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1、上海交通大学MPA,上海交通大学MPA,专业英语(OB与HRM方向),上海交通大学MPA,Preface 课程方式,相关领域经典文献阅读时下讨论激烈的问题相关文献阅读课堂互动式讨论案例讨论Management education new model-service-learning:at its core,service-learning is about creating opportunities for students to apply theory they learn in the classroom to real-world problems and real-world ne
2、eds.,上海交通大学MPA,熟悉相关领域的专业术语表达和内涵基本看懂相关领域的专业文献适当可以用英语进行相关专业表述了解国际上相关领域的“最佳”实践了解国际上相关领域的研究焦点Maybe still confused,but at a higher level at the end of this course.,Preface:课程目标,上海交通大学MPA,课堂出勤（10%）课堂参与（30%）作业与分析报告（30%）课程考试（大作业）（30%）缺课三分之一以上者不可以进入本次考试，需要加入下届重修,Preface:考核方式,上海交通大学MPA,Preface:基本规范,为营造良好的学习氛围
3、，请将通讯工具（手机或BP机）设置成振动状态；如果确实有不得不接听的重要电话或信息的，请主动到教室外进行；请课堂上不要阅览与课程内容无关的报刊或杂志；积极、主动参与课堂讨论,并高质量地、及时完成作业任务,上海交通大学MPA,Preface:课程基本结构,公共人事管理与组织管理领域，包括现状、人事规划、招聘与选拔、绩效管理、薪酬管理、培训与开发、激励管理、能力管理、劳动关系管理、应急管理以及高绩效组织建设等方面的文献选读（11个专题的12篇文献）。每个专题：关键术语与专业表达介绍相关背景介绍文献构架介绍讨论问题,上海交通大学MPA,Preface:课程进度安排,共12次课程（第7周到第18周，每
4、周一次）每次课程计划完成对一篇文献的提示、阅读和讨论课程间会有三次课程讨论与报告一次大作业（考试）（在最后一次课程后提交）,上海交通大学MPA,Syllabus,IntroductionStrategic PlanningSelection/RecruitingPerformance ManagementCompensation ManagementTraining&Developing,上海交通大学MPA,Syllabus,Motivation ManagementCompetency Management in Public SectorsEmployment Relationship M
5、anagementEmergency ManagementCreating High-Performance Organization in Public Sector,上海交通大学MPA,Contents,Chapter1 IntroductionFrom crisis to opportunity:human resource challenges for the public sector in the twenty-first centuryChapter2 Strategic PlanningThe implementation of workforce and succession
6、 planning in the public sectorChapter3 Selecting/RecruitingRecruitment and selection of public workers:an international compendium of modern trends and practicesChapter4 Performance ManagementPerformance management model:A system-based approach to public service qualityChapter5 Compensation Manageme
7、ntHow much should federal employees be paid?The problems with using a market philosophy in a broadband system,上海交通大学MPA,Chapter6 Training&DevelopingTraining and Development:Best Practices Chapter7 Motivation ManagementFactors affecting the context for motivation in public organizationsChapter8 Compe
8、tency Management in Public SectorsDeveloping competency models to promote integrated human resource practicesCompetency management in the Flemish and Dutch civil serviceChapter9 Employment Relationship ManagementThe employment relationship in the UK Public sector:A psychological contract perspective
9、Chapter10 Emergency ManagementPreparing for the unthinkable:managers,terrorism and the HRM functionChapter11 Creating high-performance organizations in public sectorsCreating high-performance organizations in public sectors,Contents,上海交通大学MPA,Syllabus,Chapter1 IntroductionChapter2 Strategic Planning
10、Chapter3 Selection/RecruitingChapter4 Performance ManagementChapter5 Compensation ManagementChapter6 Training&DevelopingChapter7 Motivation ManagementChapter8 Competency Management in Public SectorsChapter9 Employment Relationship ManagementChapter10 Emergency ManagementChapter11 Creating High-Perfo
11、rmance Organization in Public Sector,上海交通大学MPA,Chapter 1:IntroductionFrom crisis to opportunity:human resource challenges for the public sector in the twenty-first century,Key Terms&Professional ExpressionsHuman capital crisis 人力资本危机Public sector 公共部门Presidential agendas 总统议程Public policy 公共政策Upcomi
12、ng retirement 即将退休Early retirement提前退休Downsizing 裁员Public service/Civil service 公共服务Human resource(HR)crisis 人力资源危机Human resource management(HRM)人力资源管理,上海交通大学MPA,Chapter 1:IntroductionFrom crisis to opportunity:human resource challenges for the public sector in the twenty-first century,Key Terms&Pro
