Worksheet – Chapter 7: Human Resource Management | 第7章 人力资源管理 练习复习

📚 Worksheet – Chapter 7: Human Resource Management | 第7章 人力资源管理 练习复习

This worksheet covers the core ideas in Chapter 7 of the Cambridge International AS & A Level Business syllabus. Human resource management (HRM) is the strategic approach to managing people so that they contribute effectively to business objectives. The chapter links closely to motivation, leadership and organisational structure, and it often appears in both short-answer and essay questions. Use this guide to review definitions, apply formulas and practise the worksheet tasks at the end.

本学习单涵盖剑桥国际 AS & A Level 商务大纲第 7 章的核心内容。人力资源管理（HRM）是对员工进行战略性管理、使其有效支持企业目标的方法。本章与激励、领导力和组织结构密切相关，常出现在简答题和论述题中。请利用本指南复习定义、运用公式并完成最后的工作表练习。

1. What is Human Resource Management? | 什么是人力资源管理？

HRM is the process of recruiting, training, developing and retaining employees in a way that aligns their performance with the strategic goals of the business. It goes beyond basic personnel administration by treating employees as a valuable asset rather than merely a cost. Key functions include workforce planning, job analysis, recruitment, selection, induction, training, appraisal, reward and dismissal.

人力资源管理是招聘、培训、发展和保留员工，使其绩效与企业战略目标保持一致的过程。它超越基本的人事行政管理，将员工视为宝贵资产而不仅仅是成本。关键职能包括劳动力规划、工作分析、招聘、选拔、入职培训、培训、考核、薪酬和解雇。

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2. Workforce Planning | 劳动力规划

Workforce planning means forecasting the number and type of employees a business will need in the future. Managers compare expected demand for labour with the current internal supply. If a gap is identified, the business may recruit externally, train existing staff or use temporary contracts. Effective planning helps avoid staff shortages and excessive labour costs.

劳动力规划是指预测企业未来所需员工的数量和类型。管理者将预期劳动力需求与当前内部供给进行比较。如果发现缺口，企业可以外部招聘、培训现有员工或使用临时合同。有效的规划有助于避免人员短缺和劳动力成本过高。

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3. Recruitment and Selection | 招聘与选拔

Recruitment is the process of attracting a pool of qualified candidates, while selection is the process of choosing the most suitable person for the job. Internal recruitment draws from existing employees; external recruitment seeks candidates outside the business. A worksheet question may ask you to evaluate which method is better in a given context.

招聘是吸引一批合格候选人的过程，选拔是从中挑选最适合岗位的人选。内部招聘从现有员工中选人；外部招聘则从企业外部寻找候选人。工作表题目可能要求你评价在特定情境下哪种方法更好。

Method	Advantages	Disadvantages
Internal recruitment	Lower cost, faster, motivates staff, known ability	Limited applicant pool, may cause internal rivalry, no fresh ideas
External recruitment	Wider talent pool, new ideas, specific expertise	Higher cost, longer induction, uncertain fit

When evaluating recruitment methods, link the choice to the firm’s size, budget, urgency and need for new skills. A short-answer question should always justify the final recommendation.

在评价招聘方式时，应结合企业规模、预算、紧迫性以及对新技能的需求。简答题必须对最终建议给出理由。

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4. Training and Development | 培训与发展

Training improves an employee’s current job performance; development prepares employees for future responsibilities. Induction training introduces new starters to the business. On-the-job training occurs while doing the job, often with a mentor. Off-the-job training takes place away from the workplace, for example at a college or training centre.

培训提高员工当前的工作表现；发展则为员工未来的职责做准备。入职培训帮助新员工了解企业。在职培训是在工作过程中进行，通常有导师指导；脱产培训则在远离工作场所的地点进行，如大学或培训中心。

Training type	Typical use	Benefit
Induction	New employees	Speeds up integration, reduces early turnover
On-the-job	Task-specific skills	Relevant, low cost, immediate practice
Off-the-job	Wider knowledge, certification	External expertise, fewer workplace distractions

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5. Performance Appraisal | 绩效评估

Performance appraisal is the formal assessment of an employee’s work against agreed targets. Methods include supervisor ratings, self-assessment, peer review and 360-degree feedback. Appraisals inform pay decisions, identify training needs and support promotion planning. However, poor design can cause demotivation if employees feel the process is unfair.

绩效评估是根据商定的目标对员工工作进行的正式评价。方法包括主管评分、自我评估、同事评价和 360 度反馈。评估为薪酬决策、培训需求识别和晋升规划提供依据。但如果设计不当，员工感到不公，也可能导致积极性下降。

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6. Labour Turnover and Retention | 劳动力流动与员工保留

Labour turnover measures the proportion of employees leaving a business over a period. The formula is:

Labour turnover = (Number of employees leaving during the period ÷ Average number of employees during the period) × 100%

A high turnover rate can indicate low morale, poor pay or weak management. It increases recruitment and training costs. Retention strategies include competitive pay, flexible working, career development and employee recognition.

劳动力流动衡量一段时期内离开企业的员工比例。公式为：

劳动力流动率 =（期内离职员工人数 ÷ 期内平均员工人数）× 100%

高流动率可能表明士气低落、薪酬偏低或管理不善。它会增加招聘和培训成本。保留策略包括有竞争力的薪酬、弹性工作、职业发展和员工认可。

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7. Employment Contracts and Legislation | 雇佣合同与法规

An employment contract sets out the rights and duties of both employer and employee, including pay, hours, holiday and notice periods. Businesses must comply with employment legislation such as equal opportunities, minimum wage, health and safety, and protection against unfair dismissal. Failure to comply can lead to legal penalties and reputational damage.

雇佣合同规定了雇主和雇员双方的权利和义务，包括薪酬、工时、假期和通知期。企业必须遵守就业法规，如平等机会、最低工资、健康与安全以及防止不公平解雇。不合规可能导致法律处罚和声誉损害。

• Equal pay and anti-discrimination laws | 同工同酬与反歧视法
• Working time and rest break rules | 工作时间与休息规定
• Health and safety at work | 工作场所健康与安全
• Minimum wage and notice periods | 最低工资与通知期

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8. Flexible Working Practices | 弹性工作方式

Flexible working includes part-time work, flexitime, job sharing, working from home and zero-hours contracts. It can improve work-life balance, reduce absenteeism and widen the talent pool. However, managers may find it harder to monitor

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