Introduction to Human Resource Development and Management of excellent courseware notes

References
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《
Human Resource Management
"
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"
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《
Human resource development and management
"
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《
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"
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"
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(Day) wooden tail log
《
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"
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Waiting
《
Managing Human
Resources
"
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(Original English version)
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"
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Management
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"
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《
Human resource development and management
"
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China Human Resource Development
"
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Manage the world
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"
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《
Human Resource Management
"
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"
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"
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5
Chapter 1
Introduction to Human Resource Development and Management
Section 1
Human resources
I
.
Human resources and related concepts
1.
Manpower: physical strength and intelligence
From the practical application status:
Physical fitness, intelligence, knowledge, skills
2.
Resources: elements or means that can create wealth and bring welfare
Three major resources in the world: material resources and spirit
Resources and human resources
Among them, human resources are the most important resources.
(Resources)
6
3.
Human Resources (
Human resources
)
Broadly speaking, it refers to the total population of an economic and social club.
Narrow sense: refers to the labor population in a specific field. Human resources in management
Resources refer to the physical strength, knowledge, and skills of employees in an organization.
And values. At the organization level,
HR
Yes
Employees in an organization possess and use them independently.
"
Coordination, integration, judgment, and imagination
"
. It must pass
Only effective incentives can be developed and utilized.
7
4.
Human Assets (
Human Assets
)
Asset (
Assets
):
The economic operator or organization owns or
Control economic resources of available currency Measurement
Human Assets: available currency owned or controlled by the Organization
Human resources that are measured and can obtain economic benefits.
5.
Human capital (
Human Capital
)
Capital: what people get through certain investment activities
Profitable means
8
Human Capital
: Refers
People are spent on health care, sports, training
Capital formed by expenditure. Just one organization
For example, human capital has economic value.
Personal knowledge, skills, and abilities.
II
.
Features of Human Resources
1.
Biological: life-threatening
"
Active
"
Resources
2.
Initiative: Self-improvement
-
Educational and learning activities
Select a career
-
HR
Integration with material resources
Active
-
Dedication, love, and hard work
9
3.
Dynamic: Related to Lifecycle
-
Young, strong, old
(Career Planning)
4.
Intelligence: accumulation, continuation, and Enhancement
5.
Regeneration: labor consumption
Productivity Production
Additional consumption
Fee
Reproduction
6.
Social: human labor is mass labor.
→
→
→
10
What is the true meaning of human resource development and management?
Second story:
.
Rice cylinder and mouse
.
Fencing and Kangaroo
Inspiration for us
11
Section 2
Why study Human Resource Management
Why?
No one is an organizational unit.
People, and any different organizational activities should be implemented by people.
Only human resources can promote organizational performance.
HR
The essence of management is: any successful organization
It relies on the cooperation of different groups to achieve organizational goals.
People are the most complicated.
12
I
.
HR
Is the core of organizational (enterprise) Competitive Advantage
1
.
Human resources will always be the center of the Organization
Resources
Limited
Originality
Unlimited (creativity is only available to talents)
2.
Whether the Organization can maintain its core competitiveness is mainly achieved through
HR
To achieve
Any organization can achieve this only by complying with the following specifications:
And maintain competitive advantages:
(
1
) Resources must be valuable (
People are the source of competitive advantages
)
→
→
13
(
2
Resources must be scarce.
(
3
) Resources must be difficult to imitate
(
4
Resources must be carefully organized
II
.
Make
HR
Management becomes
More and more important
1.
Challenges of Globalization:
HRM
Constant quantitative changes and qualitative changes
The impact of economic globalization has long been achieved
"
International and domestic markets
Internationalization in the Chinese market
"
.
So globalization also makes
HRM
Not only has it become more and more important,
And enable
HRM
Constant quantitative changes and qualitative changes.
14
2
.
Meet New technology challenges
"
Physical labor
"
Convert
"
Knowledge workers
"
Increased training requirements
HR
Information System
-
Human resources information
System
Online Learning
--
Line-Learning
3
.
Challenges of change management
The only thing that remains unchanged is changes, whether individual or organizational
It is easy to get rid of any changes as soon as possible.
15
4
.
Challenges of human capital development
In
"
Talent Competition
"
In the age
It depends on the Organization's ability to manage human capital.
5.
Challenges to quickly respond to the market
Organizations (enterprises) can meet the ever-changing needs of consumers
Rapid response has become a winner and failure in the competition age
The watershed.
.
How to get a more timely and accurate understanding of consumer needs
Please?
.
How can we develop new products and enter the market more quickly?
?
16
.
How can we get into the market better, faster, and cheaper?
?
6.
Challenges of cost control
Measures to reduce labor costs:
.
Layoff
. Hr
Outsourcing
.
Employee rental
To sum up,
HRM
The role is becoming more and more prominent.
XI
HR
Development and Management have become increasingly important. It is also
Guarantee of organizational competitiveness.
17
Section 3
Basic Theory of Human Resource Development and Management
I
.
Human Philosophy
Human resource development and management targets people. Therefore,
How to understand human nature is the foundation of human resource development and management
.
18
(1) Theory of Human hypothesis
1.
Economic Man Hypothesis (
X
Theory)
(1)
Motivation caused by economic incentives
(2)
Under the control of the organization, people
Work under organization control and incentive Control
(3)
People always make rational calculations.
Act to maximize returns with minimum input
(4)
A person's emotions are irrational and will interfere with the person's
Reasonable pursuit of benefits,
19
2.
