managingHR论文.docx

managingHR论文.docx

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managingHR论文

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StudentDetails

Surname

Wang

Givenname

Shan

StudentNumber

Email

S.

AssignmentDetails

Modulename

ManagingHumanResources

ModuleCode

7HR011

Fortheattentionof

Dr.PaschalAnosike

Duedate

28thNovember,2011

Assignmenttitle

ManagingHumanResources

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ManagingHumanResources

Moduletitle:

ManagingHumanResources

ModuleCode:

7HR011

TutorName:

Dr.PaschalAnosike

StudentName:

WangShan

StudentNumber:

AwardTitle:

MAManagement

Contents

1.Introduction

Withinallofresourcesownedbyhumanbeings,humanresourcesisthefirstprecious,naturallybecamethecoreofmodernmanagement."Humanresourcemanagement（HRM）isastrategicapproachtomanagingemploymentrelationswhichemphasizesthatleveragingpeople'scapabilitiesiscriticaltoachievingcompetitiveadvantage,thisbeingachievedthroughadistinctivesetofintegratedemploymentpolicies,programmesandpractices"（Bratton,2007）.ThisessayanalyzesthreesidesofHRMrespectivelyandexplainshowtofunctioneffectively.

2.RecruitmentandSelection

Recruitmentandselectionaremajorissuesforhumanresourcemanagement.Gold,J（2001）mentionedthatRecruitmentreferstoorganizationactivitiesthatinfluencethenumberandtypesofapplicantswhoapplyforthejobandtheorganizationchoosestherightpeopletofilltheopeningsthroughselectingtools.Whetheranorganizationcancontinuetooperateanddevelopsmoothlydependsonwhethermanagerscanrecruitgoodandqualifiedpeopletoworkfortheirorganization.Theaimofemployeerecruitmentistogettherightpeopleattherighttimefortherightplace.

2.1recruitment

AccordingtotheHerring,J.J.（1986）,therearetwobasicformsofchannelsofrecruitment:

externalandinternalrecruitment.Theadvantagesofinternalrecruitmentarelowercostforsomejobs,betterassessmentofabilitiesandmotivatorforgoodperformance.Thedisadvantagesincludesinbreeding,"political"infightingforpromotionsandpossiblemoraleproblemsofthosenotpromoted.Theadvantagesofexternalrecruitmentarecheaperandfasterthantrainingprofessionals,nogroupofpoliticalsupportersinorganizationalreadyandmaybringindustryinsights,whileitalsohassomedisadvantages,forexample,itmaynotselectsomeonewhowill"fit"thejobororganization,oritmaycausemoraleproblemsforinternalcandidatesnotselectedanditmayhaslonger"adjustment"ororientationtime..

Therearedifferentmethodsofinternalandexternalrecruitment.Forinternalrecruitment,therearethreeways:

computerizedcareerprogressionssystems,supervisorrecommendationsandjobposting（Grossman,1989）.

Computerizedcareerprogressionssystems

Onemethodofinternalrecruitingisthecomputerizedcareerprogressionsystem.TheinformationregardingthejobskillsofeachemployeecanbestoredinanHPIS.Whenajobbecomesvacant,thecomputersearchesitsskillsordertoidentifyemployeeshavingtherequisiteskillsforthevacantjob.

Supervisorrecommendations

Hiringsupervisorscanalsoidentifyinternalcandidatesiftheyareaskedtonominateoneormorepeopleforconsideration.Supervisorswilltypicallynominateindividualswhoseworkcapabilitiesarewellknowntothem.

Jobposting

Jobpostingisthemostcommonlyusedapproachtointernalrecruitment,atleastatthenonmanageriallevel.Inthetypicaljobpostingsystem,ajobvacancynoticeispostedforallemployeestosee（Grossman,1989）.

Andalso,therearemanymethodsforexternalrecruitment,suchasemployeereferrals,applicant-initiatedrecruitment,help-wantedadvertisements,jobfairs,collegerecruitingandinternetrecruiting（Bargerstock,Swanson,1991）.

Employeereferrals

Whenapositionbecomesvacant,firmsoftenuseemployeereferralstofillthem.Thatis,HRprofessionalsorlinemanagersaskemployeestosolicitapplicationsfromqualifiedfriendsandassociates.Insomeinstances,companieswillofferanincentive,suchasabonusorprize,foreachreferralactuallyhired.

