Professional Documents
Culture Documents
HRM 1
HRM 1
HUMAN CAPITAL
MANAGEMENT
TRẦN LÊ PHÚC THỊNH
THINHTLP@UEH.EDU.VN
Trần Lê Phúc Thịnh
2 MỤC TIÊU
3 TỔNG QUAN
1. Hoạch định NNL phù hợp với quy mô hoạt động cty từng thời kỳ
4. Xây dựng chính sách chi trả thu nhập, phúc lợi, đãi ngộ
5. Xây dựng tinh thần đội nhóm và xử lý xung đột lao động
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Thiết lập tiêu chuẩn nhân sự cho từng vị trí trong cty
Xây dựng các chương trình, kịch bản đào tạo nội bộ và giám sát triển khai
Đánh giá hiệu quả tác động sau khi nhân sự được đào tạo
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Xây dựng chương trình, quy trình, biểu mẫu từ lúc tuyển dụng đến nghỉ việc
Trực tiếp thực hiện các hồ sơ, giấy tờ liên quan tới nhân sự
Xây dựng hệ thống thang, bảng lương, thưởng, phúc lợi, đãi ngộ
Tham gia với các bộ phận thiết lập công cụ đánh giá, đo lường két quả công việc của nhân viên
Giám sát kết quả chi trả lương, phúc lợi, thu nhập
Trực tiếp triển khai các chương trình và chính sách đãi ngộ
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Giải thích các chính sách về lao động tiền lương với người lao động
Để xuất các hoạt động phong trào thi đua khen thưởng
Đề xuất chỉ tiêu và đo lường mức độ hài lòng của nhân sự với tổ chức
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• Departments, jobs, and positions are organizational elements that are maintained within human
resources
Jobs
13 JOBS (CÔNG VIỆC) Job Types
Job Tasks
Area of
Responsibility
• A job is a collection of tasks and responsibilities. A position is a specific instance of a job. Areas
of responsibility, job tasks, job functions, skills, education information, and certificates that are
defined for a job are also automatically related to positions that are associated with a job.
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Job title
Job Function
Job Tasks
Area of
Responsibility
Job title
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Job Function
Jobs
15 JOB TITLE (CHỨC DANH CÔNG VIỆC) Job Types
Job Tasks
Area of
Responsibility
• Before you create jobs, you must set up titles for those jobs. Positions inherit titles from the job
that the position is associated with. Titles are not exclusive to jobs. The titles that you set up in
this procedure can also be used for positions and workers.
Job title
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Job Function
Jobs
16 JOB TASKS (ĐẦU VIỆC) Job Types
Job Tasks
Area of
Responsibility
• Job tasks describe the basic tasks that a worker in a position for that job must complete. The
same job task can be added to multiple jobs, and positions for those jobs use those job tasks. For
examples of job tasks, see the following table.
Job Job task
Sales manager Perf-review – Review each salesperson's job performance.
Abs-review – Approve or reject each salesperson's absence requests or
registrations.
Jobs
17 JOB FUNCTIONS (CẤP ĐỘ CÔNG VIỆC) Job Types
Job Tasks
Area of
Responsibility
• Job functions are like job tasks. A job function describes high-level functional categories and
relates high-level duties. They are useful for collecting skills, training, and education that would be
required.You can use job functions, together with job types, to filter compensation plans to
specific jobs. Job functions can be assigned to jobs and used to set up and implement eligibility
rules for compensation plans. For examples of job functions, see the following table.
•
Job Job functions
Sales manager Mid-level Manager
Accountant Professionals
Job title
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Job Function
Jobs
18 JOB TYPES (LOẠI CÔNG VIỆC) Job Types
Job Tasks
Area of
Responsibility
• Use job types to classify similar jobs into categories. Job types, like job functions, can be assigned
to jobs and used to set up and implement eligibility rules for compensation plans. Some
examples of job types include the following:
• Full-time and Part-time
• Salary and Hourly pay
Job title
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Job Function
Jobs
19 AREAS OF RESPONSIBILITY Job Types
Area of
Responsibility
• Use areas of responsibility to indicate the work roles, processes, and products that a worker in a
position for that job would be responsible for. An example of an area of responsibility for a job
titled “Accountant” might be “Financial reporting for Product A.”
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20 JOB ELEMENTS
Skill types
Skill
Job Elements
Rating Model
Certificates
Test
Education
Discipline
Screening
Skill types
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Skill
Job Elements
21 SKILL TYPE
Rating Model
Certificates
Test
Education
Discipline
Screening
Job Elements
22 SKILL
Rating Model
Certificates
Test
Education
Discipline
Screening
• Skills are one competency that can be defined for a job. Competencies are inherited by the
positions in that job.You can also enter competencies that a worker or applicant has. Then the
worker or applicant competencies can be matched to a position.
• For a worker, you can define both current and future skills.
• Actual Skill
• Target skill
Skill types
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Skill
Job Elements
23 SKILL MAPPING
Rating Model
Certificates
Test
Education
Discipline
Screening
• Analyses of skill profiles provide a convenient and organized way to view a list of competencies
for an employee or job as of a specific date. In addition to a simple listing, skill profiles can also
be illustrated in a graphic.
• Skill profiles are frequently useful for skill gap analyses, for example, when a manager or recruiter
wants to see the difference between an employee's profile and the profile that is created for a
particular job. Skill profiles can also enable managers to find a person who is qualified for a
particular business task by running skill mapping to search for a helpful skill.