Social hypothesis
(1)
Human work is motivated by social needs rather than economic
It is necessary to have a good working atmosphere.
(2)
Automated operations make the work monotonous and meaningless.
The significance of finding a job from the social relationship of work
(3)
Informal organizations are conducive to meeting people's social needs
(4)
People strongly expect leaders to acknowledge and satisfy their community
Yes
20
3.
Self-implemented Person Hypothesis (
Y
Theory)
(1)
There are multiple layers of human needs from the bottom to the top to ultimately meet
Self-fulfillment needs
(2)
People's sense of accomplishment
(3)
Self-motivation and self-control
(4)
Individual self-fulfillment is not at the same time as the realization of organizational goals
Suddenly, an agreement can be reached
21
4.
Complex human hypothesis
Y
Theory)
(1)
Human motivation is not only complex but also highly variable.
(2)
Individuals can create new demands and motivations in the Organization.
(3)
An individual may appear in different organizations or groups.
Different motivation Models
(4)
Do individuals feel satisfied and willing to do their best for the Organization?
It depends on the motivation structure and the relationship between organizations.
(5)
Individuals can
Management methods to make different responses
22
(2) Maslow's hierarchy of needs
1.
Survival needs
2.
Security requirements
3.
Social networking needs
4.
Respect needs
5.
Self-implementation needs (achievement needs)
(3) Marxist Theory on man
1.
Natural Attributes of a person: a person belongs to nature; a person has animals
;
Survival needs
Survival needs
Security requirements
Social networking needs
Respect needs
Self-implementation needs
23
2.
Social attributes of people
People are not isolated people, pure people
(1)
People must survive in society.
(2)
In addition to survival needs, there are many social needs
(3)
Human needs have objective social scales
.
People's needs have the times
.
Level of human needs
.
All-round Development of people depends on the high development of society.
3.
Human Thinking attributes
The essential difference between people and animals is that people can think and have ideas.
.
24
Marx believes that the essence of human beings is human nature,
Social, thinking, and dialectical unity, and unified in people
In practice
It can be seen that people's behaviors are greatly influenced by their ideas.
-
Concept hypothesis. Therefore, ideals, beliefs, values,
Ethics is very important to human resource development and management.
25
Historical Logic of modern human resource management:
Labor Management
Personnel Management
Human-oriented management
(Economic Man Hypothesis)
(Social hypothesis)
(Complex human hypothesis)
26
Modern
HRM
Essential Features: Strategic Incentives
1.
Strategic guiding ideology, modern
HRM
"
People-oriented
"
Human-oriented management
2.
In terms of strategic objectives, modern
HRM
To win core Competitions
Competition
3.
Strategic scope, modern
HRM
Yes
"
Full participation
"
People
Master management
4.
In terms of strategic measures, modern
HRM
Yes
Use Systematic Science
Methods and change management of humanistic Art
27
II
.
Basic Principles of Human Resource Management
1.
Principle of same element heterogeneity
By using a principle in chemistry, it refers to the component reason of a thing.
Spatial relationships refer to changes in order and structure.
Different results, or even qualitative changes.
28
2.
Energy level sequence Principle
Introduce
HRD
And management refers
Persons with different abilities should be assigned different positions within the organization
With different rights and responsibilities, implementing capabilities and positions
And adapt
29
3.
Complementary value-added Principle
1 + 1> 2
The imperfection of a person as an individual and the perfection of a group
(1)
Complementary knowledge
(2)
Complementary capabilities
(3)
Complementary personality
(4)
Age complementarity
(5)
Relationship complementarity
30
4.
Element useful principles
In human resource management, any element is useful,
The key is how to use
"
No useless people, only useless people
"
31
5.
Dynamic Adaptation Principle
That is, people and things adapt to each other in development and change.
Break adjustment. It is absolute that people and things do not adapt.
Relatively, personnel adjustment is a regular task.
.
32
Free Class Discussion:
Are people and people responsible?
33
6.
Incentive reinforcement principle
Incentive is
HRD
And the main function of management is to create full
Meet various conditions and motivate employees' motivation
Reinforcement is positive reinforcement and negative reinforcement. Through reinforcement
Enable employees
"
Is
"
And
"
Not
"
34
7.
Principles of fair competition (fair, moderate, and benign competition)
Competitors follow the same rules to perform fair assessments,
Recruitment, promotion, Rewards and Punishments
35
Diligence, Ren, master, and innovation
Hardworking, responsible, active
Hardworking and hard-working
8.
Subjective Initiative Principle
People are the most active productive factors
Levels of Subjective Initiative
36
9.
Information catalysis Principle
Information is a resource,
HR
Development and Management
If you do not open any information, train employees to obtain new information.
Information
37
10.
Principles of cultural cohesion
Organizational cohesion requires a unique organizational culture.
The essence of creation is to form a common price within the organization
Value view.
38
Group discussion:
Relationship between enterprise system and corporate culture
Illustration
39
Thu
.
Main personnel thoughts in Ancient China
1.
For political purposes, but only for good
2.
There is a desire for life, and mutual persistence
3.
The foundation for winning lies in morale
4.
Flexibility and Relief
5.
Both ability and political integrity
6.
Knowledgeable and considerate
7.
First demonstration, focusing on governance
8.
Diligent in education, a hundred years old scholar
40
This chapter reviews questions
1.
Example: development and management of human resources in Chinese Enterprises
And lists the main countermeasures.
2.
Analyze the existence of human resource development and management in your organization
For example ).
3.
How to Use
HRM
?