1、PowerPoint Presentation by Charlie CookThe University of West AlabamaChapter 1Introduction to Human Resource ManagementPart One|IntroductionCopyright 2011 Pearson Education,Inc.publishing as Prentice HallCopyright 2011 Pearson Education,Inc.publishing as Prentice Hall12WHERE WE ARE NOWCopyright 2011
2、 Pearson Education,Inc.publishing as Prentice Hall13 2008 Prentice Hall,Inc.All rights reserved.14Copyright 2011 Pearson Education,Inc.publishing as Prentice Hall15Copyright 2011 Pearson Education,Inc.publishing as Prentice Hall16PlanningOrganizingLeadingStaffingControllingCopyright 2011 Pearson Edu
3、cation,Inc.publishing as Prentice Hall17AcquisitionTrainingAppraisalCompensationLabor RelationsHealth and SafetyFairnessHuman Resource Management(HRM)Copyright 2011 Pearson Education,Inc.publishing as Prentice Hall18Copyright 2011 Pearson Education,Inc.publishing as Prentice Hall19Copyright 2011 Pea
4、rson Education,Inc.publishing as Prentice Hall110Copyright 2011 Pearson Education,Inc.publishing as Prentice Hall111Copyright 2011 Pearson Education,Inc.publishing as Prentice Hall112Copyright 2011 Pearson Education,Inc.publishing as Prentice Hall113Copyright 2011 Pearson Education,Inc.publishing as
5、 Prentice Hall114RecruiterEEO coordinatorLabor relations specialistTraining specialistJob analystCompensation managerHuman Resource SpecialtiesCopyright 2011 Pearson Education,Inc.publishing as Prentice Hall115Globalization and Competition TrendsTechnological TrendsIndebtedness(“Leverage”)and Deregu
6、lationTrends in the Nature of WorkWorkforce and Demographic TrendsEconomic Challenges and TrendsTrends in HR ManagementCopyright 2011 Pearson Education,Inc.publishing as Prentice Hall116Copyright 2011 Pearson Education,Inc.publishing as Prentice Hall117High-Tech JobsService JobsChanges in How We Wor
7、kKnowledge Work and Human CapitalCopyright 2011 Pearson Education,Inc.publishing as Prentice Hall118Copyright 2011 Pearson Education,Inc.publishing as Prentice Hall119Copyright 2011 Pearson Education,Inc.publishing as Prentice Hall120Copyright 2011 Pearson Education,Inc.publishing as Prentice Hall12
8、1Copyright 2011 Pearson Education,Inc.publishing as Prentice Hall122TABLE 11Demographic Groups as a Percent of the Workforce,19862016Copyright 2011 Pearson Education,Inc.publishing as Prentice Hall123FIGURE 14Trends Shaping Human Resource Management Information not in bookCopyright 2011 Pearson Educ
9、ation,Inc.publishing as Prentice Hall124Copyright 2011 Pearson Education,Inc.publishing as Prentice Hall125Copyright 2011 Pearson Education,Inc.publishing as Prentice Hall126Copyright 2011 Pearson Education,Inc.publishing as Prentice Hall127TABLE 11Some Technological Applications to Support HRTechno
10、logy How Used by HR Application service providers(ASPs)and technology outsourcing ASPs provide software application,for instance,for processing employment applications.The ASPs host and manage the services for the employer from their own remote computersWeb portals Employers use these,for instance,t
11、o enable employees to sign up for and manage their own benefits packages and to update their personal information Streaming desktop video Used,for instance,to facilitate distance learning and training or to provide corporate information to employees quickly and inexpensively Internet-and network-mon
12、itoring software Used to track employees Internet and e-mail activities or to monitor their performance Electronic signatures Legally valid e-signatures that employers use to more expeditiously obtain signatures for applications and record keeping Electronic bill presentment and payment Used,for ins
13、tance,to eliminate paper checks and to facilitate payments to employees and suppliers Data warehouses and computerized analytical programs Help HR managers monitor their HR systems.For example,they make it easier to assess things like cost per hire,and to compare current employees skills with the fi
14、rms projected strategic needs Copyright 2011 Pearson Education,Inc.publishing as Prentice Hall128 2008 Prentice Hall,Inc.All rights reserved.129 2008 Prentice Hall,Inc.All rights reserved.130Copyright 2011 Pearson Education,Inc.publishing as Prentice Hall131Copyright 2011 Pearson Education,Inc.publi
15、shing as Prentice Hall132Copyright 2011 Pearson Education,Inc.publishing as Prentice Hall133 2008 Prentice Hall,Inc.All rights reserved.134Copyright 2011 Pearson Education,Inc.publishing as Prentice Hall135FIGURE 16 pg.18 Effects CFOs Believe Human Capital Has on Business OutcomesCopyright 2011 Pear
16、son Education,Inc.publishing as Prentice Hall136 2008 Prentice Hall,Inc.All rights reserved.137Copyright 2011 Pearson Education,Inc.publishing as Prentice Hall138Copyright 2011 Pearson Education,Inc.publishing as Prentice Hall139Copyright 2011 Pearson Education,Inc.publishing as Prentice Hall140Copy
17、right 2011 Pearson Education,Inc.publishing as Prentice Hall141K E Y T E R M Sorganizationmanagermanagement processhuman resource management(HRM)authorityline authoritystaff authorityline managerstaff managerfunctional authorityglobalizationhuman capitalCopyright 2011 Pearson Education,Inc.publishin
18、g as Prentice Hall142All rights reserved.No part of this publication may be reproduced,stored in a retrieval system,or transmitted,in any form or by any means,electronic,mechanical,photocopying,recording,or otherwise,without the prior written permission of the publisher.Printed in the United States of America.
