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内容简介

《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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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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②民主平等是指在学术面前人人平等，在知识面前人人平等。不因家庭背景、地区差异而歧视，不因成绩落后、学习困难遭冷落。民主的核心是遵照大多数人的意志而行事，教学民主的核心就是发展、提高多数人。可是总有人把眼睛盯在几个尖子学生身上，有意无意地忽视多数学生的存在。“抓两头带中间”就是典型的做法。但结果往往是抓“两头”变成抓“一头”，“带中间”变成“丢中间”。教学民主最好的体现是以能者为师，教学相长。信息时代的特征，能者未必一定是教师，未必一定是“好”学生。在特定领域，特定环节上，有兴趣占有知识高地的学生可以为同学“师”，甚至为教师“师”。在教学中发现不足，补充知识、改善教法、

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④关系和谐，才能有轻松愉快；关系融洽，才能够民主平等。生生和谐、师生和谐、环境和谐、氛围和谐，都需要教师的大度、风度与气度。与同行斤斤计较，对学生寸步不让，艰难有和谐的课堂。和谐的关键在

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不错。

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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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　　第二回合是套呼啦圈。他们队还是先比赛，他们用了二十八秒，虽然我们的速度也很快，可是我们还是慢了六秒，这样我们就输了这一局。第三局我以为是我们先出场呢，可老师还是让他们先出场，他们一个个的套得很快，这次他们用了四十六秒。该我们出场了，但呼啦圈到了张宝琳手中却不听话了，居然三次都没有套中，可把我们都急坏了，我们也是有力帮不上什么忙。时间到，用时五十五秒，我们队又输了，唉，真郁闷啊。

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评分☆☆☆☆☆

那么回事吧。

评分☆☆☆☆☆

那么回事吧。

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