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人力資源管理(簡體書)
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人力資源管理(簡體書)

人民幣定價:29 元
定  價:NT$ 174 元
優惠價:87151
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無庫存,下單後進貨(採購期約45個工作天)
可得紅利積點:4 點
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作者簡介
名人/編輯推薦
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商品簡介

《新視界商務英語系列教材:人力資源管理》分為7章,包括人力資源管理理論、人力資源規劃、員工招聘、員工培訓、員工激勵、員工評估、跨文化人力資源管理,基本涵蓋了人力資源的主要領域。緊握時代脈搏,擴展國際視野。在傳授人力資源管理理論知識的同時,引導鼓勵學生主動積極參與,培養分析問題和解決問題的能力。

作者簡介

劉白玉,山東工商學院外國語學院教授、副院長。出訪過英國、美國、加拿大、德國、法國、意大利、日本、澳大利亞、新西蘭等30多個國家,常住加拿大2年,是美國榮譽市民,中國翻譯協會專家會員,山東省商務英語協會會長,山東省社科獎評審專家庫成員,山東工商學院重點學科“英語學科”帶頭人,校級精品課“國際貿易實務(英)”主持人,魯東大學兼職碩士生導師,曲阜師范大學、山東財經大學等5所大學兼職教授。發表論文87篇,其中國際檢索9篇;出版專著2部,譯著2部,參編教材9部,主編教材4部,總主編教材5部;主持及參與省部級、廳級課題11項。韓小寧,任教于山東工商學院外國語學院商務英語系。山東省對外經濟學會國際商務英語專業委員會理事、煙臺市翻譯協會會員,山東工商學院重點學科“英語學科”成員,校級精品課“國際貿易實務(英)”主講教師。發表論文4篇,參編教材4部,(副)主編教材1部。參與省部級課題1項,主持校級課題1項。

名人/編輯推薦

《新視界商務英語系列教材:人力資源管理(英文)》所選用的材料均是近幾年人力資源領域的權威核心理論和相關理念,以及企業最新的案例資料,確保內容的時代性和前沿性。所編寫的內容除了正文部分,還設置了幽默一刻、名人名言等環節,讓學生在學習之余也能從中吸取樂觀向上的正能量。

目次

Chapter One Theories on Human Resource Management
Section A Team Reward
Section B Diversity Can Benefit Organizations
Section C Thirteen Phrases You Should Never Say in the Office
Chapter Two Human Resource Planning
Secti0nA Steps in HR Planning
Section B Developing an HR Plan: All the Nuts & Bolts
Section C Talent Managers Who Bring New Skills
Chapter Three Recruitment
section A E-recruitment: Fanciful Hunting in Avatar World
Section B Beating the Recruitment Matrix-Technology to Filter Job Applicants
Section C To Disguise for Job Hunting?
Chapter Four Employee Training
Section A New Employee Orientation
Section B Training: Investment in Employees Development
Section C The 1 2 Best Ways to Do On-the-job Training
Chapter Five Incentive and Motivation
Section A Google, the Heaven of the Employees
Section B Support and Engagement Is the Key to Retention
Section C Employee Motivation Is Not One-Size-Fits-All
Chapter Six Evaluation of Employee Performance
Section A The Appraisal Interview
Section B Performance Appraisers
Section C Performance and Career Management
Chapter Seven Cross-cultural Human Resource Management
Secti0nA Cross-cultural Issues in HRM-Communication Process
Section B The Business of Culture: How Culture Affects Management
Around the World
Section C Why Should Global HR Improve Their Cross-cultural Awareness
References

書摘/試閱



Want to know how to provide effective job training for employees? The best job training happens at work. If youre committed to employee development, on-the-job training may provide your best answer.
Employees appreciate the chance to develop knowledge and skills without ever leaving work. And,you can tailor the on-the-job training to the needs, norms, and culture. Unlike off-the-job training, on-the-job training can bring a special plus. Its examples, terminology, and opportunities can reflect the culture,environment, and needs of your workplace.
Here are twelve ways to provide on-the-job training and significant employee development. Are you pursuing all of these opporttmities for intemal job training and employee development? If not, you should be.
1. Mentoring
A mentoring relationship is a win-win for all parties: the employee who seeks a mentor, the mentor, and organizations that employ the mentoring pair. Mentoring can contribute experience, skills, and wisdom to a mentored employee and help him to increase and expand employee development. Mentoring, whether with the boss or another experienced employee, is crucial in employee development within your organization.
2. Periodic in-house training from internal or external resources
If youre looking for a way to develop your internal staff that involves an external consultant, or even an internal manager or HR staff person, internal job training is an effective way to offer training and build the team at the same time. Employee development, offered in brief sessions, internally, on a regular basis, allows you to do job training with a consultant or intemal provider who knows your goals, language,culture, and workplace norms. These job training sessions also build the team and help employees develop conversations about improvement, growth, and change.

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優惠價:87 151
無庫存,下單後進貨
(採購期約45個工作天)