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1、Human-resourcesHuman-resources人力人力资源资源Contents目录Whatishumanresource?IrinaCompanybenefitsSamanthaHumanResourcesofFoxconnPhoebeHeadhuntingLizNetworkhumanresourcesRachel感谢亲们选择感谢亲们选择玩转大学玩转大学素材素材HuaweiHRMAshleySometipsaboutinterviewEmmaPart OneWhatishumanresource?0101Contents目录ManagingPeopleCurrentEmploy
2、eesProspectiveandNewEmployeesOutgoingEmployeesWhatIsHumanResourcesImprovingMoralehumanresorucesHumanresources(HR)isatermthatisusedinbusinesstorefertothepeoplewhoworkforacompanyororganization.Italsoisusedtorefertothedepartmentofacompanythatisresponsibleformanagingthoseresources.Thistermwascoinedinthe
3、UnitedStatesduringthe1960s,whenlaborrelationsbecameagreaterconcernforU.S.businesses,andhassincespreadaroundtheworld.managingpeopleThepeoplewhomakeupacompanysworkforceitshumanresourcesareconsideredtobeanassettothecompany,justlikeitsfinancialresourcesandmaterialresources,suchasbuildings,machineryandot
4、herequipment.currentemployeesOneofthemainrolesofanHRdepartmentismanagingcurrentemployees.Unlikemanagerswhodirectlyoverseetheemployeesday-to-daywork,theHRdepartmentdealswithconcernssuchasbenefits,pay,companypoliciesandtraining.Humanresourcesalsoinvolvestheacquisitionofnewemployees.HRworkersmightbeinv
5、olvedinrecruitingpotentialemployeesthroughadvertisementsoratjobfairs.TheHRdepartmentoftencollectsandreviewsjobapplicationsbeforeforwardingthoseofthebestapplicantstotheappropriatemanagersintheorganization.ProspectiveandNewEmployeesAcompanysHRdepartmentalsoplaysarolewhenanemployeeleavesthecompanyforan
6、yreason.Ifanemployeeisfiredorotherwiseletgoagainsthisorherwishes,certaintasksmustbeperformedbytheHRdepartmenttoensurethattheprocesswasdonelegally.OutgoingEmployeesImprovingMoraleEmployeemoraleisanotherconcernformanyhumanresourcesdepartments.AnHRdepartmentmightberesponsibleforchoosinganemployeeofthem
7、onth,arrangingholidaypartiesandotherget-togethersforemployeesorotherwiserewardingemployeesforgoodperformance.Part TwoCompanyBenefits0202TotalRewardBasePayBenefitPremiumCoreBenefitsAdditionalBenefitFundingLifeInsurance,Holidays,HealthInsurance,MedicalInsurance,NationalInsurance,etc.(statutory&inflexi
8、ble)Annualleave,companycar,accommodationsubsidy,mealallowance,13thmonthpay,bonus,stockoptions,childcare/retailvouchers, relocationallowance,etc.+20%basepayBenefit PackagesPension(养老金养老金/退休金退休金) A pension (also known as superannuation) is a retirement plan intended to provide a person with a secure i
9、ncome for life. The common use of the term is to describe the payments a person receives upon retirement, usually under pre-determined, legal and/or contractual terms. Pensions have traditionally been payments made in the form of a guaranteed annuity 年金/养老金 to a retired or disabled employee, or to a
10、 deceased employees spouse, children or other beneficiaries. A pension created by an employer for the benefit of an employee is commonly referred to as an occupational or employer pension. Labor unions, the government, or other organizations may also sponsor pension provision. Incentive(激励激励/奖励奖励) A
11、n incentive is any factor that enables or motivates a particular course of action. It is an expectation that encourages people to behave in a certain way. Incentives usually fall into three broad classes: 1. Remunerative incentives (or financial incentives/material reward); 2. Moral incentives; 3. C
12、oercive incentives (e.g. punishment, imprisonment, confiscation of properties, etc.) Perks(津贴津贴/额外补贴额外补贴) In addition to company benefits, many employers also offer perks to their employees. Typically limited to employees in management positions, these perks include such benefits as country club or
