人力资源管理(第5版)(MBA精选教材英文改编版) 本书特色

◎非功能化的方法。《人力资源管理》覆盖了人力资源管理中的所有核心问题。但采取的是“非功能化”的方法，以表明人力资源管理问题与所有员工而不仅仅是HR经理的相关性。◎全球化的视角。《人力资源管理》将理论阐释与案例分析相结合，从全球视角展开相关内容。书中专设一章，用于分析如何应对全球化的人力资源管理挑战。◎很多特色专栏。比如“管理者笔记”专栏.案例讨论专栏等。◎丰富的教辅材料。包括教师指导手册.测试题、自动生成试卷的软件、原书CD-ROM中所提供的教师资源。

人力资源管理(第5版)(MBA精选教材英文改编版) 目录

**篇导言第1章应对当前与新兴的战略人力资源挑战第二篇人力资源管理的背景第2章工作流程管理与工作分析第3章了解公平就业机会与法律环境（本章删去）第4章多元化管理（本章删去）第三篇人员配置第5章员工的招聘与甄选第6章员工的离职、精简及再就业管理第四篇员工的开发第7章绩效的评估与管理第8章员工的培训第9章职业生涯开发第五篇薪酬第10章薪酬管理第11章绩效奖励第12章员工福利的设计与管理第六篇治理第13章员工关系管理第14章尊重员工权利与管理纪律第15章与有组织的劳动力合作第16章工作场所的安全与健康管理第17章国际人力资源管理挑战

人力资源管理(第5版)(MBA精选教材英文改编版) 节选

《人力资源管理》旨在为所有未来的管理者提供所必需的人力资源管理技巧。自从《人力资源管理》首版问世以来，一般性的管理视角已经日益受到实际管理者的青睐。近年来的环境和组织力量更是大大地推动了这一趋势。组织变得越来越扁平化。互联网等技术促进了各个层次的员工的沟通，因此要求管理者掌握包括人力资源管理技巧在内的更全面的技巧。此外，大多数员工也经常会参与一些与人力资源有关的决策，例如新员工的招募和筛选、对团队成员的绩效评价等。因此，《人力资源管理》所采用的“非功能化”的人力资源方法，将使得所有未来的管理者和员工（而不仅仅是人力资源经理）从中受益。

人力资源管理(第5版)(MBA精选教材英文改编版) 相关资料

industrial democracy means workers are represented at the plant level in works councils and at the corporate level through codetermination. Works councils are committees composed of both worker representatives and managers who have responsibility for governing the workplace. They participate in operational decisions, such as the allocation of overtime, the discipline and discharge of workers, the hiring of new workers, and training.3~ At the plant level, works councils make many decisions on which unions would bargain with management in the United States. German unions focus on bargain- ing across industries on such issues as wages, rather than on bargaining within an industry, as is typical in the United States. However, the unification of Germany's high-wage West and lowerwage East means that unions and employers need more wage flexibility in labor contracts. Currently, more wage agreements are occurring at the company level in Germany.31 Works councils are also used in several other countries in addition to Germany. Austria, France, Belgium, the Netherlands, and Sweden have enacted laws that require that large companies organize works councils to represent the interests of employees.32 Codetermination brings worker representation to a corporation's board of directors. With one-third to one-half of their boards of directors representing workers, German companies are likely to give employees' needs a high priority.33 (The other board members represent the share holders.) Not surprisingly, codetermination has fostered a spirit of cooperation between workers and managers. For the German economy, the results have been fewer strikes and higher produc-tivity. For workers, the results have been both greater responsibility and greater security. For example, IG Metall, Germany's largest union, has taken the lead on a number of important issues instead of merely reacting to company proposals. The union's group-work policies, the product of nearly two

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管理 一般管理学 人力资源/行政管理

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