1. Introduction to Business English Chapter 5 Human Resources Management

2. Chapter 5 (A) Recruiting, Training & Development Human Resource Planning What is HR Management

3. 13 Can you just imagine an organization without people? No employees, no supervisors, no managers, executives, or owners, just pretty tough assignment. Can the company still exist, run or develop without people? P&G believes: “our success is because of our people.” “We attract and recruit the finest people in the world.” In Business, “HR” refers to the productivity of people. People can provide labor and skills to the company. “Human capital”, “Intellectual assets” HRM, Dept. of HR, Recruiting Can you just imagine an organization without people? No employees, no supervisors, no managers, executives, or owners, just pretty tough assignment. Can the company still exist, run or develop without people? P&G believes: “our success is because of our people.” “We attract and recruit the finest people in the world.” In Business, “HR” refers to the productivity of people. People can provide labor and skills to the company. “Human capital”, “Intellectual assets” HRM, Dept. of HR, Recruiting

4. 13 Campus recruiting, a part of HRM, has been the main job-hunting channel for graduates-to-be. Every year, major business organizations set up stands in colleges and universities to recruit employees for the position. Recruiting→Selection →reading application form job interview /skill test job interview /skill test A successful job interview→neat appearance polite behavior, clear expression polite behavior, clear expression question answering---key question answering---key Campus recruiting, a part of HRM, has been the main job-hunting channel for graduates-to-be. Every year, major business organizations set up stands in colleges and universities to recruit employees for the position. Recruiting→Selection →reading application form job interview /skill test job interview /skill test A successful job interview→neat appearance polite behavior, clear expression polite behavior, clear expression question answering---key question answering---key Q1: Are you willing to work without any reward? Q2: What is your biggest weakness? Q3: How long do you plan to work in our company? Q1: Are you willing to work without any reward? Q2: What is your biggest weakness? Q3: How long do you plan to work in our company? Lead-in activities---Campus recruiting

5. 13 Q1: Are you willing to work without any reward? ---Question designed to test your working attitude, salary attitude. ---“Yes” or “No”---statement to support your answer. --- “Yes.” “I cherish the chance to work in this company.” “Graduates or newcomers do not have the right to negotiate salary or fringe benefit.” “If I’m good enough, I’ll get what deserved to me.” “If I’m good enough, I’ll get what deserved to me.” “NO.” “Reward can encourage/motivate employees to work.” “Payment can prove my value.” “Payment can prove my value.” Q2: What is your biggest weakness? ---self-analysis---relation with the job---overcome it/turn to strength “lack of experience”, “too cowardly to do self presentation” “impatience to do things”, “too active/talkative”… Q3: How long do you plan to work in our company? ---Do not say exact time limit, like one, two or five years. ---Working attitude. ---work hard, contribute all the energy to work every day. Q1: Are you willing to work without any reward? ---Question designed to test your working attitude, salary attitude. ---“Yes” or “No”---statement to support your answer. --- “Yes.” “I cherish the chance to work in this company.” “Graduates or newcomers do not have the right to negotiate salary or fringe benefit.” “If I’m good enough, I’ll get what deserved to me.” “If I’m good enough, I’ll get what deserved to me.” “NO.” “Reward can encourage/motivate employees to work.” “Payment can prove my value.” “Payment can prove my value.” Q2: What is your biggest weakness? ---self-analysis---relation with the job---overcome it/turn to strength “lack of experience”, “too cowardly to do self presentation” “impatience to do things”, “too active/talkative”… Q3: How long do you plan to work in our company? ---Do not say exact time limit, like one, two or five years. ---Working attitude. ---work hard, contribute all the energy to work every day.

6. 13 Human Resource Management Human Resource Management ---to get the right people in the right position ---the key to the lock ---12 fields: HR planning, recruitment, selection, HR planning, recruitment, selection, socialization, training & development, socialization, training & development, performance appraisal, promotions, transfers, performance appraisal, promotions, transfers, demotions, separations, compensation demotions, separations, compensation Human Resource Management Human Resource Management ---to get the right people in the right position ---the key to the lock ---12 fields: HR planning, recruitment, selection, HR planning, recruitment, selection, socialization, training & development, socialization, training & development, performance appraisal, promotions, transfers, performance appraisal, promotions, transfers, demotions, separations, compensation demotions, separations, compensation What is HRM?

7. 13 Human Resource Planning: HRP is designed to ensure that personnel needs will be constantly and appropriately met. What are the basic aspects in HRP? ① planning for future needs; ② planning for future balance; ③ planning for recruiting or laying off employees; ④ planning for the development of employees. Human Resource Planning: HRP is designed to ensure that personnel needs will be constantly and appropriately met. What are the basic aspects in HRP? ① planning for future needs; ② planning for future balance; ③ planning for recruiting or laying off employees; ④ planning for the development of employees. What is HRP?

