人才管理系統(tǒng)操作(英文版)

1、CONTENTS · PageContents.1Introduction.21. Introduce the personnel management and the human resource management.21.1 The historical development and changing context.21.2The difference of personnel management and human resource management.32. Assessing the role, tasks and activities of human reso

2、urce practitioner.52.1 Human Resource Management internal participant.52.2 Human Resource Management external participant.63. The exit procedures of employee.74. Selection criteria for redundancy.9Conclusion .10Bibliography.11Word Count: 2396Introduction Ad Hoc Ltd is a medium-sized firm which manuf

3、actures and trade highly fashionable computer mouse devices. It has been greatly affected by the unprecedented turmoil from 2008. For relieve of this turmoil, now the firm make a decision is redundancy, cut jobs involving 50 employees. This report wills discussion “personnel management” and “human r

4、esource management”. Evaluation the participants and line managers are in human resource management of the role and activities. And then will explore the exit procedures between two organizations and analyze selection criteria for redundancy. The last according to that information this firm will cho

5、ose the best practice for redundancy. 1. Introduce the personnel management and the human resource management1.1 The historical development and changing contextPersonnel management stage can be divided the following phases: The science productivity, the industrial psychology, and the human relations

6、 manage.In 1890's, independent personnel department coming into being, such as industrialization, urbanization, welfare workers, working conditions and circumstances. In the latter half of the nineteenth century, the predecessor of the trade union began to improve working conditions and circumst

7、ances. The science productivity After the boom of industrial revolution, F.W.Talors scientific management, H.Fayol & M.Webers classical organization theory to create a school of scientific management theory, and to promote the scientific management practices in the United States large-scale to p

8、romoted and develop. Taylor put forward a "piece-rate wage system" and "time-wage system", Put forward the implementation of labor quota management. At this stage is attention to work efficiency. The industrial psychologyGerman psychologists such as Hugo Munsterberg as the repres

9、entative of the findings, to promote the Personnel Management work of the scientific process. Published in 1913, "Psychology and industrial efficiency", marks the birth of industrial psychology.The human relations manageIn 1950's-1960's, many studies on humanized management emergin

10、g, Mayos human relations approach a focus on people rather than mechanics or economics.In1965, Miles bring forward the differed human relations from human resources. So the personnel management is the human resources management of the first phase of development. Human Resource Management at enterpri

11、ses of different sizes has different name and role. Ad Hoc Ltd is a medium-sized firm, so in the Human Resource Management model is:General ManagerMarketing DepartmentManagement DepartmentProductionDepartmentPersonnel Section1.2The difference of personnel management and human resource managementFrom

12、 the discussion on the definition of Personnel management: a primarily administrative, reactive, problem-handling function concerned with hiring and firing, employees welfare and industrial relations. (Chen, 2009) This is bear on Personnel to plan, organize, command, coordination, information and co

13、ntrol of a series of the management job. Human resource management: may (initially) be defined as a strategic and coherent approach to the management of an organizations most valued assets: the people working there who individually and collectively contribute to the achievement of its objectives for

14、 sustainable competitive advantage. (Armstrong) This is pay attention to the connection of people with people, people with thing, and people with organization. From this definition know that the Personnel management uses the people in many ways but the Human resource management uses the people only

15、on personnel way. From the discussion on the functionPersonnel Management(PM)Human Resource Management(HRM)·Reactive, piecemeal interventions in response to specific problems·People are a variable cost·Self interest dominates, conflict between stakeholders·Seeks power advantages

16、for bargaining and confrontation·Relationship orientation·The performance appraisal is as a matter-centric·Focus on management the employee·Proactive, system-wide interventions, with emphasis on fit, linking HRM with strategic planning and cultural change ·People are social,

17、 capable of development·Coincidence of interest between stakeholders can be developed·Seeks power equalization for trust and collaboration·Goal orientation·Human resources develop is to emphasize the development of a unified people and things·Focus on development of the empl

