Chapter-6培训课件.ppt

6–* 6–* Compensation And Benefits 薪酬与福利 Factors influencing pay levels Employee’s job Kind of business Environment surrounding the job Geographic location Employee performance levels and seniority（资历）. 6–* Benefits 福利 Employee benefits Nonfinancial rewards designed to enrich employees’ lives Types of benefits Social Security 社会保险 Workers’ and unemployment compensations Paid time off from work Life and disability insurance Retirement programs Health insurance 6–* 结构化面试 请谈谈你个人的最大特色？ A. 我人缘极佳。 B. 我很执着，事情没有做到一个令人满意的结果，绝不罢手。 C. 我非常守时，从不迟到。 D. 我个性随和，与同事相处非常融洽。 6–* 结构化面试 你认为你在哪一方面需要改进？ A. 时间管理。 B. 人际关系。 C. 我有点迷糊。 D. 不应该以高标准去要求部署或同事。 6–* 结构化面试 如果我录用你，你认为你在这份工作上会待多久呢？ A. 这个问题可能要等我工作一段时间后，才能回答。 B. 一份工作至少要做三或五年，才能学习到精华的部分。 C. 很难回答，要看当时的情景。 D. 至少两年，两年后我打算出国深造。 6–* 6–* 6–* 6–* 6–* Human Resource Planning follows three steps: (1) assessing current human resources, (2) assessing future human resource needs, (3) developing a program to meet future human resource needs. Depending on the organization’s objectives and strategies, demand for human resources is contingent upon demand for the organization’s products or services and on the levels of productivity. After estimating total revenue, management can estimate the number and kinds of human resources needed to obtain those revenues. After it has assessed current capabilities and future needs, management can estimate future human resources shortages and over-staffing. Then, it can develop a program to match these estimates with forecasts of future labor supply. 6–* Information gathered during job analysis allows management to compose the following: a written job description that states what a jobholder must do, plus how and why it is done. A job specification is developed that states the minimum knowledge, skills, and abilities that a worker must possess to perform the job successfully. These documents can assist managers to recruit and select appropriate new hires. 6–* Recruitment