13、health club memberships, a company car, special parking privileges at work, tickets for sporting events, first-class travel accommodations, and generous expense accounts. However, certain types of perks are also being extended to employees in many different types of positions. One type of perk that
14、is common in many retail stores is an employee discount on merchandise bought from the place of employment.CashBonus(现金分红现金分红/现金红利现金红利) Compensation paid to an employee or employees for achieving a particular sales goal or organizational objective. This is above and beyond either a Commission or a S
15、alary. A corporation achieving a 10% increase in profits may distribute part of the earnings as a cash bonus to its employees.BENEFITSPLANOBJECTIVESEmployers seek to balance the employees needs and the cost to the organization. Employees wish to maximize the value of benefits received and minimize o
16、ut-of-pocket expenses.BENEFITSPLANOBJECTIVESEmployerObjectives Meetingcorporate,business,andcompensationobjectives.Actualdollarcostandpercentageofpayroll.Administrationcomplexityandcost.Taxandaccountingissues.Therolebenefitsplayinthetotalrewardsobjectivesoftheorganization.BENEFITSPLANOBJECTIVESEmplo
17、yeeObjectives Cash flow: ensuring cash flow is not compromised due to large medical and/or dental claims. Income replacement: replacing income if employee becomes disabled. Income for surviving dependents: providing income for surviving dependents in the event of death. Adequate retirement income: p
18、roviding adequate income upon retirement.Benefitsprogramscannotbedefinedintermsofnarrowlydefined,program-specificgoals.Eachbenefitsprogramhealth,welfare,retirement,orwork-lifeshouldbeevaluatedinrelationtootherbenefitsprogramsaswellasinrelationtoallothercompensationandhumanresourcesinitiatives.Strate
19、gicbenefitsplanningisaprocessthatfacilitatesthoseefforts.THE STRATEGIC PLANNING PROCESS1.1.By including benefits as an integral part of a total By including benefits as an integral part of a total rewards package.rewards package.2.2.By redefining benefits to include new programs and By redefining be
20、nefits to include new programs and initiatives.initiatives.3. By evaluating benefits management, communication, and . By evaluating benefits management, communication, and administration.administration.4. By relating benefits to the broader corporate business By relating benefits to the broader corp
21、orate business philosophy/missionphilosophy/mission.AnexpandedviewofbenefitsPart ThreeHumanResourcesofFoxconn0303In2010,therearetendeathsbyFoxconnemployeeswhichhasarisengreatattentioninthesociety.Andtwoemployeeshavebeenhurtaftertryingtokillthemselves.InlateMarch,2010,a23-year-oldmaleemployeecommitte
22、dsuicidebyjumpingfromthe14thfloorofadormitorybuilding.Foxconnhasyettoissueaformalstatementonthedeathsanditshumanmanagementhasbeendiscussedheatedly.1. The defect of communication mechanisms.Theenterprisehasthelower-levelmanagementandinsufficientprovisionofpsychologicalcounselingfortheemployees.Italso
23、doesntprovidesufficientmechanismsandopportunitiesforthemtocommunicateandinteracteachother.Foxconnspokesmanalsoadmittedinaninterviewwithstatetelevision.2024/8/12. Militarization managementThemanagerofFoxconn,GuoTaiming,usedtobeasoldier.Sohechoosesthewayofmilitarizationmanagementwhichmaydisciplineempl
24、oyeestosomeextent.Butinthelongterm,itwilldamagethedevelopmentofcompany,astheemployeeshavebeenundergreatpressure.Theyfeellonely,astheyaresurroundedbystrangersbothatworkandintheirhomes.Therearemanylimitationsoftheircontact.AnunidentifiedFoxconnemployeesaid,heworkedhereforoneandahalfmonthsandonlymethis
25、dormmatestwicewhohaventspokenmorethanfivesentencesintotaltoeachother.2024/8/13. Lower payment.WagesaresolowinFoxconnthatexhaustedworkerswhowishtotakearestareforcedtodoovertime.Aftertenyearsofemployment,thebasicwageisstilllowsothattheemployeestakeaheavyburdenwhichfinallymakethemhavepsychologicalprobl
