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1、Human Resource Management Part 3: Training and DevelopmentPower Point byCheng- Chiang (Johnnie) ChenDa-Yeh UniversityChapter 5Training and Developing EmployeesHuman resource management (HRM): The management function that is concerned with getting, training, motivating, and keeping competent employee
2、s. 對組織內人力資源的管理，一般指企業內所有人力資源的取得，運用和維護等過程。Managers and the Human Resource Management ProcessPersonnel management VS. Human resource management人事管理被動、消極偏重日常事務的執行、缺乏規劃滿足組織利益與工作要求為目標獨立於其他企業功能一般人事流程的管理訓練以工作技能為主將人士支出視為不可避免的費用 人力資源管理主動、積極具有長期導向之規劃尋求組織與員工工作均衡與企業功能緊密結合兼具組織發展(OD)的功能強調人力資源發展將人力資源視為企業的長期投資Human
3、Resource Management ProcessHumanResourcePlanningRecruitmentor DownsizingSelectionof EmployeesOrientationTraining andDevelopmentPerformanceAppraisalsSafety andHealthCompensation and BenefitsCompetent High-Performing WorkersThe Strategic HRM ProcessSafety and healthCompensation and benefitsPerformance
4、 appraisalsIdentification and selection of competent employeesAdapted and competent employees with up-to-date skills, knowledge, and abilitiesCompetent and high-performing employees who are capable of sustaining high performance over the long termTraining and developmentStrategic human resource plan
5、ningRecruitment and downsizingSelectionOrientationUnionsReengineeringGlobalizationDiversityEnvironmentDownsizingRestructuringLegislation人力資源管理程序 圖6-1 The Legal Environment of HRMAffirmative ActionEmploymentEmploymentTrainingTrainingRetentionRetentionHuman ResourcePlanningMaking a FutureAssessmentMak
6、ing a CurrentAssessmentDesigning a FutureProgramEmployment planning Human resource inventory report: A report listing the name, education, training, prior employer, languages spoken, and the like of each employee in the organization. Job analysis: An assessment of the kinds of skills, knowledge, and
7、 abilities needed to successfully perform each job in an organization-決定工作職責與性質決定工作職責與性質. Job description(工作說明書): A written statement of what a job holder does, how it is done, and why it is done-說明工作內容及方法說明工作內容及方法.Job specification(工作規範): A statement of the minimum acceptable qualifications that an
8、 incumbent must possess to perform a give job successfully -說明擔說明擔任此工作的人所需要的資格與條件任此工作的人所需要的資格與條件 Popular Job Analysis MethodsTraditionalRecruitingSourcesInternalInternalSearchesSearchesEmployeeEmployeeReferralsReferralsEmployeeEmployeeLeasingLeasingTempTempServicesServicesEmploymentEmploymentAgencie
9、sAgenciesAdvertisementsAdvertisementsSchoolSchoolPlacementPlacementRecruitment and selectionRecruitment: The process of locating, identifying, and attracting capable applicants.Selection process: The process of screening job applicants to ensure that the most appropriate candidates are hired.Reliabi
10、lity: The degree to which a selection device measures the same thing consistently.Validity: The proven relationship between a selection device and some relevant criterion.Performance-simulation tests: Selection devices that are based on actual job behaviors; work sampling and assessment centers.Reje
11、ctRejectErrorErrorCorrectCorrectDecisionDecisionAcceptAcceptErrorErrorCorrectCorrectDecisionDecisionSelection DecisionAcceptRejectSuccessfulUnsuccessfulLater Job PerformanceSelection Decision OutcomesSelectionDevicesPerformanceSimulationsWrittenTestsFiringLayoffsand AttritionTransfersReducedWorkweek
12、sJobSharingEarlyRetirementsDownsizing OptionsThe Effectiveness of InterviewsPrior knowledge about an applicantAttitude of the interviewerThe order of the interviewNegative informationThe first five minutesThe content of the interviewThe validity of the interviewStructured versus unstructured intervi
13、ewsSelection Devices (contd)Written TestsRenewed employer interest in testing applicants for:Intelligence: trainable to do the job?Aptitude: could do job?Ability: can do the job?Interest (attitude): would/will do the job?Integrity: trust to do the job?Tests must be show validated connection to job-r
14、elated performance requirements.Selection Devices (contd)Performance-Simulation TestsBased on job-related performance requirementsYield validities (correlation with job performance) superior to written aptitude and personality tests.Well-MatchedWell-MatchedApplicantsApplicantsRealisticRealisticExpec
15、tationsExpectationsIncreasedIncreasedCommitmentCommitmentRealisticJob PreviewsOrientation, Training, and DevelopmentOrientation(引導-新生訓練): The introduction of a new employee to the job and the organization.對新進員工提供公司的基本資訊，使員工能早一點進入工作狀況Orientation 的技術舉辦座談會，雙向溝通 樹立良好企業文化和組織氣候 培養直線主管與新進員工的關係，建立師徒制即早回饋新進員
16、工的績效表現Training: 提供新進員工或現職員工工作所需的技能 Development:長期性培養，訓練現在的管理者與未來的管理者，解決組織問題之觀念性能力 Employee OrientationSmooth Insider-Outsider TransitionSmooth Insider-Outsider TransitionImprove Work PerformanceImprove Work PerformanceMinimize ResignationsMinimize ResignationsLearning the RopesRealistic Orientation Programs for new Employees Stress (ROPES)Warn about disappointments How to cope is keySupervisors should monitor newcomersTraining 101Teaching new employees the basic skills they need to perform their