18、oyee's potential From this function know that PM is belonging to administrative work, the limited scope of their activities, is a kind of passivity and lack of flexibility of work patterns. Self interest dominates. HRM is emphasis on research and development personnel, the development type of in

19、itiative, according to the organization of the status quo, the future, there are plans to have work goal. Human are both of the capital and the cost.From the discussion on the reward of PM is wage post, employees reward is fixed bases on the operating post. HRM according to the employees performance

20、 evolution but something will accord the performance of company.2 Assessing the role, tasks and activities of human resource practitioner2.1 Human Resource Management internal participant According to the historical and development can know the source of human resource management, in this management

21、 the practitioner mostly is the internal operator. The following will introduce the practitioners task and activities.HRM internal participantHRM Task HRM ActivitiesHuman resourcingPerformanceManagement and motivationMaintaining working relationshipsPerformance improvement·HR forecasting and pl

22、anning·Job analysis·Skills audit·Workforce audit·Productivity systems audit·Employee training·Career development·Work methods·Job design·Quality·Health and safety·Objective-setting·Monitoring·Appraisal·Feedback·Job evaluation

23、·Payment systems·Incentive systems·Recruitment·Selection·Transfer/promotion·Retention·Flexible workingHuman resource planning·Researching HRM issues/practices·Compliance·Employee nights and expectationsEmployee relations·Discipline and grievance

24、·CultureThe Role of HRM internal manager includes those kinds:(a) Line managers with direct authority over their own departments, as well as certain specialist functions such as negotiating and implementing settlements with trade unions or enforcing safety procedures(b) Advisers to line manager

25、s- for example, in welfare situations or in helping with behavioural or motivatioal problems in line departments(c) Service Supporter to line managers for example, in developing and implementing recruitment and training schemes, administering employee records and providing management information(d)

26、Auditors- for example, in monitoring and evaluating appraisal or training systems, or carrying out management audits(e) Co-ordinators and planners for example in human resource forecasting and planning A Shared Responsibility of the HRM manager. Providing specialist knowledge and services to line ma

27、nagers; Being directly responsible for the management and well-being of his own staff. The HRM managers relationship with other managers is indirect.2.2 Human Resource Management external participantHuman Resource Management including the internal participant and have the external participant. The e

28、xternal participant is including the line manager, such as the production manager, the marketing manager, the finance manager and the other department manager. When Human Resource Management recruitment, those line manager will provide information and quantity of personnel.First, those managers will

29、 provide recruitments request. The production manager provides information for personnel is having electronic technology, familiar with the workshop production management and have management experience and leadership skill. The marketing manager provides information for personnel is good at carve ou

30、t the market, have the skills of sales and good at communication. The finance manager provides information for personnel familiar with the accounting and tax policy, proficiency in financial software applications. And, those managers will provide the personnel they need.The second, those managers pr

31、ovide information are will send to the secretary, to clean up the information by secretary. At last, send that information to Human Resource Management. The HRM according that information will spread information of personnel to recruitment, and than the HRM call the department manager into and begin

32、 to selection.In this process, the line manager of department manager is provider to provide information to HRM. And the secretary and the disseminator are coadjutant. But the line managers Responsibility is having both the right and the duty to be concerned with the management and well-being of the

33、 staff, being responsible for the impact on the performance of poor personnel management (lateness, low morale, hostility, absenteeism, incapacity to perform to standard).3. The exit procedures of employeeThe exit procedures of employee have 4 different forms of situations including Retirement, Resi

34、gnation, Dismissal, and Redundancy. One of redundancy is a form of Employee Exit.Redundancy Procedures are including Consultation (according to the number of redundancy to set the consultation time). Employee rights (Reasonable time off with pay for another job or training and alternative work offer

35、ed by the employer.) Softening the blow (Helps like training, outplacement, etc)There have two companies, one is X company the other is Y company. Because of the financial storm they must use the behavior of redundancy.X Company is a diversity development in the information industry of large sized f

36、irm. Because of the financial storm and the company want to keep the performance so this company decides to do the embarrassing situation redundancy. Through redundancy is to employment the new employee from the market and give them a lower pay level. To do this the company can reduce costs. Or the

