Đề cương Quản Trị Nguồn Nhân Lực (có đáp án)

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Đề cương Quản Trị Nguồn Nhân Lực (có đáp án)

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Giúp sinh viên trả lời các câu hỏi môn Quản trị nguồn nhân lực.HR là gì? HR (Human Resources) là ngành quản trị nhân sự. Các công việc của HR liên quan đến các hoạt động tuyển dụng, lên kế hoạch triển khai các chính sách phù hợp để duy trì nguồn nhân lực cho công ty và có kế hoạch bồi dưỡng phát triển năng lực các cá nhân, phòng ban để có thể hoàn thành công việc một cách hiệu quả nhất.Các công việc trong ngành HR– Tuyển nhân sự mới cho công ty bao gồm các hoạt động như tìm kiếm ứng viên, tiến hành phỏng vấn, chuẩn bị các thủ tục để ứng viên thử việc– Chuẩn bị làm hợp đồng, bảo hiểm xã hội, thực hiện các chế độ đãi ngộ cho nhân viên mới.– Thực hiện đánh giá năng lực nhân viên trong công ty qua KPI hay đánh giá theo hiệu xuất công việc để đề xuất thăng tiến tăng lương hay luân chuyển nhân sự– Lên kế hoạch đào tạo, phát triển, đề xuất các chế độ đãi ngộ giúp giữ chân người tài, tổ chức các hoạt động gắn kết các nhân viên trong công ty, xây dựng văn hóa doanh nghiệp, quy tắc ứng xử giữa các thành viên trong công ty. Đây là mục tiêu lớn mà phòng ban nhân sự trong các công ty đều hướng đến để giúp công ty, doanh nghiệp phát triển bền vững.

List and briefly explain each of five steps in the training process Steps Contains Needs analysis - Number of trainers Skill or knowledge required Date Training cost (hire trainer, place,…) Instructional design - Learning materials (prepare lesson, documents, homework,…) Tools, equipment,… Validation - Approval from supervisor/top manager (CEO/director) Implementation - Choose training method for manager or staff Evaluation & followup - Evaluate the result of training program Follow up trainers Compare behavior modeling training method and role playing method Behavior modeling Role play A training technique in which trainees are first shown good management techniques in a film, are asked to play roles in a simulated situation, and are then given feedback and praise by their supervisor Creating a realistic situation in which trainees assume the roles of persons in that situation Describe steps in recruitment and selection process - Step 1: Decide what positions you need to fill, by using employment planning and - forcasting Step 2: Build a pool of candidates for these jobs by recruiting internal or external - candidates Step 3: Have candidates complete application forms and undergo a screening interview - Step 4: Use selection tools like tests, background check, and physical exams to - identify suitable candidates Step 5: Decide whom to make an offer to, by asking the supervisor and others on the team to interview the candidates Compare unstructured interview and structured interview Unstructured interview - Definition: The interviewer pursues points of interest as they come up in response to questions Structured interview - - Definition: An interview following a set of questions Advantages: + More reliable and valid + Help those who may be less comfortable doing interview to conduct better interview + Standardizing the interview increases consistency across candidates, enhances job relatedness, and reduces bias Disadvantages: + Do not always provide the opportunity to follow up on pointd of interest as they develop List and briefly explain main steps of programmed learning method - Step 1: Presenting questions, facts, or problems to the learner - Step 2: Allowing the person to respond - Step 3: Providing feedback on the accuracy of answers - Advantages: + Reduced training time + Self-paced learning + Immediate feedback + Reduced risk of error for learner Define paired comparison method - Ranking employees by making a chart of all possible pairs of the employees for each trait and indicating which is the better employee of the pair Explain the basic behavior modeling procedure - The basic behavior modeling procedure is as follow: + Modeling: showing trainees the right (or “model”) way of doing something + Role playing: having trainees practice that way + Social reinforcement: giving feedback on the trainees’ performance + Transfer of learning: encouraging trainees apply their skills on the job Define on-site visits - Definition: After the campus recruitment exercise, some companies invite good - candidates to visit their workplace The company may find the following guidelines: + Send a warm and friendly invitation letter to candidates + Assign a specific person to meet the application and to act as host + A package describing the applicant's schedule as well as other information regarding the company + Carefully plan the interviews an adhere to the schedule + Give each candidate undivided attention Lunch should be hosted by one or more other recently hired graduates with whom the applicant may feel more at ease Identify steps of performance appraisal process Steps 10 Contains Define the job and its standards - Job description SMART goals Measure employee’s performance against these standards - Graphic Rating Scale Paired comparison method Behavioral Observation Scale Management by objectives Alternation ranking method Critical Incident Method Forced distribution method Provide feedback to the employees so that they can improve their performance Compare on-the-job training method and apprenticeship training method On-the-job (OJT) - - Def: Having a person learn a job by actually doing the job Types: + Coaching or understudy + Job rolation + Observing the supervisor Advantages: + Inexpensive + Learn by doing + Immediate feedback Apprenticeship - Def: A structured process by which people become skilled workers through a combination of classroom instruction and on-the-job training 11 Discuss objectives that make an employee orientation program successful - New employee should feel welcome - They should understand the company and its policies and procedures - They should know what is expected in terms of work and behavior 12 Describe Personnel replacement charts - Company records showing present performance and promotability of internal candidates for the most important positions by developing a position replacement card It means that you create a card for each position, showing possible replacement as well as their present performance, promotion potential, and training

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