商務專業英語係列教材：人力資源管理專業英語（第2版） 下載 mobi epub pdf 電子書 2024

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內容簡介

《商務專業英語係列教材：人力資源管理專業英語（第2版）》力求在內容編排上反映人力資源管理的發展趨勢與新特徵，所包括的十四篇課文涉及現代企業人力資源管理的主要方麵：戰略管理、人力資源規劃、工作設計、公平就業機會、招募程序、人員與配置、績效評估、員工培訓、員工激勵、薪酬管理、福利與服務、跨國企業人力資源管理。

內頁插圖

目錄

Unit 1 An Overview ofHuman Resource Management
Unit 2 Strategic Human Resource Management
Unit 3 Human Resource Planning
Unit 4 Job Analysis and Design
Unit 5 EqualEmployment Opportunity
Unit 6 The Recruitment Process
Unit 7 Selection and Placement
Unit 8 Performance Management
Unit 9 Learning and Development
Unit 10 Motivating Employees
Unit 11 Compensation Development
Unit 12 Pay and Incentives
Unit 13 Employee Benefits and Services
Unit 14 Managing Human Resources in a Foreign Subsidiary
參考文獻

精彩書摘

Civil Rights Act of 1991
The Civil Rights Act of 1991 requires employers to show that an employment practice is job related for the position and is consistent with business necessity. The act clarifies that the plaintiffs bringing the discrinunation charges must identify the particular employer practice being challenged and must show only that protected-classstatus played some role in their treatment. For employers， this requirement means that an individual's race， color， religion， sex， or national origin must play no role in their employment practices. This act allows people who have been targets of intentional discrimination based on sex， religion， or disability to receive both compensatory and punitive damages. One key provision of the 1991 act relates to how U.S. laws on EEO are applied globally.
Managing Racial and National Origin Issues
The original purpose of the Civil Rights Act of 1964 was to address race and national origin discrimination. This concern continues to be important today， and employers must be aware of potential HR issues that are based on race， national origin， and citizenship in order to take appropriate actions.
Employment discrimination can occur in numerous ways， from refusal to hire someone because of the person's race/ethnicity to the questions asked in a selection interview. For example， a trucking company settled a discrimination lawsuit by African American employees who were denied job assignments and promotions because of racial bias. In addition to paying a fine， the firm must report to the EEOC on promotions from part-time to full-time for dock worker jobs.
Sometimes racial discriminations can be more subtle. For example， some firms have tapped professional and social networking sites to fill open positions. However， networking sites exclude many people. According to one study， only 5% of Linked in users are black and 2% are Hispanic. This lack of access to these sites can easily be viewed as racial discrimination.
Under federal law， discriminating against people because of skin color is just as illegal as discriminating because of race. For example， one might be guilty of color discrimination but not racial discrimination if one hired light-skinned African Americans over dark-skinned people.
Racial/Ethnic Harassment
The area of racial/ethnic harassment is such a concern that the EEOC has issued guidelines on it. It is recommended that employers adopt policies against harassment of any type， including ethnic jokes， vulgar epithets， racial slurs， and physical actions. The consequences of not enforcing these policies are seen in a case involving a small business employer that subjected Latinos to physical and verbal abuse. Hispanic males at the firm were subjected to derogatory jokes， verbal abuse， physical harm， and other humiliating experiences. Settling the case was expensive for the employer.
Contrast that case with another that shows the advantage of taking quick remedial action. An employee filed a lawsuit against an airline because coworkers told racist jokes and hung nooses in his workplace. The airline was able to show that each time any employee， including the plaintiff， reported problems， management conducted an investigation and took action against the offending employees. The court ruled for the employer in this case because the situation was managed properly.
Affirmative Action

Through affirmative action， employers are urged to hire groups of people based on their race， age， gender， or national origin to make up for historical discrimination. It is a requirement for federal govemment contractors to document the inclusion of women and racial minorities in the workforce. As part of those govemment regulations， covered employers must submit plans describing their attempts to narrow the gaps between the composition of their work-forces and the composition of labor markets where they obtain employees. However， affirmative action has been the subject of numerous court cases and an ongoing political and social debate both in the United States and globally.
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前言/序言

商務專業英語係列教材：人力資源管理專業英語（第2版） 下載 mobi epub pdf txt 電子書 格式

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　　這次活動讓我感受到瞭，要想投中，就必須先把自己的心態調整好，身體姿勢要正確，雖然我們輸瞭，但是我還是很想參加這樣的比賽

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③我們的教師為瞭控製課堂，總擔心秩序失控而嚴格紀律，導緻緊張有餘而輕鬆不足。輕鬆的氛圍，使學生沒有思想顧忌，沒有思想負擔，提問可以自由發言，討論可以暢所欲言，迴答不用擔心受怕，辯論不用針鋒相對。同學們的任何猜想、幻想、設想都受到尊重、都盡可能讓他們自己做解釋，在聆聽中交流想法、

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　　第二迴閤是套呼啦圈。他們隊還是先比賽，他們用瞭二十八秒，雖然我們的速度也很快，可是我們還是慢瞭六秒，這樣我們就輸瞭這一局。第三局我以為是我們先齣場呢，可老師還是讓他們先齣場，他們一個個的套得很快，這次他們用瞭四十六秒。該我們齣場瞭，但呼啦圈到瞭張寶琳手中卻不聽話瞭，居然三次都沒有套中，可把我們都急壞瞭，我們也是有力幫不上什麼忙。時間到，用時五十五秒，我們隊又輸瞭，唉，真鬱悶啊。

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那麼迴事吧。

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