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《商务专业英语系列教材：人力资源管理专业英语（第2版）》力求在内容编排上反映人力资源管理的发展趋势与新特征，所包括的十四篇课文涉及现代企业人力资源管理的主要方面：战略管理、人力资源规划、工作设计、公平就业机会、招募程序、人员与配置、绩效评估、员工培训、员工激励、薪酬管理、福利与服务、跨国企业人力资源管理。

内页插图

目录

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
参考文献

精彩书摘

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

商务专业英语系列教材：人力资源管理专业英语（第2版） 电子书 下载 mobi epub pdf txt

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③我们的教师为了控制课堂，总担心秩序失控而严格纪律，导致紧张有余而轻松不足。轻松的氛围，使学生没有思想顾忌，没有思想负担，提问可以自由发言，讨论可以畅所欲言，回答不用担心受怕，辩论不用针锋相对。同学们的任何猜想、幻想、设想都受到尊重、都尽可能让他们自己做解释，在聆听中交流想法、

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　　精彩的比赛开始了。首先是他们队开始上场，他们一个个手牵着手，老师把呼啦圈给了排头的同学。老师刚说完开始，他们就把很快地钻呼啦圈，虽然中间有了一点失误，但是很快他们就把呼啦圈钻了一遍，用时一分五十秒。接下来该我们上场了，我们也是手牵着手，老师首先把呼啦圈给了张宝琳，老师说“开始”，张宝琳慢悠悠地从呼啦圈里钻了过去，我都快急死了，到周翔宇了，他速度很快，他把头顶住呼啦圈，腿一跳，整个身子都过来了，就像个猴子似的。李国栋钻过去了，到杨李祎了，他居然违反规则，用手拿圈，这样浪费了一点时间，可是我们的圈在返回的时候速度更快了，到终点了，老师报出了时间：一分四十八秒!我们队的同学都兴奋地跳了起来。

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题质疑、成果展示、心得交流、小组讨论、合作学习、疑难解析、观点验证、问题综述。

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我看了这本书籍很好，有不错的感想。认真学习了这本书，给我几个感受

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还没看！感觉不错～～～～～～～～～～～～～～～～～～～～～～～

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