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1、人力资源管理师(二三级)人力资源英语,1,English for Human Resources Management,By Jane Ma (Ma Xifang),人力资源管理师(二三级)人力资源英语,2,Mentor Introduction,Education Background: Bachelor degree in International Economics sales techniques Opportunity to practice Disadvantages: Little guidance Embarrassment; loss of self-confidence
2、Lack of opportunity to do correctly,人力资源管理师(二三级)人力资源英语,67,Behavior Modeling Steps,1.Present an overview of the material 2.Describe the procedural steps 3.Model or demonstrate the procedural steps 4.Allow guided practice 5.Provide on-the-job reinforcement,人力资源管理师(二三级)人力资源英语,68,Ensure That Training is
3、 Used on the Job,Overlearning Matching course content to the job Action plans Multiphase programming Performance aids Post-training follow-up resources Building a supportive work environment,人力资源管理师(二三级)人力资源英语,69,Determining Whether Training Programs are Effective,What to evaluate Evaluation design,
4、人力资源管理师(二三级)人力资源英语,70,What to Evaluate,Trainee reactions Testing Performance appraisal Records of organizational performance,人力资源管理师(二三级)人力资源英语,71,Evaluation Design,Trainee Group,Pretest,Post-test,Control Group,Pretest,Post-test,人力资源管理师(二三级)人力资源英语,72,Timing and Content of Instructional Program,Old J
5、ob,New Job,bridge gap,Before selected and placed,After selected and placed,人力资源管理师(二三级)人力资源英语,73,Line Managers and Training and Development,Provide employee orientation training Assess training needs and plan developmental strategies Provide on-the-job training Ensure transfer of training,人力资源管理师(二三
6、级)人力资源英语,74,The HRM Department and Training and Development,Provide employee orientation training Contribute to management development programs Provide training and development Evaluate training,人力资源管理师(二三级)人力资源英语,75,Performance Appraisal,Job performance measurement Communication,人力资源管理师(二三级)人力资源英语,
7、76,Job Evaluation vs. Performance Appraisal,Job Evaluation,Performance Appraisal,Focus on job requirements,Focus on performance of individual job holder,人力资源管理师(二三级)人力资源英语,77,Performance Appraisal Goals,Continue appropriate behaviors Correct inappropriate behaviors Make HRM-related decisions,人力资源管理师
8、(二三级)人力资源英语,78,Pay Grades,$,Points,1,2,3,4,PointGradeMin Max Range $ $ 100-200 115 20 201-300 2 18 23 301-400 321 26 401-500 424 29,人力资源管理师(二三级)人力资源英语,79,Compensation Goals,Establish competent and loyal workforce Maintain competent and loyal workforce Control costs,人力资源管理师(二三级)人力资源英语,80,Conditions N
9、ecessary for Perceptions of Pay Fairness,Internal consistency External competitiveness Employee contributions,人力资源管理师(二三级)人力资源英语,81,Different Perspectives on Pay Fairness,人力资源管理师(二三级)人力资源英语,82,Employee Responses to Over-Reward,As satisfying as equity Somewhat dissatisfying Not nearly as dissatisfyin
10、g as underpayment!,人力资源管理师(二三级)人力资源英语,83,Life Insurance,Premiums usually paid by employer Employee contributions, if required, typically a set amount per $1,000 coverage based on age Employees can expand their coverage,人力资源管理师(二三级)人力资源英语,84,Pension Plans,Defined benefit Specifies the amount worker w
11、ill receive upon retirement Defined contribution Specifies the rate of employer and employee monthly contributions ERISA Law requiring employers to follow certain rules,人力资源管理师(二三级)人力资源英语,85,Extensive Reading Rewards P154,Our knowledge of motivation tells us that people do what they satisfy needs. B
12、efore they do anything, they look for payoff or rewards.Many of these rewards-salary increases,employee benefits,preferred job assignment are organizationally controlled. The types of rewards that an organization can allocate are more complex than that what is generally thought. Obviously, there is
13、direct compensation. But there are also indirect compensation and nonfinancial rewards. Each of these types of rewards can be distributed on an individual,group, or organization wide basis. Intrinsic rewards are those that individuals receive for themselves. They are largely a result of the workers
14、satisfication with his or her job.Techniques like job enrichment or any efforts to redesign or restructure work to increase personal worth to the employee may make his or her work more intrinsically rewarding. Extrinsic rewards include direct compensation,indirect compensation,and nonfinancial rewar
15、ds. Of course, an employee expects some forms of direct compensation: a basic wage or salary, overtime and holiday premium pay,bonus based on performance, profit sharing, and /or possibly opportunities to purchase stock option,人力资源管理师(二三级)人力资源英语,86,Flexible Benefit Plans,Advantages Employee choice I
16、ncreases awareness of costs Can lower total compensation costs Can lower employer and employee taxes,Disadvantages Administrative burden Can lead to increased insurance premiums,人力资源管理师(二三级)人力资源英语,87,Who is Responsible for HRM?,HR Professionals,Line Managers,人力资源管理师(二三级)人力资源英语,88,HR Professionals Re
17、sponsibilities,Establish HRM procedures Develop/choose HRM methods Monitor/evaluate HRM practices Advise/assist managers on HRM- related activities,人力资源管理师(二三级)人力资源英语,89,Line Managers Responsibilities,Implement HRM practices Provide input for HRM practices,人力资源管理师(二三级)人力资源英语,90,HRM Conducted by Line
18、 Managers,Interview job applicants Provide orientation, coaching, Rather than carefully reading each word and each sentence, practice skimming a passage quickly to get a general impression of the main idea; Build up your ability to skim quickly and to identify the major points; After skimming a pass
19、age, read it again more carefully and write down the main idea, major points, and important facts; Choose some unfamiliar words in a passage and guess the meaning from the context (surrounding sentences) Practice making inferences and drawing conclusions based on what is implied in the passage as a
20、whole,人力资源管理师(二三级)人力资源英语,136,Reading Tips III,Reading to learn Identify the passage type (e.g.,classification, cause/effect, compare/contrast, problem/solusion, description, narration, and so on); Do the following to organize the information in the passage: Create an outline of the passage to distin
21、guish between major and minor points Create a summary of the passage using the charts and outlines; Paraphrase individual sentences in a passage, and then progress to paraphrasing an entire paragraph; The ability to paraphrase is also important for the integrated tasks in the writing section of the test,人力资源管理师(二三级)人力资源英语,137,Writing,Only for Level II & Level I test Widely used in daily working environment Tips: Try to complete in 20 minutes Practice Article Samples: Recruitment AD, JD, Commercial Letters (HR manager to Employee),人力资源管理师(二三级)人力资源英语,138,Q&A,Q & A,