how to use HRM in company
三．（1）Human Resource Management: refers to the practices and policies. You need to carry out the personnel aspects of your management job, acquiring, training, appraising rewarding, and providing a safe, ethical and fair environment for your company’s employees.
(2) Human Resource planning: HRP is the process of analyzing and identifying the need for and availability of human resource. So that the organizating can meet its objectives.
(3) Succession Planning: the process of finding suitable people and preparing them to replace important executives in an organization when these executives leave or retire.
(4) Training: the activity of learning or teaching the skills and knowledge needed for a particular job and activity.
(5)Performance appraisal means evaluating an employees’ current and past performance relative to his or her performance standards.
四． 解答题
（4）绩效管理和绩效评估的差异？
答：A绩效管理：一个完整的管理程序，解决问题，侧重于信息沟通与绩效提高，详细管理活动的全过程，事先沟通与承诺，关注未来的绩效。B，绩效评估：管理过程中的局部环节和手段，事后算账，侧重于判断与评估，只出现在特定时期，事后的评价，关注过去的绩效。 （5）你的工资有哪些因素决定？ 答：the labor market, ability to pay, cost of living, productivity, bargaining power, job requirement, worker competencies, managerial attitudes, legislation. (6) 工资的发展趋势？ 答：First, as we’ve seen, there is more emphasis on(着重于，强调)rewarding individuals for their skills and competencies, and to defining salary grades much more broadly.(明显的，广泛的) second, there is more emphasis on performance-based incentive(动机，激励，鼓励) pay. Third, there is more emphasis on giving individual a check in the rewards they receive. 五．论述题 （1）内外部招聘各自的优缺点？ Internal sources for recruiting: A优点 Morales士气 of promotee, Better assessment评估 of abilities, lower cost for some jobs, motivator for good performance, causes a succession of promotions, have to hire only at entry level. B.缺点 inbreeding 近亲 Possible morale problems of those not promote, political infighting暗斗 for promotions, need for management-development program. External sources for
(2) Human Resource planning: HRP is the process of analyzing and identifying the need for and availability of human resource. So that the organizating can meet its objectives.
(3) Succession Planning: the process of finding suitable people and preparing them to replace important executives in an organization when these executives leave or retire.
(4) Training: the activity of learning or teaching the skills and knowledge needed for a particular job and activity.
(5)Performance appraisal means evaluating an employees’ current and past performance relative to his or her performance standards.
四． 解答题
（4）绩效管理和绩效评估的差异？
答：A绩效管理：一个完整的管理程序，解决问题，侧重于信息沟通与绩效提高，详细管理活动的全过程，事先沟通与承诺，关注未来的绩效。B，绩效评估：管理过程中的局部环节和手段，事后算账，侧重于判断与评估，只出现在特定时期，事后的评价，关注过去的绩效。 （5）你的工资有哪些因素决定？ 答：the labor market, ability to pay, cost of living, productivity, bargaining power, job requirement, worker competencies, managerial attitudes, legislation. (6) 工资的发展趋势？ 答：First, as we’ve seen, there is more emphasis on(着重于，强调)rewarding individuals for their skills and competencies, and to defining salary grades much more broadly.(明显的，广泛的) second, there is more emphasis on performance-based incentive(动机，激励，鼓励) pay. Third, there is more emphasis on giving individual a check in the rewards they receive. 五．论述题 （1）内外部招聘各自的优缺点？ Internal sources for recruiting: A优点 Morales士气 of promotee, Better assessment评估 of abilities, lower cost for some jobs, motivator for good performance, causes a succession of promotions, have to hire only at entry level. B.缺点 inbreeding 近亲 Possible morale problems of those not promote, political infighting暗斗 for promotions, need for management-development program. External sources for