《人力资源规则》PPT课件.ppt

The New HR Imperative: 新人力资源规则 Link People, Organizational Performance and Strategic Intent 将人、组织、绩效和战略目的联系在一起 Jeffrey L. Winkelhake, Ph.D. & Edward Sun, Certified Interpreter The Windsor Group San Francisco & Beijing 文莎企业管理发展公司与文莎专业语言教育公司 （旧金山，北京）,Strategic Intent= (Vision, Mission Core Values, Strategic Goals and Plan) 战略目的（视角，使命，核心价值观，战略 目标与 计划）,The Organizational Development Prism 组织发展棱柱,Competitive Edge 竞争优势,Culture 文化,Structure 结构,PEOPLE 人,Process 程序,Biggest Change Levers 最大的变革杠杆 Strategy 战略 Process 程序 Structure 结构 Culture 文化,Business Factors 商业因素 Driving Forces 驱动因素 Worldwide Competition Economic Factors 世界范围的竞争 经济因素 Global Transformation IT and growth 全球的转型 信息技术与成长 Changing Workforce Social Factors 正在变革的劳动力组成 社会因素 Distrust of Govt. Solutions Political Factors 对政府的不信任 政治因素 Business Consolidation Org. Environment 商业合并 组织环境,Todays Business Environment 今天的商业环境,Trends in Business for HR Today 今天商业的趋势, Drastic Times, Drastic Measures 剧变的时代，激烈的措施 Know the Business, Grow the Business 了解商业，使公司成长 Work be Nimble, Work be Quick 工作灵活，迅速 Ethics and Human Rights are now the Business of Business 德与人权是商业的重要组成部分,Traditional HR Perspective 传统的人力资源观点,Todays HR at a Crossroads 今天的人力资源正处在十字路口, HR is under scrutiny. 人力资源正在被详细审查 (This is a good thing! 这是一件好事情) HR, as we know it, must change. 正如我们所知，人力资源管理必须变革。 (Must add value not just service 必须增加价值，而不仅是提供服务). HR requires new Competencies. 人力资源需要新的竞争力。 If HR does not meet the challenge of change, it is at risk of being disbanded. 如果人力资源不能应对变革的挑战，那么它有被抛弃的危险。,What kind of HR the CEO wants CEO需要什么样的人力资源管理,“HR ought to craft its systems to be internally consistent and suit the business strategy, technology and context.” 人力资源系统应该在内部与组织的战略，技术和内容保持一致。,EASIER SAID THAN DONE! 说着容易，做起来难。,What kind of HR the CEO wants CEO需要什么样的人力资源管理,“HR ought to lead, follow or get out of the way. Personally, Id rather they lead the organizations performance.” Ted Turner, CNN “人力资源应该领导，跟随或者完全脱离。就我个人的观点，我认为他们应该领导组织的表现” 泰德.特纳 CNN,What kind of HR the CEO wants CEO需要什么样的人力资源管理,“HR needs to balance employee satisfaction with business requirements and goals they need to understand the business.” Soichiro Honda,What kind of HR the CEO wants CEO需要什么样的人力资源管理,“ I need HR to facilitate changes which happen often in our company. Productivity goes in half, and we need to get through the changes efficiently and quickly to get back on track” Phil Knight, CEO, Nike,Modern HR Perspective 现代的人力资源观点,Strategic Intent = (Vision, Mission Core Values, Strategic Goals and Plan + HR SMART Objectives) 战略目的（视觉，使命，核心价值观，战略目 标和计划+人力资源智 能目标）,New Organizational Development Prism 新的组织发展棱柱,Perform Work Take Be Flexible Higher Learner Empowered 绩效 Smart Risks 灵活 Quality 学习者 授权 自发的工作 承担风险 更高的质量,Competitive Edge 竞争优势,Culture 文化,Structure 结构,People 人,Process 程序,Complete Strategic Plan 全面的战略计划,Strategic HR Partnering HR with Your Organizations Strategic Intent 将你公司的战略目的与人力资源建立伙伴关系 How to Become The Kind of HR Professional That the CEO Needs 怎样成为CEO需要的那种职业人力资源管理者,Modern-HR Model,HR Expert 人力资源专家,Business Partner 商业伙伴,Change Agent 变革推动者,Leader 领导者,Modern-HR Needs,HR Expert 人力资源专家,Business Partner 商业伙伴 Competencies,Change Agent 变革推动者 Competencies,Leadership 领导者 Competencies, What is a Competency? 什么是能力？,An underlying characteristic of an employee which results in effective and/or superior job performance 一名员工所具有的能够带来有效的或出色的工作绩效的潜在性格特点 Richard Boyatzis, 1982, What is a Competency (cont.)? 什么是能力？（续）,An attribute bundle which may contain a combination of knowledge, skills and abilities as well as tasks, activities, outputs or results.” 一种品质组合，它包括知识、技巧和能力的结合，还包括任务，活动，产出和结果 Patricia McLagan, 1997., What is a Competency (cont.)? 什么是能力？（续）,A general capability that an individual may transfer from one job to another. 