37、market competition brought the adjustment of the business direction. The company the flow of redundancy is very professional. First, start plan; Second, discussion list; Third, hand in the list; Fourth, audits by HRM and do the procedure; Fifth, interview; Sixth, compensation and psychological couns

38、eling. This information of redundancy is security, everything to do at high-density process. The employees dont know that. Start plan, the plan is strategic structure of redundancy is in order to promote the changes, the merger of some departments and overlapping positions, help to reduce devotion o

39、f resources and improve the operational efficiency. Then they call the manager of department to discussion list of redundant and hand in this list to the HRM. The HRM audits and do the procedure, prepare all the relevant document, the wages has been do well, including the income in other hands and t

40、he holidays of employee have not enjoyed, to do well this. And call the redundant to interview, in this time the redundant doesnt know that. At the same time of the redundant into the interview room. The company has almost to help them to do well of the all separation procedures. When they come out

41、from the interview room, their E-mail, human map, IC cards have been canceled. At the same time, they were asked to leave within two hours of this company. The last, the company is to do compensation and psychological counseling for the redundant.Y Company is a leader of global wireless communicatio

42、ns, automotive and broadband communications it have 88,000 employees at the global. The redundancy procedures are including five procedures. First, open the information of redundancy; Second, to communicate with redundant; Third, recommend personnel; Fourth, arrangements for consulting services; Fif

43、th, open training courses. First, call the employee together and tell them the information of redundancy, finally put into each department how many employees must to leave. This redundancy procedures is open let every one know this procedures, can let the employee do prepare of the mind. Then the HR

44、M is to communication with one to one of employee. In the procedures of communication will refer the situation of job and why this position was abatement and so on. One department is abatement; this department will recommend the personnel to the other department, to do this can fill in the quarters

45、of vacancies. The company put out of the all vacancies, if has the congruous employee let him come to interview, and some employee doesnt need to arrange he will leave by himself. In this time, company arrangements of consulting services for employee to answer their questions. Finally, Company opens

46、 the training courses, teach them how to interview and how to write resume.Comparing the redundancy of these two companies, X Companys redundancy is security but Y Company is open so the employee can do the psychologically prepared. The same of them is to communication and interview is face to face

47、with the redundant can let them fell the authenticity of the information. X Company use the ways is celerity, let the employee feel that is impersonality, but it has compensation for the redundant. Y Company is use the two ways, one is let employee to return the quarters which fit them of other depa

48、rtment. The other is let employee go away this company. To do this can fill in the quarters of vacancies, can satisfaction desire of company and employee.4. Selection criteria for redundancyThe Ad Hoc Ltd firm have 50 employees will be dismissed. How to dismiss those employees? First, muse to know t

49、he fair and unfair dismiss. Redundancy provided that the selection for redundancy was fair, such as the serious neglect of duties and the serious breaches of trust to redundancy is fair. Redundancy where the selection is unfair, such as the company without cause to dismiss employee is unfair.Second,

50、 what is circ belong to redundancy? The employer has ceased to carry on the businessThe employer has ceased the business in the place where the employee was employedThe requirements of the business for employees to carry out work of a particular kind have ceased or diminished, or expected toThe reas

51、on is not related to the individual concerned, but collective redundancyFinally, How to redundancy? According to that knowledge and the process of then two companies at the top, so redundancy of Ad Hoc Ltd firm decide to do that. First, will open the information of redundancy; let the employee to do

52、 prepare of the mind. And seeking the volunteers of demission in this aspect will choose ten employees. Second, advice or enforced the employee to retirement early, in this aspect will choose fifteen employees and tell them the company will give them compensation. Third, retention by merit, which fo

53、r this company will make the large value and according to them performance to redundancy in this aspect will choose ten employees. Fourth, last in; first out, because the employee of last in is not familiar with the business and environment in this company, so in this aspect will choose fifteen employees. After choose of the employee, and will communicate with them will tell them why the company to redundancy and tell them the payment and the considerat