26、ems.2024/8/11. Establish a fair payment system.Paymentisagreatconcernforemployees.Fairwagesandbenefitsnotonlycanencouragethemtoworkharder,butalsogivethemconfidenceinthecompany.Itshoulddevelopawaytomeetemployeessatisfactionbycontrolledcoststoachieveincentivepaymentsystem.Inaddition,thelackofstaffwelf
27、areneedtobefocused.Througheffectiveperformanceappraisal,Foxconnshoulddevelopabonusdistributionplantomotivateitsstaff.2024/8/12. Strengthen the power of its unionTradeunionisaveryimportantforceintheenterprisetorepresenttheinterestsofworkers,Foxconnslaborunionshouldenhancetheirpowerofexpressingthevoic
28、eofthemajorityofstaff.Thecompanyalsoshouldletthemgettoknowtheirtradeunionwhichprovidethemwithsecurity,helpimprovewages,workingconditionsandsoon.2024/8/13.Establish a platform for communicationFoxconnshouldestablishaneffectiveexchangeplatformtoenableexecutivesanddirectors,employeesandexecutives,tocom
29、municatefully,throughface-tofacetalkandworkinstructions,etc.Itcanreducethepsychologicalburdenofandbadfeelingsofemployees.Meanwhile,Foxconnshouldprovideemployeeswithpsychologicalcounselingstudio,forcounselingandguidancesothattheycanrelaxthemselves.2024/8/14. Focus on training employeesNewemployeessho
30、uldbetrainedbeforetheygotoworksothattheycanhaveabetterunderstandingofFoxcoon.Throughdifferenttraining,theywillenhancetheskillsofmasteryinthework,whichwillmakethemworkundergreatpressurewithgoodpreparationanddealwithdifficultissuesduringtheworkbravely.2024/8/1Part FourHeadhunting（猎头）（猎头）0404V-T If som
31、eone who works for a particular company is headhunted, they leave that company because another company has approached them and offered them another job with better pay and higher status. 物色 (人才)Whatisheadhunt?Headhunter is a consultant hunting top talent(高级人才)for his clients.Aheadhunterneedhave:pers
32、onalitygood education backgroundrich social experiencemust have extensive knowledge accumulation excellent foreign language expressioninternational relationship and high computer network technologyAsaHeadhuntersenior personnel who are good-performance experiencedwell educatedHuntingTargetAsaHeadhunt
33、erThey have to: find, track, evalute, select and recommend people.AHeadhunterTalkingaboutHisJobWhen do they discuss money?“we want to avoid people who are simply interested in money. Money comes in right at the endwe act as go-betweens between the client and the candidate to try to make sure neither
34、 is disappointed.”Does he view his job as ethical?“I think I would justify it on the basis that we are not stealing individuals. We are merely presenting them with opportunities. The final decision must be theirs.”What is the aim of his job?“my job is to engage their interest and persuade them there
35、 might be some alternatives”010102020303AHeadhunterTalkingaboutHisJobWhat is the craft and art of headhunting?“the real craft of a headhunter is knowing how to find out whos around, and that means talking to what we call sources. That means phoning people up, people you know, sometimes even people y
36、ou dont know, and engaging them in conversation on the telephone and trying to persuade them to give you the names of people who would match the particular specification”What are the 2 reasons for people leaving their jobs?“there has to be a push and a pull There has to be a push from the existing o
37、rganisation, and there has to be a pull from the new organization”AHeadhunterTalkingaboutHisJobWhat is the pull? What is the push?“the pull i.e. bigger job, more money, better location or whatever”“we can do nothing about the push, thats up to them. If they are perfectly happy where they are they wi
