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人力资源管理专业英语实验报告0507
福建江夏学院
2011至2012学年第二学期
实验报告
实验课程:
人力资源管理专业英语
专业:
人力资源管理本科班级:
组别:
执笔人:
工商管理系
ManagersandHRProfessionalsatSandsCorporation:
FriendsorFoes?
SandsCorporationisamedium-sizedcompanythatmanufacturesspecializedcomputerequipmentsusedincars,servingasasubcontractortoseveralautomobilemanufacturesaswellastothemilitary.FederalcontractsareanimportantpartofSands’totalsales.In1965thefirmhad130employees.Andthepersonneldepartmenthadafull-timedirector(ahighschoolgraduate)andapart-timeclerk.Thedepartmentwasresponsibleformaintainingfiles,placingrecruitmentadsinthenewspaperatmanagement’srequest,processingemploymentapplicationsandpayroll,answeringphones,andhandlingotherroutineadministrativetasks.Managersandsupervisorswereresponsibleformostpersonnelmatters,includingwhotohire,promote,fireandtrain.
TodaySandsemploys700people.Personnel,nowcalledthehumanresourcesdepartment,hasafull-timedirectorwithamaster’sdegreeinindustrialrelations,threespecialists(withappropriatecollegedegreesandcertifications:
oneincompensation,oneinstaffing,andoneintraininganddevelopment),andfourpersonnelassistants.Sands’topmanagementbelievesthatastrongHRdepartmentwithahighlyqualifiedstaffcandoabetterjobofhandlingmostpersonnelmattersthanlinesupervisorscan.ItisalsoconvincedthatagoodHRdepartmentcankeeplinemanagersfrominadvertentlycreatingcostlylegalproblems.OneofSands’competitorsrecentlylosta$5millionsexdiscriminationsuit,whichahsonlystrengthenedSands’resolvetomaintainastrongHRdepartment.
SomeofthekeyresponsibilitiesthecompanyassignstoitsHRdepartmentare:
(1)HiringTheHRdepartmentapprovesallads,screensallapplicants,testsandinterviewscandidates,andsoforth.Linesupervisorsaregivenalimitedlistofcandidates(usuallynomorethanthree)perpositionfromwhichtochoose.
(2)WorkforcediversityTheHRdepartmentensuresthatthecompositionOAnds’workforcemeetsthegovernment’sdiversityguidelinesforfederalcontractors.
(3)CompensationTheHRdepartmentsetsthepayrangeforeachjobbasedonitsowncompensationstudiesandsurveydataofsalariesatsimilarcompanies.Thedepartmentmustapproveallpaydecisions.
(4)EmployeeappraisalTheHRdepartmentrequiresallsupervisorstocompleteannualappraisalformsontheirsubordinates.Thedepartmentscrutinizestheseappraisalsofemployees’performanceclosely;itisnotuncommonforsupervisorstobecalledonthecarpettojustifyperformanceratingsthatareunusuallyhighorlow.
(5)TrainingTheHRdepartmentconductsseveraltrainingprogramsforemployees,includingprogramsinimprovinghumanrelations,qualitymanagement,andtheuseofcomputerpackages.
(6)AttitudesurveysTheHRdepartmentconductsanin-depthattitudesurveyofallemployeeseachyear,askingthemhowtheyfeelaboutvariousfacetsoftheirjob,suchassatisfactionwithsupervisorandworkingconditions.
OverthepastfewweeksseveralsupervisorshavecomplainedtotopexecutivesthattheHrdepartmenthastakenawaymanyoftheirmanagementfights.Someoftheirgripesare:
(1)TheHRdepartmentranksapplicantsbasedontestscoresorotherformalcriteria(forexample,yearsofexperience).Oftenthepeopletheypickdonotfitwellinthedepartmentand/ordonotgetalongwiththesupervisorandco-workers.
(2)ExcellentperformersareleavingbecausetheHRdepartmentwillnotapprovepayraisesexceedingafixedlimitforthejobtitleheld,evenwhenapersonisabletoperformdutiesbeyondthosespecifiedinthejobdescription.
(3)Ittakessolongtoprocessthepaperworktohirenewemployeesthattheunitlosesgoodcandidatestocompetitors.
