing jobs, it calls upon the expert knowledge of job analysts. Occupational analysts research occupational classification systems and study the effects of industry and occupational trends on worker relationships. They may serve as technical liaisons between panies or departments, government, and labor unions. Establishing and maintaining a firm39。s performance management system. They may design reward systems such as payforperformance plans, which might include setting merit pay guidelines and bonus or incentive pay criteria. Compensation managers also might administer executive pensation programs or determine mission rates and other incentives for corporate sales
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