38、ll not move”AHeadhunterTalkingaboutHisJobIn my opinion, being headhunted is kind of being approved of our ability. But we also need to have a deep consideration before making the decision.SummaryPart FiveNetworkhumanresources0505Networked Human ResourcesefficiencyContentsBriefintroductionCharacteris
39、ticsBriefintroduction51job (Nasdaq: JOBS) is a leading human resource solutions provider in China, offering a broad array of services in the areas of recruitment solutions, training and assessment, and HR outsourcing and consulting services. Combining the strengths of traditional (print) and new (In
40、ternet) media, 51job delivers an integrated recruitment solution by leveraging technology and expertise with a large staff of experienced professionals. .51job serves hundreds of thousands of domestic and multinational corporate clients through 25 offices in Mainland China. Briefintroduction51job is
41、 the most influential HR services provider in China.In September 2004, 51job successfully completed its IPO on Nasdaq, and is the first publicly listed firm in the field of HR services in China today.PowerfulsearchengineFill the resumes informationjobseekersRelease job offersEmployerMassiveNo.ofJobO
42、pportunitiesProfessional resume templateProvide resume template, guidanceSave it into the 51Job DatabaseSend to the companiesWide range of value-added servicesProfessional training evaluation counselors tailor-made for the enterprise all kinds of public courses, internal training and actual combat s
43、imulation and professional assessment plan, help enterprise staff quickly raise the professional level and comprehensive qualityPart Six玩转大学玩转大学PPT0606Part SevenHuaweiHRM0707ContentBrief IntroductionCorporate culture HRM modelEstablishedin1987inShenzhenBriefIntroductionAprivatecommunicationtechnolog
44、ycompanyRadiowireless,micro-electronics,communication,routeandsoonFortuneGlobal500HowcanacompanydevelopfromasmallHowcanacompanydevelopfromasmallworkshopwithlessthan20employeestoaworkshopwithlessthan20employeestoahigh-techenterpriseswithannualturnoverhigh-techenterpriseswithannualturnoverwith46.2bill
45、ionyuan?with46.2billionyuan?CorporatecultureWolfcultureMattresscultureObediencecultureKingcultureMilitary cultureSelf-criticismcultureCrisisculturePressurecultureServicecultureCorporatecultureWolf culturesensitivesensitivesmellsmellOffensiveOffensivespiritspiritStriveStriveawarenessawarenessCorporat
46、ecultureEvery developer will have a mattress, because if he need work overtime, they can sleep in the companyMattress Mattress cultureculture HardHardstrugglestruggleWorkwithWorkwithperseveranceperseveranceBeBedown-down-to-earthto-earthHRMmodelPrincipleThemostsuitableisthebestTwo-wayselectionRespons
47、ibilitiesofrecruiters=responsibletothecompanyandapplicantsHRMRecruitmentOnsiterecruitingE-recruitingInternal recruitmentHRMTrainingOperating departmentHuawei UniversityProfessional skills trainingManagement and general skills training、leadership developmentHRMTrainingTrainingsystem1.Militarytraining
48、2.Corporate-culturetraining3.Shopworkandtechnicaltraining4.MarketingtheoryandmarketrehearsalInductiontraining1.On-the-jobandoff-jobtraining2.Self-developmentandeducationdevelopment3.TraditionalandnetworkeducationTrainingduringworkTechnicalabilityandknowledgethepostneedPracticeofthejoblessHRMTraining
49、HRMKnowledge-basedemployeesmanagement1.An entrepreneurial model2.Launched by some employees who want to start a new business3.Undertaking some inner-enterprise business and projectsInternalventureInternal ventureJudged by contributionA strong sense of belongingEntrust with an important postIndividua