(4)Muchofthetrainingrequiredofemployeesisnotfocusedonthejobitself.These“pre-packagedstandardized”programswastevaluableemployeetimeandprovidefewbenefitstothecompany.
(5)SupervisorsareafraidtobetruthfulintheirperformanceratingsforfearofbeinginvestigatedbytheHRdepartment.
(6)Attitudesurveydataarebrokendownbydepartment.TheHRdepartmentthenscrutinizesdepartmentswithlowscores.Somesupervisorsfeelthattheattitudesurveyhasbecomeapopularitycontestthatpenalizesmanagerswhoarewillingtomakenecessary(butunpopular)decisions.
TheHRdepartmentdirectorrejectsalloftheseaccusations,arguingthatsupervisors“justwanttodothingstheirway,nottakingintoaccountwhatisbestforthecompany.”
Questions:
1.WhatseemstobethemainsourceofconflictbetweensupervisorsandtheHRdepartmentatSandsCorporation?
2.Doyoubelievethatmanagersshouldbegivenmoreautonomytomakepersonneldecisionssuchashiring,appraising,andcompensatingsubordinates?
Ifso,whataresomepotentialdrawbackstograntingthemthisauthority?
3.HowshouldSands’topexecutivesdealwiththecomplaintsexpressedbysupervisors?
HowshouldthedirectoroftheHRdepartmentdealwiththesituation?
HRMCaseStudyReport
1.Item
ManagersandHRProfessionalsatSandsCorporation:
FriendsorFoes?
2.Purpose
2.1GraspingthebasicfunctionsofHRprofessionals
2.2KnowingtherolesofHRprofessionalsintoday’schangingworld
2.3RealizingtheimportanceofcooperationbetweentheHRdepartmentandlinemanagersinHRM
3.Process
3.1Givingthereadingmaterial
3.2Reading
3.3Groupdivision
3.4Discussion
3.5Writingastudyreport
4、GroupMembers
5、Analysis&Conclusion
*注:
1.本注释不是正文的部分,只是本式样的说明解释;
2.标题编号方法应采用分级阿拉伯数字编号方法,第一级为“1”、“2”、“3”等,第二级为“2.1”、“2.2”、“2.3”等,第三级为“2.2.1”、“2.2.2”、“2.2.3”等,但分级阿拉伯数字的编号一般不超过四级,两级之间用下角圆点隔开,每一级的末尾不加标点,编号与标题内容间空一个汉字空格,标题应顶格。
3.一级标题为小三号黑体,缩放、间距、位置标准,无首行缩进,无左右缩进,行间距1.25倍多倍行距,段前、段后各0.5行间距;
4.二级标题为四号黑体,缩放、间距、位置标准,无首行缩进,无左右缩进,行间距1.25倍多倍行距,段前、段后无间距;
5.三级以下标题为小四号黑体,缩放、间距、位置标准,无首行缩进,无左右缩进,行间距1.25倍多倍行距,段前、段后无间距;
6.三级以上时可以先使用⑴⑵⑶……后①②③……编制小标题,格式按同正文;
7.正文在标题下另起段不空行,为小四号,中文用宋体,英文用TimesNewRoman体,缩放、间距、位置标准,无左右缩进,首行缩进2字符(两个汉字),无悬挂式缩进,段前、段后间距无,行间距为1.25倍多倍行距;
8.强行分页时请用插入分页符换页;
9.正文中表格与插图的字体一律用5号楷体;表格用三线表;
10.页眉用五号,中文用楷体,英文用TimesNewRoman体。
福建江夏学院
2011至2012学年第二学期
实验报告
实验课程:
人力资源管理专业英语
专业:
人力资源管理本科班级:
组别:
执笔人:
工商管理系
AutomatedHiring
“It’swonderful!
”saysLindaPrince,anHRadministratorwithProcter&Gamble.Shewasreferringtotheuseofaninteractivevoiceresponse(IVR)systemforhiring.AnIVRsystemincorporatesatoll-freephonenumberthatcandidatesmaycallanytimefromanywhere.Usually,atoll-freelistingispublishedinalocalnewspaperandaTouch-Tonephoneisrequired.TheIVRsystempresentsautomatedquestionsandcanscreencandidatesbasedonexperience,availability,andmatchwithcharacteristicsneededforthejobandwiththeorganization’sculture.Ifthecandidateanswerstheautomatedscreeningquestionssatisfactorily,theIVRprogramcanscheduleanin-personalinterview.