13、fessional ExpressionsGovernment agency 政府机构Public confidence 公众信心,公众信任Bureaucratic bashing 官僚冲击National commission of Public Service 公共服务国家委员会Quiet crisis 寂静的危机Imminent catastrophe 即将到来的灾难General Accounting Office(GAO)总审计署（美国)Organizational capability 组织能力Civil service reform 公共服务改革,上海交通大学MPA,Chapte
14、r 1:IntroductionFrom crisis to opportunity:human resource challenges for the public sector in the twenty-first century,Key Terms&Professional ExpressionsWorkforce demographics 劳动力(人员)人口统计特征Government institutions 政府机构Office of Personnel Management(OPM)人事管理局(美国)Merit System Protection Board(MSPB)绩效系统
15、保护委员会(美国)Federal agency 联邦机构Presidential priority总统特权Oversight agency 督察机构Public sector think tank 公共服务智囊机构(班子)Clinton and Bush Administrations 克林顿/布什政府(当局)Government Performance and Results Act(GPRA)政府绩效和效果法案(美国),上海交通大学MPA,Chapter 1:IntroductionFrom crisis to opportunity:human resource challenges f
16、or the public sector in the twenty-first century,Key Terms&Professional ExpressionsOrganizational culture 组织文化Policymaker 政策制定者Performance management 绩效管理Senate Subcommittee on Governmental Affairs(美国)参议院政府事务小组委员会Shared vision 共同愿景Aging of supervisory and managerial personnel 主管和管理人员老龄化Eligible 合格的,
17、符合条件的Pipeline problem 人员输送(选拔)问题Savvy workforce 老练员工/精明员工,上海交通大学MPA,Chapter 1:IntroductionFrom crisis to opportunity:human resource challenges for the public sector in the twenty-first century,Key Terms&Professional ExpressionsDepartment of Homeland Security 国土安全部(美国)Transportation Security Administ
18、ration 交通安全局(美国)Public administration 公共管理/行政管理Job vacancy 工作职位空缺Job announcement 招工告示National Aeronautics and Space Administration(NASA)(美国)航空航天局Fiscal year 财政年度Workforce planning 人员规划Revamping 翻新/改进High-quality service 高质量服务Mass exodus 大批人员离去,上海交通大学MPA,Chapter 1:IntroductionFrom crisis to opportun
19、ity:human resource challenges for the public sector in the twenty-first century,Key Terms&Professional ExpressionsSpan of control 控制幅度Leadership competency model 领导能力模型Federal Aviation Administration(FAA)联邦航空管理局Office of Management and Budgeting(OMB)(美国)管理与预算局Human capital strategy 人力资本战略Senior Exec
20、utive Service(SES)高级行政管理人员机构Managerial competency 管理胜任力E-government 电子政府Strategic Human Capital Management 战略人力资本管理Core competency 核心能力,上海交通大学MPA,Chapter 1:IntroductionFrom crisis to opportunity:human resource challenges for the public sector in the twenty-first century,Key Terms&Professional Expres
21、sionsMyriad 无数的,极大数量的Human resource planning 人力资源规划New public service 新公共服务Flexible organization 柔性组织US Department of Agriculture(USDA)美国农业部Leadership development 领导力开发Center for Creative Leadership 创造性领导中心Performance management 绩效管理Diverse workforce 多元人员组成National Association of Schools of Public A
22、ffairs and Administration(NASPAA)公共事务与管理学会全国委员会,上海交通大学MPA,Chapter 1:IntroductionFrom crisis to opportunity:human resource challenges for the public sector in the twenty-first century,Key Terms&Professional ExpressionsPerfunctorily 敷衍了事地,马马虎虎地Risk averse 风险规避Public service ethic 公共服务伦理Utilitarian inc
23、entives 功利性激励Policy windows 政策窗,上海交通大学MPA,BackgroundsReforming in public sector organizations:efficiency and effectivenessStatus quo in public sector organizations:Public-service motivationReputation?stability?Compensations level?Power?Tight labor market in public sector organizations(for example in
24、 USA)Attracting,retaining and motivating job applicants.Strategic view to human resource issues:Connecting people?,Chapter 1:IntroductionFrom crisis to opportunity:human resource challenges for the public sector in the twenty-first century,上海交通大学MPA,OutlinesIntroductionThe nature of human resource c
25、risis and its causesLack of recognition of the importance of human capitalRetirementThe pipeline problemDownsizingRecruitment and hiring,Chapter 1:IntroductionFrom crisis to opportunity:human resource challenges for the public sector in the twenty-first century,上海交通大学MPA,Capacity problem and skill g