Applicant-initiatedrecruitment

Organizationsoftenreceiveunsolicitedapplicationsorresumesfromindividualsinterestedinworkingforthecompany.ManyfirmsnowtracksuchunsolicitedresumesontheirHRIS.

Help-wantedadvertisements

Probablythebest-knownwaytonotifypotentialapplicantsofjobopeningsishelp-wantedadvertisements.Theappropriatemediaforplacinganaddependsprimarilyonthegeographicrecruitmentarea.

Jobfairs

Agroupoffirmssponsorsameetingorexhibitionatwhicheachhasaboothtopublicizejobsavailable.Someexpertsclaimthatrecruitingcostshavebeencut80percentusingthesemethods.Theymaybescheduledonholidaystoreachcollegestudentswhoarehomeatthattimeortogivepeoplewhoarealreadyemployedachancetolookaround.

Collegerecruiting

Thecollegerecruitingprocessissimilarinsomewaystootherrecruiting.However,incollegerecruiting,theorganizationsendsanemployee,usuallycalledarecruiter,toacampustointerviewcandidatesanddescribetheorganizationtothem.Coincidingwiththevisit,brochuresandotherliteratureabouttheorganizationareoftendistributed.Theorganizationmayalsorunadstoattractstudentsormayconductseminarsatwhichcompanyexecutivestalkaboutvariousfacetsoftheorganization.

InternetRecruiting

Internetrecruitingisbecomingmoreandmorepopularnowadaysbecausecompaniesandapplicantsfindtheapproachcheaperandfaster,andpotentiallymoreeffective.Avarietyofwebsitesareavailablewhereapplicantcansubmittheirresumesandpotentialemployerscancheckforqualifiedapplicants.Inthefuture,software-trackingsystemscancomparethejobrequirementswiththeskillsandexperiencesofapplicants（Bargerstock,Swanson,1991）.

2.2Selection

Selectionistheprocessbywhichanorganizationchoosesfromalistofapplicantsthepersonorpersonswhobestfillthevacancy（Spring,1990）.

Theselectiondecisionisusuallyperceivedasaseriesofstepsthroughwhichapplicantspass.Ateachstep,moreapplicantsarescreenedoutbytheorganization,ormoreapplicantsacceptotherjoboffersanddropfromthelistofapplicants.Itisimportanttonotethatfeworganizationuseallsteps,fortheycanbetime-consumingandexpensive.Mostorganizationsuseanapplicationblankandinterview

TheprocessofselectionincludesPreliminaryScreening,EmploymentTests,employmentinterviews,personalitytests,ReferenceChecksandPhysicalExaminations.

Howanenterpriseselectpeoplethroughrecruitment?

（includingwhyandwhen）

Selectingrecruitingofficer

Aqualifiedrecruitingofficerneedgoodpersonalcharacterandaccomplishments,relevantexpertise,richexperienceandgoodabilitytoself-awareness,skilledabilityofusingvariousinterviewingtechniquesandunderstandingoforganizationalconditionsandjobrequirements.

Trainingrecruitingofficer

Fristly,duringtheinterview,officershouldavoidthoseproblemswhichdirectlydescribeinterviewee'sabilities,characteristics,personalityofthesubject,evenifaskedsuchquestions,itshouldcontinuetoasksomebehavioralquestionsfortheintervieweetocitesomespecificexamplestoprovetheiranswer.Andatthesametime,officeralsoshouldavoidaskingmultiple-choicequestions.Theseproblemsmaketheintervieweefeelthecorrectanswermustexistinseveraloptions,andthentheywillmakeguessesbasedontheinterviewer'sintent.Theseissuesshouldthereforebechangedtoopenproblemsandbehavioralproblems.

Secondly,duringtheinterview,inadditiontogoodandeffectiveuseofavarietyofissues,intervieweemustbeagoodlistener.Soinordertoachievepositiveandeffectivelistening,theyneedtotalkless,listenmore,goodatextracting,goodatsummary,removeallobstaclesandhavenopersonalbias.

Primaryselectionofcandidates'materials

Firstly,notifyingqualifiedcandidates:

1.Usingtactfultoneaspossible,notifyingcandidatesinanacceptableway.2,Avoidingtelephonenotification.3,thetwosidesareequal,donotthink