Changes in the Nature of Work a The Interweaving of Technology and Jobs Changes in the Design of Jobs( there will be no stable jobs in the future a Integration of Contingent Workers into the Workforce Increased Emphasis on Continuous Learning EXternal Control of Performance Standards by Customers (Boom of services industry Limitations on Leadership and Supervision a Changes in the Structure of Work From Individuals to eams
Changes in the Nature of Work ◼ The Interweaving of Technology and Jobs ◼ Changes in the Design of Jobs（there will be no stable jobs in the future） ◼ Integration of Contingent Workers into the Workforce ◼ Increased Emphasis on Continuous Learning ◼ External Control of Performance Standards by Customers （Boom of services industry） ◼ Limitations on Leadership and Supervision ◼ Changes in the Structure of Work From Individuals to Teams
The technologies that will most afiect hr by 2010 ● The Web o Application service providers(ASPs o Wireless communication ● Voice recognition O Real-time translation o Portals and personalization Push technology o Workflow( the killer [application that will allow hR to reposition itself as a strategic business partner Source: Anonymous. What are the technologies that will most affect hR by 2010?. Hr Focus. 77(10):9. 2000 Oct
The technologies that will most affect HR by 2010 ⚫ The Web ⚫ Application service providers (ASPs) ⚫ Wireless communication ⚫ Voice recognition ⚫ Real-time translation ⚫ Portals and personalization ⚫ Push technology ⚫ Workflow（the killer [application] that will allow HR to reposition itself as a strategic business partner） Source: Anonymous. What are the technologies that will most affect HR by 2010?. Hr Focus. 77(10): 9. 2000 Oct
2世纪力资源管理特点 ■知识经济时代是一个人才主权时代,也是一个赢家通吃的时代 ■员工是客户 ■人力资源管理的重心是知识型员工的管理 ■人力资源管理的核心是人力资源价值链管理 ■企业与员工关系的新模式以劳动契约和心理契约为双重纽带的战略合作伙 伴关系 ■人力资源管理在组织之中的战略地位在上升,管理重心下移 ■人力资源管理的全球化和信息化 ■人才流动的速度加快,流动的交易成本和风险增加 沟通、共识、信任、承诺、尊重、自主、服务、支持、创新、学习、合作、支 援、授权、赋能将成为人力资源管理的新准则 ■现代人力资源管理的核心任务是构建智力资本优势。主要有三方面,一是企业 的人才资本,二是企业的客户资本,三是企业的知识结构资本。 引自:彭剑锋,新世纪首届人力资源开发与管理论坛精彩撷英,中國人力资源开发,2000年第6期,pp4-9
21世纪人力资源管理特点 ◼ 知识经济时代是一个人才主权时代，也是一个赢家通吃的时代 ◼ 员工是客户 ◼ 人力资源管理的重心是知识型员工的管理 ◼ 人力资源管理的核心是人力资源价值链管理 ◼ 企业与员工关系的新模式——以劳动契约和心理契约为双重纽带的战略合作伙 伴关系 ◼ 人力资源管理在组织之中的战略地位在上升，管理重心下移 ◼ 人力资源管理的全球化和信息化 ◼ 人才流动的速度加快，流动的交易成本和风险增加 ◼ 沟通、共识、信任、承诺、尊重、自主、服务、支持、创新、学习、合作、支 援、授权、赋能将成为人力资源管理的新准则 ◼ 现代人力资源管理的核心任务是构建智力资本优势。主要有三方面，一是企业 的人才资本，二是企业的客户资本，三是企业的知识结构资本。 引自：彭剑锋，新世纪首届人力资源开发与管理论坛精彩撷英，中国人力资源开发，2000年第6期，pp4-9
Future trends in human resources O GLOBAL COMPETITION FOR BUSINESS AND JOBS O CAREER CHANGE ASAWAY OF LIFE O THE RISE OF OUTSOURCING OPPORTUNITIES AND CHALLENGES O CONTINUOUS LEARNING: THE KEY TO CAREER SUCCESS O THE EXPLOSIVE GROWTH OF TECHNOLOGY-BASED LEARNING o ARE WE READY FOR"INSTANT KNOWLEDGE"?(The ability to sort through large amounts of immediate information may become one of the new managerial skills O QUALITY OF LIFE. AN ENDURING TREND Source: Morrow, John M. Future trends in human resources. HR Focus. Sep 1999. Pp7-9