50、lperformanceHRMPerformancemanagementOrganizationalperformanceHRMPerformancemanagementPerformancePerformancequalityqualityJobJobrequirementrequirement+ManagementManagementstylestyleOrganizationalOrganizationalclimateclimate+=SupportachievementProvideadviceGatherdataSetgoalsEvaluatewageHRMPerformancem
51、anagementInstructorInstructorPlanPlanPaymentPaymentassessmentassessmentHRMSalarysystemSalarySalarysystemsystemBBE EC CDDAAHigherincomeDynamicallocationEmployeestockownershipHighbonusesSocialbenefitHRMSalarysystem1.30%outstandingemployeesownstockscollectively2.40%havesharesofrelativeproportion3.Appro
52、priateparticipationof10%20%newemployeesWhole employee Whole employee Stock ownershipStock ownershipSocial benefitsSocial benefits holidayFreightagereimbursement WelfareEntitlement pensionInsurancemechanismThroughtheoutstandinghumanresourceThroughtheoutstandinghumanresourcemanagement,Huaweicompanyhas
53、gainedmanagement,Huaweicompanyhasgainedagoodresult.Weshouldtakeadvantageofagoodresult.Weshouldtakeadvantageoftheroleofpeople.theroleofpeople.Part EightSometipsaboutinterview0808ThePreparatoryStepsKnowlegde reservation. Such as, major knowledge, independent mind, health body, creative thinking and so
54、 on.Full information collecting. Such as, basic knowledge of the company and the job.Dressing up and making up.To have the interview, show your ability and confidence.TheWholeProcessofInterviewThe interviewer will begin the interview with social topics, so as to create a harmonious atmosphere and sh
55、orten the distance between interviewer and interviewees.PreparatoryPhaseThe interviewer will ask the questions related to your resume.IntroductionPhaseThe interviewer will ask the questions out of the resume to testify your ability, personality and your major knowledge and so on.KeyPhaseAlmost all t
56、he conclusions are the same: to wait!Summing-upPhaseSomeTipsaboutInterviewSelf-introduction.How to get rid of the fear psychology?Talk about the advantages only related to the job.Pay attention to the body language.3MinutesYou can talk about your name, hometown and study situation such as, universit
57、y, major and classes you have learned and so on.TheFirstMinuteWork exprerience, the relevant social practice and internship experience.TheSecondMinuteYou can talk something related to the job you are interested in and share the opinion about the company.TheLastMinuteSelf-introductionHowtoGetRidofFea
58、rPsychology?To be dertinent means your answers should base on the facts, rather than exaggerate the facts.To be individualized means you should show your specialty and emphasize your major and your unique.To be positive means you should be confident and optimistic. Dont worry about the questions. 3P
59、rinciplespositivepositiveindividualizedindividualizedPertinentPertinent Because the HRs are not seeking for the most excellent people, they are hunting for the most suitable people. Reason:TalktheAdvantagesonlyRelatedtotheJobYouareApplyingfor.PayAttentiontotheBodyLanguageKeep eyes contract.Keep smil
60、ing, in particular, when the HR ask you some very difficult questions.Dont sway your hands or legs.When you are thinking, dont roll your eyes.YourbodylanguageIf the HR plays his/her phone.No more eye contract with you. Keep looking outside.-You should change the topic as soon as possible.TheHRsAs ju
61、nior students, most of us are worrying about how to keep balance between study, part-time jobs, intership and the examinzations, so do I. I think there are two famous remarks we should keep in mind so as to face the future bravely.Stay hungry, stay foolish-Steve JobsOur destiny offers not the cup of despair, but the chalice of opportunity. So let us seize it, not in fear, but in gladness. - R.M. NixonSuggestionsThank you!结束语结束语谢谢大家聆听！谢谢大家聆听！谢谢大家聆听！谢谢大家聆听！83