Skill types
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Skill
Job Elements
24 RATING MODELS
Rating Model
Certificates
Test
Education
Discipline
Screening
• Rating models provide the scale that employees and managers use to rate skills for employees,
jobs, courses, and skill profiles. When users perform a skill profile search, they can select only
skill levels that are within the rating model related to the skill.
Skill types
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Skill
Job Elements
25 CERTIFICATE TYPES
Rating Model
Certificates
Test
Education
Discipline
• Maintain a list of certificate types that workers can earn. When a worker earns a Screening
certificate, you can indicate that achievement in the Certificates form. Certificates can
indicate the achievements of a worker or achievements that are needed to perform a
given job.
Skill types
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Skill
Job Elements
26 TEST TYPES
Rating Model
Certificates
Test
Education
Discipline
• Maintain a list of tests that workers can take. When a worker finishes a test, you can Screening
Job Elements
27 EDUCATION (KHỐI NGÀNH HỌC)
Rating Model
Certificates
Test
Education
Discipline
Screening
• Education is made up of multiple parts: education category, education discipline, institutions, and
degrees.
• The following are some examples of education categories:
• Short (less than 2 years), Medium (2-4 years), and Long (over 4 years)
• Economics, Management, Languages, Technical, Sales and marketing, IT
• Skilled, Unskilled
Skill types
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Skill
Job Elements
28 EDUCATION DISCIPLINE (NGÀNH HỌC)
Rating Model
Certificates
Test
Education
Discipline
Screening
• Education disciplines include any study, instruction, or training that provides new skills, regardless of
whether the training is provided by your company or in an external institution. Typically, organizations
use the education discipline to represent both a degree and major, such as a Bachelor of Science in
Industrial Design.You cannot delete education disciplines that are recorded in a person’s education
competencies.
• For example, you might have the following education disciplines:
• Elec – Electrician
• Acct – Accountant
• Sec – Secretary
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• Positions are an important element of the lower level of an organization hierarchy. A position is
an individual instance of a job. For example, the position, “Sales manager (East),” is just one of the
positions associated with the job, “Sales manager.” Positions can be assigned a department and
can be open or assigned to workers.
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30 POSITION DURATION
• Every position has a length of time that the position is effective. This length of time is referred to
as duration. For example, summer positions might have duration of May 1, 2012 until August 31,
2012. Some positions might not have a date of expiration.
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31 WORKER ASSIGNMENTS
• When you assign a worker to a position, you fill that position.You can assign workers to multiple
positions, but only one worker can be assigned to a position at the same time.
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32 REPORTING RELATIONSHIPS
• Positions are important elements of the lower level of an organization hierarchy.You can assign a
worker to a position that reports to another position, which creates a reporting relationship
between the workers who are assigned to the two positions.
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• 2. Enter the address of the department. For example, add the mailing address for the building in
which the department is located.
• a. Expand the Addresses FastTab.
• b. Click Add to open the New Addresses form.
• c. In the Name or description field, enter a name to identify the address.
• d. In the Purpose field, select the purpose of the address.
• e. On the Address FastTab, enter the address components and other necessary information.
• f. Click OK.
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• 3. Enter information about the contact for the department. For example, add a telephone
number for the service desk in the department.
• a. Expand the Contact information FastTab on the Departments form.
• b. Click Add.
• c. In the Description field, type the name of the contact for the department.
• d. In the Type field, select the type of contact information you are entering.
• e. In the Contact number/address field, enter the contact information.
• f. In the Extension field, optionally enter a phone number extension if you entered a phone number.
• g. If the contact is the primary contact for the department, select the Primary check box.
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• Exercise Scenario
• You will manually enter a new job for a party planner because no existing job is similar.
• The party planner job can have an unlimited number of positions.
• The party planner is a clerical type of job with a marketing function.
• A party planner receives a wage at the 05 grade.
• Workers must have skills in marketing at a level of 4 with an importance of 4, and calendar planning with a
level of 4 and an importance of 4.
• Workers must have an education, which has an importance level of 3.
• Workers are tasked with calling customers and are responsible for presales activities.
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• Detailed Steps
• 1. On the Jobs form, start a new job.
• a. Click Human resources > Common > Organization > Jobs.
• b. In the New group of the Action Pane, click Job.
• c. In the Job field, type "Party Planner".
• d. In the Description field, type "Party Planner".
• e. In the Title field, select Marketing Staff.
• f. In the Maximum number of positions field, select Unlimited.
• Detailed Steps
• 1. Indicate that the job requires skills in employee development and sales performance.
• a. Expand the Skills FastTab.
• b. Click Add.
• c. In the Skill field, select MarCom (Marketing communications).
• d. In the Level field, select a skill level of 4.
• e. In the Importance field, select an importance of 5.
• f. Click Add.
• g. In the Skill field, select Calendar Planning (Calendar planning).
• h. In the Level field, select a skill level of 4.
• i. In the Importance field, select an importance of 4.
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• Detailed Steps
• 1. Create a new party planner position.
• a. Click Human resources > Common > Organization > Positions > Positions.
• b. In the New group of the Action Pane, click Position.
• c. Notice that in the Position field, a position ID is already entered.
• d. In the Job field, select "PartyPlanner (Party Planner)."
• e. Click Create positions.