P&GusedanIVRsystemtosearchforproductiontechniciansforamanufacturingplant.Thecompanysetcriteriasocallerscoulddisqualifythemselves.Candidateswhohadbeenconvictedofafelony,didnothaveahighschooldiplomaoritsequivalent,declinedtorotateshifts,orrejectedthestartingsalaryweredisqualified.Thosewhopassedtheinitialscreeningtookanautomatedskillstest.Candidateswhopassedthattestwerescheduledforaface-to-faceinterview.MsPrince’sassessmentisthattheIVRsystemprovidedmoreopportunitytojobcandidatesbecausethephonelineswererarelybusyandwereaccessible24hoursaday,sevendaysaweek.Also,thesystemmayhavebeenmoreeffectivethanhumanbeingsatquicklyscreeningoutinappropriateapplicantsandsavingthecostoffurtherprocessingforthosecandidates.
Questions:
1.DoyouagreethatanIVRsystemprovidesjobcandidateswithmoreopportunityandmaybemoreefficientthanhumanbeingsatscreeningoutinappropriatecandidates?
2.InwhatcircumstancesdoyouthinkIVRshouldorshouldnotbeused?
Forexample,isitappropriateifyoumanageasmallbusinessandneedtohiretwopeople?
HRMCaseStudyReport
1.Item
AutomatedHiring
2.Purpose
2.1Graspingthebasicrecruitingmethods
2.2Knowingsomenewtypesofmethodsintoday’schangingenvironment
2.3Comparingtheadvantagesanddisadvantagesofseveraldifferentrecruitingmethods
3.Process
3.1Givingthereadingmaterial
3.2Reading
3.3Groupdivision
3.4Discussion
3.5Writingastudyreport
4、GroupMembers
5、Analysis&Conclusion
Answers:
1.Yes,Iagree.Becausethephonelineswererarelybusyandwereaccessible24hoursaday,sevendaysaweek.
2.IthinkIVRshouldbeusedwhenyouneedtohiremanypeopleandIVRshouldnotbeusedifyoujustwanttohireveryfewpeople.Forexample,itisnotappropriateifyoumanageasmallbusinessandneedtohiretwopeople.
*注:
1.本注释不是正文的部分,只是本式样的说明解释;
2.标题编号方法应采用分级阿拉伯数字编号方法,第一级为“1”、“2”、“3”等,第二级为“2.1”、“2.2”、“2.3”等,第三级为“2.2.1”、“2.2.2”、“2.2.3”等,但分级阿拉伯数字的编号一般不超过四级,两级之间用下角圆点隔开,每一级的末尾不加标点,编号与标题内容间空一个汉字空格,标题应顶格。
3.一级标题为小三号黑体,缩放、间距、位置标准,无首行缩进,无左右缩进,行间距1.25倍多倍行距,段前、段后各0.5行间距;
4.二级标题为四号黑体,缩放、间距、位置标准,无首行缩进,无左右缩进,行间距1.25倍多倍行距,段前、段后无间距;
5.三级以下标题为小四号黑体,缩放、间距、位置标准,无首行缩进,无左右缩进,行间距1.25倍多倍行距,段前、段后无间距;
6.三级以上时可以先使用⑴⑵⑶……后①②③……编制小标题,格式按同正文;
7.正文在标题下另起段不空行,为小四号,中文用宋体,英文用TimesNewRoman体,缩放、间距、位置标准,无左右缩进,首行缩进2字符(两个汉字),无悬挂式缩进,段前、段后间距无,行间距为1.25倍多倍行距;
8.强行分页时请用插入分页符换页;
9.正文中表格与插图的字体一律用5号楷体;表格用三线表;
10.页眉用五号,中文用楷体,英文用TimesNewRoman体。
福建江夏学院
2011至2012学年第二学期
实验报告
实验课程:
人力资源管理专业英语
专业:
人力资源管理本科班级:
组别:
执笔人:
工商管理系
BuildingaBetterCarrot
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