日化行業(yè)對(duì)組織內(nèi)人力資源的管理研討-在線瀏覽
2025-02-23 08:28本頁(yè)面
【正文】 mal learning ? Job instruction training ? Lectures ? Programmed learning ? Audiovisual tools ? Simulated training Onthejob Training ? Learn by doing – 4 steps to success Step 1 Prepare 1. Put the learner at ease—relieve the tension. 2. Explain why he or she is being taught. 3. Create interest, find out what the learner knows. 4. Explain the whole job and relate it to a known job. 5. Place close to the normal working positions. 6. Familiarize with equipment, materials, tools. Step 2 Present 1. Explain quantity and quality requirements. 2. Go through the job at the normal work pace. 3. Go through the job several times, giving each step. 4. Repeat slowly again. 5. Have the learner explain the steps as you go through. Step 3 Tryout 1. Have the learner go through the job several times. 2. Run the job at the normal pace. 3. Learner does the job, building up skill and speed. 4. Let the work begin – stick around for a while. Step 4 Followup 1. Designate to whom the learner should go for help. 2. Gradually decrease supervision, monitor quality. 3. Correct faulty work before it bees a habit. 4. Compliment good work。Human Resource Management Part 3: Training and Development Power Point by Cheng Chiang (Johnnie) Chen DaYeh University Chapter 5 Training and Developing Employees ? Human resource management (HRM): The management function that is concerned with getting, training, motivating, and keeping petent employees. ? 對(duì)組織內(nèi)人力資源的管理，一般指企業(yè)內(nèi)所有人力資源的取得，運(yùn)用和維護(hù)等過(guò)程。 Managers and the Human Resource Management Process Personnel management VS. Human resource management ? 人事管理 – 被動(dòng)、消極 – 偏重日常事務(wù)的執(zhí)行、缺乏規(guī)劃 – 滿足組織利益與工作要求為目標(biāo) – 獨(dú)立於其他企業(yè)功能 – 一般人事流程的管理 – 訓(xùn)練以工作技能為主 – 將人士支出視為不可避免的費(fèi)用 ? 人力資源管理 – 主動(dòng)、積極 – 具有長(zhǎng)期導(dǎo)向之規(guī)劃 – 尋求組織與員工工作均衡 – 與企業(yè)功能緊密結(jié)合 – 兼具組織發(fā)展 (OD)的功能 – 強(qiáng)調(diào)人力資源發(fā)展 – 將人力資源視為企業(yè)的長(zhǎng)期投資 Human Resource Management Process Human Resource Planning Recruitment or Downsizing Selection of Employees Orientation Training and Development Performance Appraisals Safety and Health Compensation and Benefits Competent HighPerforming Workers The Strategic HRM Process Safety and health Compensation and benefits Performance appraisals Identification and selection of petent employees Adapted and petent employees with uptodate skills, knowledge, and abilities Competent and highperforming employees who are capable of sustaining high performance over the long term Training and development Strategic human resource planning Recruitment and downsizing Selection Orientation Unions Reengineering Globalization Diversity Environment Downsizing Restructuring Legislation 人力資源管理程序 ? 圖 61 The Legal Environment of HRM Affirmative Action Employment Training Retention Human Resource Planning Making a Future Assessment Making a Current Assessment Designing a Future Program Employment planning ? Human resource inventory report: A report listing the name, education, training, prior employer, languages spoken, and the like of each employee in the anization. ? Job analysis: An assessment of the kinds of skills, knowledge, and abilities needed to successfully perform each job in an anization決定工作職責(zé)與性質(zhì) . ? Job description(工作說(shuō)明書(shū) ): A written statement of what a job holder does, how it is done, and why it is done說(shuō)明工作內(nèi)容及方法 . ? Job specification(工作規(guī)範(fàn) ): A statement of the minimum acceptable qualifications that an incumbent must possess to perform a give job successfully 說(shuō)明擔(dān)任此工作的人所需要的資格與條件 Popular Job Analysis Methods Traditional Recruiting Sources Internal Searches Employee Referrals Employ
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