26、apSupervisory and leadership issuesTurning crisis into opportunityStrategic human capital managementGreater emphasis on HR PlanningUnderstanding new public serviceDeveloping executive and supervisory talentImproved skills in diverse workforceImprove HRM PracticesReestablishing public service ethicCo
27、nclusions,Chapter 1:IntroductionFrom crisis to opportunity:human resource challenges for the public sector in the twenty-first century,上海交通大学MPA,Discussions Crisis in human resource encountered by public sector?And the reasons behind them.Difficulties and challenges in human resource management in y
28、our organization.,Chapter 1:IntroductionFrom crisis to opportunity:human resource challenges for the public sector in the twenty-first century,上海交通大学MPA,Syllabus,Chapter1 IntroductionChapter2 Strategic PlanningChapter3 Selection/RecruitingChapter4 Performance ManagementChapter5 Compensation Manageme
29、ntChapter6 Training&DevelopingChapter7 Motivation ManagementChapter8 Competency Management in Public SectorsChapter9 Employment Relationship ManagementChapter10 Emergency ManagementChapter11 Creating High-Performance Organization in Public Sector,上海交通大学MPA,Chapter 2:Strategic PlanningThe implementat
30、ion of workforce and succession planning in the public sector,Key Terms&Professional ExpressionsWorkforce/Succession planning(WFSP)人员/继任计划Public sector 公共部门Human resource(HR)人力资源State government/local government 国家（州）政府/地方政府Public organization/agency 公共组织/机构Layoff 下岗Job cuts 裁员Row office 街道办公室Reserv
31、ist 预备役军人,上海交通大学MPA,Key Terms&Professional ExpressionsStrategic planning 战略规划Human resource planning 人力资源规划National Academy of Public Administration(NAPA)公共管理国家协会HRM strategy 人力资源管理战略Human resource requirement 人力资源需求Line manager 直线经理Competency gap 能力缺口Attrition rate 损耗率；人员流失率Human capital 人力资本Action
32、 plan 行动计划,Chapter 2:Strategic PlanningThe implementation of workforce and succession planning in the public sector,上海交通大学MPA,Key Terms&Professional ExpressionsFixing accountability 固定责任Top management 高层管理(者)Impending retirement 即将退休Incumbent employee 在职人员Demand forecast 需求预测Employee development 员工开
33、发Information technology(IT)信息技术Retirement annuity 退休年金D organization 网络公司Nonprofit organization 非赢利组织,Chapter 2:Strategic PlanningThe implementation of workforce and succession planning in the public sector,上海交通大学MPA,Key Terms&Professional ExpressionsJob analysis 工作分析Job specification 工作说明书Keep abre
34、ast of 与.并进(Keep abreast of the times/与时俱进)Data inventory 数据库Sick leave 病假Human resource information system(HRIS)人力资源信息系统Functional requirement 职能需求Succession analysis 继任分析Gap analysis 缺口分析Job classification 工作分类Taskforce 任务组（人员组）,Chapter 2:Strategic PlanningThe implementation of workforce and succe
35、ssion planning in the public sector,上海交通大学MPA,Key Terms&Professional ExpressionsFocus group 焦点小组First-level supervisor 一线管理人员Stakeholders 利益相关者Career path 职业轨迹Union member 工会成员Managerial and executive development 管理人员开发Problem-solving skills 问题解决技能Interpersonal skills 人际技能Federal Highway Administrat
36、ion(FHWA)联邦高速公路管理局（美国）Professional development 专业开发,Chapter 2:Strategic PlanningThe implementation of workforce and succession planning in the public sector,上海交通大学MPA,Key Terms&Professional ExpressionsContinuous learning 持续学习IPMA-HR（International Public Management Association for Human Resources）国际公
37、共人力资源管理协会 Nuts and bolts 工作细节（部件）（美口语）Organizational change 组织变革Interdepartmental cooperation 部门间合作Reward system 奖励制度Turnover 离职,Chapter 2:Strategic PlanningThe implementation of workforce and succession planning in the public sector,上海交通大学MPA,BackgroundsStrategic decision making needsTight labor ma