一种综合的能力可以使一个人从这个工作换到另一个工作, What is an example Competency 我学到的一个“能力”,As an HR Business Partner : 作为一个人力资源业务伙伴： Links Human Resources to the Organizations Mission, Culture, Business Strategy and Outcomes. 将人力资源与组织的使命和服务成果联系起来,Strategy as Simple Rules: 简单规则战略 Partnering HR with Your Organizations Strategic Intent 将人力资源与组织的战略目的结合起来,A Simple Rule: 简单规则 Is a short, actionable statement of strategy with clearly-understood, crisp boundaries 易理解的，边界清晰的简短的可操作的战略声明,Types of Simple Rules 简单规则的类型,How to 怎样做 Boundary Condition 边界条件 Priority 优先权 Timing 时机的选择 Exit 退出,How to Rules 怎样做的规则,Keep Managers just organized enough to seize fleeting opportunities 使管理者组织的非常有效能够抓住一闪即逝的机会,Movie “Master & Commander with Russell Crowe (actor) 罗素.克罗主演的电影“怒海争锋” Lord Nelson (Admiral, British Navy) 纳尔逊爵士（英国海军上将）,Lord Nelson: “whatever you do, get alongside the enemy ship.” 纳尔勋爵士：“无论你做什么，横靠在敌舰旁。”,Before Nelson 在纳尔逊时代前,British 英国,French 法国,How to Rules 怎样做的规则,Keep Managers just organized enough to seize fleeting opportunities 使管理者组织的非常有效能够抓住一闪即逝的机会 Lord Nelson “ whatever you do, get alongside the enemy ship.” 纳尔勋爵士：“无论你做什么，横靠在敌舰旁。”, Sunzi “ first, kill the leaders.” 孙子：“擒贼先擒王”, Nike “ play by the rules, but be ruthless!” 耐克“按规则玩游戏，但是一定要无情”,Boundary Rules 边界规则,Yahoo “ 1.) Know the priority rank of each product in development 雅虎 了解每个产品在开发中的优先顺序 2.) Ensure each engineer can work each project” 确保每个工程师能够在每个项目中 工作 ”,Delineate conditions to help managers sort through opportunities quickly 描绘条件以帮助管理者很快的将机会分类,Priority Rules 优先权规则,eg. Set resource allocation among competing opportunities 例如：在竞争性的机会中分配资源,Intel “ allocate manufacturing capacity based upon a products gross margin.” = chips out, microprocessors in 英特尔 “ 以产品的边际毛利来分配生产能力。” = 放弃芯片，生产微处理器,Timing Rules 时机选择规则,Sets rhythm to key processes 为关键程序确定节奏 Eg. Product innovation process 例如：产品创新程序, Yahoo “ after 4 months, move on.” 雅虎 “ 四个月之后，继续前进”,Exit Rules 退出规则,As important to know when to quit as when to seize an opportunity 正如知道何时应该抓住机会，知道何时退出也同样重要,Opticon “ pull the plug on a project when key team member leaves for another project” Opticon “当项目的关键队员离开去做另一个项目 时，马上停止这个项目”,How to Create Simple Rules 怎样创造简单规则,1.) Experience 经验 2.) Make intuition and vision explicit 把知觉和想象表现出来,Yahoo After a bad partnership, 2 rules: “basic service is free & no exclusive partnerships” 雅虎 一次失败的合作关系之后，2个规则： “基础服务是免费的 不再建立唯一的合作关系”,Cisco “ acquire companies with 75 employees 75% of whom are engineers.” 思科 “收购雇员少于75人，并且其中75%是工程师的企业”,How to Create Simple Rules (cont.) 怎样创造简单规则（接上页）,eBay - Core Values: Egalitarianism and Community 电子湾核心价值观：平等主义与社区,3.) Back into the rules from Core Values 从核心价值观回归于这些规则,Simple Rules for Egalitarianism 对平等主义的简单规则 a). Balance buyers and sellers 平衡买者与卖者 b). Make transactions transparent 交易透明化,Simple Rules for Community 对社区的简单规则 c). No Product Ads on eBays page 在电子湾的网页上没有产品的广告 d). Keep safety standards high 保持高的安全标准,Simple Rules for HR 对人力资源的简单规则,1.) The external environment 外部环境 2.) The workforce 工作人员 3.) The organizations culture 组织文化 4). The organizations strategy 组织战略 5). The technology of production & organization of work 产品的技术和工作的组织,Five Strategically-Significant Forces for HR Management 对人力资源管理的5个战略上重要的因素,1). The External Environment 外部环境,HR Function Employee Retention 人力资源职能员工留置率 HR Issue Employee Mobility/ Turnover 人力资源问题员工流动率/周转率,U.P.S. HRs Simple Rule: “ from cradle to grave.” 人力资源的简单规则：“从摇篮到坟墓”,2). The Workforce 工作人员,HR Function: Staffing and Recruitment 人力资源职能：员工安置与招聘 HR Issue: Job Interviews by Non-experts 人力资源问题：由非专家进行工作面试,Analytica Rx Core Value: “A community of professionals who communicate openly and honestly.” 核心价值观：“由能够真诚、开放交流的专业人士组成的团体” HRs Simple Rule: “Open communication for everyone starts NOW!” 人力资源的简单规则：“对每个人开放的沟通从现在开始”,3.) The Organizations Culture 组织的文化,HR Function Compensation 人力资源职能薪酬制度 HR Issue Promotions 人力资源问题提升,Southwest Airlines fun-loving culture 西南航空公司喜欢开玩笑的文化 HRs Simple Rule: “Promote according to culture.” 人力