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Jingdong book

清华管理学系列英文版教材：人力资源管理（第11版）

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Jingdong book

清华管理学系列英文版教材：人力资源管理（第11版）

Name: 清华管理学系列英文版教材：人力资源管理（第11版）
Brand: Jingdong book
SKU: 3101000081
Price: 37.58 USD
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Content Description

加里·德斯勒教授撰写《人力资源管理》一书的目标一直是以易读、实用的方式，对基本的人力资源管理概念和人力资源管理技巧进行完整而全面的阐述。第11版依然保持了原有的实用性和可读性。《人力资源管理(第11版)(英文)》分为五个部分：导论，员工招募与配置，培训与开发，薪酬管理，以及员工关系。
《人力资源管理(第11版)(英文)》提供了丰富的案例和练习，并以多种专栏的形式介绍了人力资源管理的最新实践。
《人力资源管理(第11版)(英文)》适用于人力资源管理、劳动和社会保障、劳动关系专业教学，也可供企业人力资源管理者以及各类组织中的相关人员学习参考。

Author Description

加里·德斯勒（Gary Dessler），美国佛罗里达国际大学工商管理学院管理与国际商业系教授。著名的人力资源管理和组织管理专家，并担任人事招聘、人事政策、雇员测评与甄选以及战略规划等领域的专业咨询顾问。致力于人力资源管理和组织管理领域的研究，在美国《管理学会杂志》（Academy of Management Journal）等去著名刊物上发表了大量学术论文。撰写的《人力资源管理》教科书白面世以来，被翻译成十余种文字在许多国家和地区出版。

Catalogue

第1部分导论
第1章人力资源管理导论
第2章公平就业机会与法律
第3章战略人力资源管理和人力资源计分卡

第2部分员工招募与配置
第4章工作分析
第5章人员规划与招募
第6章员工测试与甄选
第7章面试求职者

第3部分培训与开发
第8章员工的培训与开发
第9章工作绩效管理与评价
第10章职业生涯管理

第4部分薪酬管理
第11章战略性薪酬计划的制定
第12章绩效薪酬与激励
第13章福利与服务

第5部分员工关系
第14章人力资源管理中的道德、公正与公平对待
第15章劳资关系与集体谈判
第16章员工的职业安全与健康
第17章全球人力资源的管理

附录
附录A 运用人力资源框架、个人能力与商务知识
附录B 综合案例
术语表
图像索引
人名和组织索引
主题索引

Book Abstract

Burden of Proof First. CRA 199 1 addressed the issue of burden of pro of. Burden of proofl in this case. what the plaintiff must show to establish possible illegal discrimination. and what the employer must show to defend its actions——plays a central role in equal employment cases. Today，the heaviest burden is again on the employer. In particular, the process of filing a discrimination charge goes something like this. The plaintiff（say,a reiected applicant）demonstrates that an employment practice（such as a test）has a disparate（or“adverse”）impact on a particular group.Disparate impact“means that an employer engages in an employment practice or policy that has a greater adverse impact【effect】on the members of a protected group under Titie VII than on other employees，regardless of in tent.”（Requiring a college degree for a job would have an adverse impact on some minority groups，for instance.）Disparate impact claims do not require proof of discrimina。tory intent. Instead.the plaintiff’s burden is to show two things. First，he or she must showthat a significant disparity exists between the proportion of（say）women m the availablelabor pool and the proportion hired. Second，he or she must show that an apparently neutral employment practice，such as word-of-mouth advertising or a requirement that the jobholder“be able to lift 100 pounds，is causing the disparity.

Introduction

世纪之交，中国与世界的发展呈现最显著的两大趋势一以网络为代表的信息技术的突飞猛进。以及经济全球化的激烈挑战。无论是无远弗界的因特网，还是日益密切的政治、经济、文化等方面的国际合作，都标示着21世纪的中国是一个更加开放的中国，也面临着一个更加开放的世界。
教育，特别是管理教育总是扮演着学习与合作的先行者的角色。改革开放以来，尤其是20世纪90年代之后，为了探寻中国国情与国际上一切优秀的管理教育思想、方法和手段的完美结合，为了更好地培养高层次的“面向国际市场竞争、具备国际经营头脑"的管理者，我国的教育机构与美国、欧洲、澳洲以及亚洲一些国家和地区的大量的著名管理学院和顶尖跨国企业建立了长期密切的合作关系。以清华大学经济管理学院为例，2000年，学院顾问委员会成立，并于10月举行了第一次会议，2001年4月又举行了第二次会议。这个顾问委员会包括了世界上最大的一些跨国公司和中国几家顶尖企业的最高领导人，其阵容之大、层次之高，超过了世界上任何一所商学院。在这样高层次、多样化、重实效的管理教育国际合作中，教师和学生与国外的交流机会大幅度增加.越来越深刻地融入到全球性的教育、文化和思想观念的时代变革中，我们的管理教育工作者和经济管理学习者，更加真切地体验到这个世界正发生着深刻的变化，也更主动地探寻和把握着世界经济发展和跨国企业运作的脉搏。

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