38、rket in public sector(especially in north America and Europe)Impending retirement/turnoverLoss of workforce skills and knowledgeCompetency out of timeRecruiting,selecting and allocating the right people on the right job positions in the right timeWhile effective and flexible HR planning is not easy
39、implemented,Chapter 2:Strategic PlanningThe implementation of workforce and succession planning in the public sector,上海交通大学MPA,OutlinesDefinition and process of WFSPHuman resource planningImplementing the WFSPTrainingCareer developmentManagerial and executive developmentProblems and implications of
40、WFSPThe changing role of HRMConclusions,Chapter 2:Strategic PlanningThe implementation of workforce and succession planning in the public sector,上海交通大学MPA,Discussions Main processes in aligning WFSP with organizational missions.In your opinion,what are advantages when implementing WFSP.How to identi
41、fy the gap between current staff status quo and future demands in your organization.Recommend“Training and Developing as a integral part of WFSP”.Main obstacles during implementing WFSP in your organization,for example,the latest human resource planning in your“Eleventh five-year plan”.,Chapter 2:St
42、rategic PlanningThe implementation of workforce and succession planning in the public sector,上海交通大学MPA,Syllabus,Chapter1 IntroductionChapter2 Strategic PlanningChapter3 Selection/RecruitingChapter4 Performance ManagementChapter5 Compensation ManagementChapter6 Training&DevelopingChapter7 Motivation
43、ManagementChapter8 Competency Management in Public SectorsChapter9 Employment Relationship ManagementChapter10 Emergency ManagementChapter11 Creating High-Performance Organization in Public Sector,上海交通大学MPA,Chapter 3:Selecting&RecruitingRecruitment and selection of public workers:an international co
44、mpendium of modern trends and practices,Key Terms&Professional ExpressionsUnprecedented staffing challenge 史无前例的人员变革Luring talent 吸引人才Selection and recruitment 选拔与招聘Economic,social and organizational pressures 经济、社会和组织压力Attract and Retain 吸引和保留Developed countries 发达国家Less Developed Countries(LDCs)欠发
45、达国家Best practices 最佳实践Competent cadre 有能力的干部Civil servant/public servant 公务员,上海交通大学MPA,Key Terms&Professional ExpressionsInternational community 国际社会Political system 政治制度Social structure 社会结构Social and political upheavals 社会与政治大变动Global war for talent 全球人才战Human resource management(HRM)人力资源管理Indigen
46、ous civil service 本土化公共服务Aging 老龄化High turnover 高离职率Leadership bench 领导层,Chapter 3:Selecting&RecruitingRecruitment and selection of public workers:an international compendium of modern trends and practices,上海交通大学MPA,Key Terms&Professional ExpressionsTroubled waters 混乱状态（Fish in troubled waters/混水摸鱼）
47、Public image(government bashing)公共印象 Employee loyalty 员工忠诚Privatization and outsourcing of government jobs 政府工作私有化和外包Job security 工作保障Benefit package 福利包Accountability 责任Harkens back to 倾听Classical management/Scientific management/Taylorism 古典管理学派/科学管理学派/泰勒主义学派Intrinsic satisfaction 内在满意,Chapter 3:S
48、electing&RecruitingRecruitment and selection of public workers:an international compendium of modern trends and practices,上海交通大学MPA,Key Terms&Professional ExpressionsHyperbole 夸张法Recruitment crisis 招聘危机Staffing decision 人员配备决策Public personnel system 公共人事制度Competitive wage 富有竞争力的工资水平Job market 劳动力市场P
49、ublic service ethic 公共服务道德Civic-minded people公民心目中的人Job applicant 申请工作者Bureaucratic recruitment process 官僚式的招聘流程,Chapter 3:Selecting&RecruitingRecruitment and selection of public workers:an international compendium of modern trends and practices,上海交通大学MPA,Key Terms&Professional ExpressionsJob descri
50、ption 工作描述Line management 直线管理者Circumvent 智胜，包围New public management 新公共管理（主义）Central authority 中央权力机构Modern bureaucracy 现代官僚Colonial rules 殖民法规Democratic political institution 民主的政治机构Liberal democracy 自由民主（党）Ritualism 仪式主义A caste structure 社会等级结构,Chapter 3:Selecting&RecruitingRecruitment and select