8. 13 Human Resource Planning To be effective, what factors must the managers of a human resource program consider? HRP is accomplished through analysis of both internal factors and factors in the environment. Internal factors--- Internal factors--- organization’s human resource needs; ① current and expected skill needs; ② vacancies; ③ departmental expansions and reductions. External factors-- External factors-- economic environment of the future. ① labor market; ② financial & economic environment. To be effective, what factors must the managers of a human resource program consider? HRP is accomplished through analysis of both internal factors and factors in the environment. Internal factors--- Internal factors--- organization’s human resource needs; ① current and expected skill needs; ② vacancies; ③ departmental expansions and reductions. External factors-- External factors-- economic environment of the future. ① labor market; ② financial & economic environment. What is HRP?

9. 13 Plant Location Recruitment: to provide enough people to let managers to select qualified employees. a. Job analysis: 职位分析 a process to identify and determine in detail the particular job duties and requirement and the relative importance of these duties for a given job. Job description: 职位描述 a written statement of job content, listing the objectives, responsibilities, main tasks of the job, working environment, etc. Job specification: 职位要求 / 雇佣条款 to define the specific skills, education, experience, and qualifications that an individual must have. b. HR Forecasting c. HR consideration d. HR recruiting channels: hiring from outside: campus recruiting, agency, ads, rivals promoting from within Recruitment: to provide enough people to let managers to select qualified employees. a. Job analysis: 职位分析 a process to identify and determine in detail the particular job duties and requirement and the relative importance of these duties for a given job. Job description: 职位描述 a written statement of job content, listing the objectives, responsibilities, main tasks of the job, working environment, etc. Job specification: 职位要求 / 雇佣条款 to define the specific skills, education, experience, and qualifications that an individual must have. b. HR Forecasting c. HR consideration d. HR recruiting channels: hiring from outside: campus recruiting, agency, ads, rivals promoting from within Recruitment Recruitment What is Recruitment?

10. 13 What is Selection & Socialization? Selection: application forms, resume→interview →skill test application forms, resume→interview →skill test →reference check →evaluation →formal interview →reference check →evaluation →formal interview →physical examination →final decision →physical examination →final decisionSelection: application forms, resume→interview →skill test application forms, resume→interview →skill test →reference check →evaluation →formal interview →reference check →evaluation →formal interview →physical examination →final decision →physical examination →final decision Socialization: ---to help the selected individuals fit smoothly into the organization. ---to introduce the newcomers to the colleagues; ---to understand their responsibilities; ---to study the corporate culture, policies, ---to see,to think, to act. Socialization: ---to help the selected individuals fit smoothly into the organization. ---to introduce the newcomers to the colleagues; ---to understand their responsibilities; ---to study the corporate culture, policies, ---to see,to think, to act.

11. 13 What is Training & Development? Training & Development: Training & Development: ↓ ↓ ↓ ↓ to improve skill in the present job to prepare for promotion to improve skill in the present job to prepare for promotion 1.Vestibule training for newcomers; 2. Training for experienced workers; 3. How can managers identify the training needs? 4.. Training methods: On-the-job method Off-the-job method Management development program Training & Development: Training & Development: ↓ ↓ ↓ ↓ to improve skill in the present job to prepare for promotion to improve skill in the present job to prepare for promotion 1.Vestibule training for newcomers; 2. Training for experienced workers; 3. How can managers identify the training needs? 4.. Training methods: On-the-job method Off-the-job method Management development program

12. 13 Performance appraisal: a. Upper managers and HRM Dept establish the policies to guide all performance appraisal; b. Employee’s immediate supervisor conducts an employee’s performance. c. Informal performance appraisal Formal systematic appraisal Formal systematic appraisal d. additional training Low performance demotion separation separation raise raise High performance bonus promotion promotion Performance appraisal: a. Upper managers and HRM Dept establish the policies to guide all performance appraisal; b. Employee’s immediate supervisor conducts an employee’s performance. c. Informal performance appraisal Formal systematic appraisal Formal systematic appraisal d. additional training Low performance demotion separation separation raise raise High performance bonus promotion promotion What is Performance appraisal?

13. 13 Case study: Recruiting: OLAY General Marketing Manager OLAY Recuriting Assignment.ppt Case study: Recruiting: OLAY General Marketing Manager OLAY Recuriting Assignment.ppt

14. 1. Review theory and vocabulary 13 Homework 2. Questions for discussion 3. Exercises 4. Preview the rest of chapter 5.