Future trends in human resources ⚫ GLOBAL COMPETITION FOR BUSINESS AND JOBS ⚫ CAREER CHANGE AS A WAY OF LIFE ⚫ THE RISE OF OUTSOURCING: OPPORTUNITIES AND CHALLENGES ⚫ CONTINUOUS LEARNING: THE KEY TO CAREER SUCCESS ⚫ THE EXPLOSIVE GROWTH OF TECHNOLOGY-BASED LEARNING ⚫ ARE WE READY FOR "INSTANT KNOWLEDGE"? (The ability to sort through large amounts of immediate information may become one of the new managerial skills.) ⚫ QUALITY OF LIFE: AN ENDURING TREND Source: Morrow, John M. .Future trends in human resources.HR Focus.Sep 1999.Pp7-9
WHY OUTSOURCE HUMAN RESOURCES? 豪 Lower cost. 豪 Reduce overhead w Increase flexibility to manage the business w Reduce distraction-allows business owners to focus on planning, operating and growing their business i Integrate senior-level expertise o Focus on"Best Practices 豪 Save time *h Allow small businesses to gather expertise and resources to provide service associated with larger organizations *o Avoid technological obsolescence and skill obsolescence a Improve service quality with a dedicated, expert resource w Reduce business risks by involving knowledge experts that will anticipate and deflect problems before they develop *h Forge strategic partnerships that will build internal core competencies
WHY OUTSOURCE HUMAN RESOURCES? Lower cost. Reduce overhead. Increase flexibility to manage the business. Reduce distraction-allows business owners to focus on planning, operating and growing their business. Integrate senior-level expertise. Focus on "Best Practices." Save time. Allow small businesses to gather expertise and resources to provide service associated with larger organizations. Avoid technological obsolescence and skill obsolescence. Improve service quality with a dedicated, expert resource. . Reduce business risks by involving knowledge experts that will anticipate and deflect problems before they develop. Forge strategic partnerships that will build internal core competencies
Common/y Outsourced HR Functions and programs ■ EAP/counseling Pension/retirement plan ■ Benefits( other) ■Outp| acement ■ Training ■ Payroll ■Re| ocation Pre-employment testing ■ Recruitment Compensation planning and design ■ Wellness progran hR information services Health and safety ■ Other Source: Mobley, Nancy. What you need to know now about outsourcing HR functions. Hr Focus. 77(10). 2000 Oct.7, 10
Commonly Outsourced HR Functions and Programs ◼ EAP/counseling ◼ Pension/retirement plan ◼ Benefits (other) ◼ Outplacement ◼ Training ◼ Payroll ◼ Relocation ◼ Pre-employment testing ◼ Recruitment ◼ Compensation planning and design ◼ Wellness program ◼ HR information services ◼ Health and safety ◼ Other Source: Mobley, Nancy. What you need to know now about outsourcing HR functions. Hr Focus. 77(10). 2000 Oct..7,10
Factors to Consider When choosing an HR Vendor ●cu| tural Fit ● Strong client Base ● Personal Integrity O Avoid generic Solutions ● Focus on outcomes
Factors to Consider When Choosing an HR Vendor ⚫ Cultural Fit ⚫ Strong Client Base ⚫ Personal Integrity ⚫ Avoid Generic Solutions ⚫ Focus on Outcomes
总结 人力资源管理的职能 人力资源管理的重要性 人力资源部的角色 ■怎样做工作分析 ■怎样做人力资源计划 人力资源计划的制定与绩效的关系 人员招聘的管理工作有哪些 ■怎样提高培训的有效性 ■组织如何进行职业管理 ■如何提高考核的有效性 ■怎样提高薪酬管理水平 ■激励的原则 ■劳动关系三要素 美日人力资源管理的特点 ■人员流动的必然性、原因
总 结 ◼ 人力资源管理的职能 ◼ 人力资源管理的重要性 ◼ 人力资源部的角色 ◼ 怎样做工作分析 ◼ 怎样做人力资源计划 ◼ 人力资源计划的制定与绩效的关系 ◼ 人员招聘的管理工作有哪些 ◼ 怎样提高培训的有效性 ◼ 组织如何进行职业管理 ◼ 如何提高考核的有效性 ◼ 怎样提高薪酬管理水平 ◼ 激励的原则 ◼ 劳动关系三要素 ◼ 美日人力资源管理的特点 ◼ 人员流动的必然性、原因