人力资源主管的角色与专业态度

1、12一、一、 泛果出版有限公司，台北市，泛果出版有限公司，台北市，2005二，二，a级人才的管理级人才的管理 泛果出版有限公司，台北市，泛果出版有限公司，台北市，2007著作著作3modern media groupcredentials 4backgroundweeklymonhtlyhk monthly52006 top 10 most competitive print media awarded by government print industry bureau2006 top 10 most innovative media awarded by cctv & beiji

2、ng universitythe 2006 awards6life magazine : 2007 the best magazine design in asia pacific awarded by sopahk city mag : 2007 the honorable magazine design in asia pacific awarded by sopathe 2007 awards7 our target readers the current and up and coming elites in tier 1 and tier 2 cities aged 20 50 wh

3、o are highly educated , high income and high spending power (3h)8modern weekly 周末画报businessnewslifestylecitythe first paperzine in 1988the leader and the benchmarking weekly in china9the outlook magazine (t.o.m.) 新视线the only monthly magazine targetsto creative lifestyle elites (creative class)10life

4、 magazine 生活the “first” bookgazine,a tabloid size monthly targets to topmanagement &cultural elites 11asian business leaders 东方企业家a unique business monthly, content focus to asia and targets to new generation entrepreneur 12car & dream 汽车生活a special monthlycar magazine targets to car lovers.

5、it is beyond car reportingbut the integration of car & man lifesytle13141516案例分享与讨论案例分享与讨论 案例：人力资源战略与企业战略案例：人力资源战略与企业战略 - 传立媒体（中国）能力素质模型传立媒体（中国）能力素质模型 案例：人力资源的绩效评量案例：人力资源的绩效评量 - human capital assessment, modern media group, china 17strategypeoplegovernanceorganization capability人力资源策略的形成人力资源策略的形

6、成18绩效管理体系架构绩效管理体系架构企业发展战略企业发展战略人力资源管理战略人力资源管理战略组织架构组织架构岗位工作说明书岗位工作说明书 关键绩效指标关键绩效指标 衡量指衡量指标标准标标准绩效考核表制作绩效考核表制作 实施绩效考核作业实施绩效考核作业绩效考核面谈绩效考核面谈 绩效辅导与培训绩效辅导与培训192021222324252627282930313233343536373839404142驱动力驱动力工作激情追求卓越开创能力开创能力商业洞察力创新远景描绘能力领导力领导力有胆识调整团队沟通与影响力有效提升部属绩效执行力执行力业计划能力问题解决能力结果导向4344四，案例分享与讨论 人力

7、资源战略与企业战略 传立媒体（中国）能力素质模型 人力资源的绩效评估 human capital assessment modern media group, china45leadership competencymindshare chinaaugust 25, 200646we are the media agency - mission mindshare is a global intelligence and creativity, designed to realise the potential of our clients communication investments4

8、7mindshare china visiona dynamic community applying local insight, restless imagination and global excellence to deliver and inspire.mindshare values passion accountability insight imagination integrityproject objectiveraise the barplay a different gamebe the gold standardleadershipcompetency*compet

9、encyenablingsolutions* coverage is from manager to general manager.48building processcompany visionwinning strategycompetitive advantagesleadershipcompetencyjob analysismarketinsightstrainingsolutionsleadershipdevelopmentinterview guide/trainingrecruitmentpotentialidentificationpromotion /retention4

10、9identify factors and critical behaviorsvision : a dynamic community applying local insight, restless imagination and global excellence to deliver and inspire.dimensioncompetencydefinitionfactorlevel 1 4 criticalbehaviorsmotivationpassionfully commits on the job. has great enjoyment of doing it.exce

11、llenceconstantly stretches oneself. desires to deliver the best possible results. achievement customer centeredthoughtleadershipinsightthinks deeply to dig out the essence of a situation. comes up with a new point of view. diagnosis insightimaginationthinks creatively. generates multiple scenarios.

12、simulates possible solutions. ideas solutionpeopleleadershipinspiringlet people perceive the unexpected possibility and feel energized. inspiring team as a whole inspiring subordinate individually cross team cooperationdynamicbuilds a team with a shared purpose. leads team to adapt change quickly an

13、d be full of energy. diversity flexibility trust50leadershipleadership competency model competency model 51leadership competency version 2competencyfactorlevel 1level 2level 3level 4passionfully commits on the job. has great enjoyment of doing it. is proud to share the excitements of being a member

14、of mindshare. is curious about new happenings related to media industry. actively seeks industry best practices and success stories. is confident to present own plan and promote it persuasively to others. studies industry visionary practices and learns from pioneers. is enthusiastic to make dramatic

15、 progress and solicit support from key persons. frequently conveys the most appealing points of media industry to arouse others interest. is energetic to share strategic intent and win commitment throughout the organization. excellenceconstantly stretches oneself. desires to deliver the best possibl

16、e results. high standards constantly makes extra efforts to exceed others expectations. proactively seeks new challenges to make rapid technical advancement. actively infuses new elements into operations to boost productivity. drives challenging or complex programs to improve operational efficiency.

17、 champions breakthrough initiatives to make great business impact. develops and integrates resources effectively to maximize business contribution. aggressively drives for new market penetration and existing market expansion to significantly grow business profitably. ventures on new ways of doing bu

18、siness to create new industry standards. customer centered(both internal and external customers) listens and asks right questions to understand customers needs. makes self available to help customers resolve their issues. constantly delivers timely and quality services to ensure customer satisfactio

19、n. actively collects and synthesize customer information to have holistic understanding of customer. studies new techniques to find the best implementation approach. continuously explores new solutions to exceed customer expectations. always stands in customers position to investigate its strategic

20、business issues and needs. anticipates and removes barriers to deliver customer promises. works as a consultant to help customer achieve or surpass business objectives. makes close contacts with major customers and partners to maintain executive level relationships. champions initiatives to build a

21、customer-centric organization. mobilizes possible resources and creates superior customer values to make big mutual wins. 52impacts of competencies to job performancepassionexcellenceinsightimaginationinspiringdynamicaccountabilityintegrityhave highattrition ratemakesimple thingscomplicatedmaintaint

22、he status quoalwaysmake excuses53application in selection54prioritizing competency items for the interviewcompetency itemsimportance towards performance(h, m, l)difficult to train(h, m, l)difficult to coach(h, m, l)prioritymotivationpassionexcellencethoughtleadershipinsightimaginationpeopleleadershi

23、pinspiringdynamicselfleadershipaccountabilityintegrity55competency: passiondefinitionfully commits on the job. has great enjoyment of doing it.categoryincidentsprobing questionsdemonstrated behaviorworkingexperience please explain the content of your previous job. what do you like the most in this j

24、ob? why? how do you convince other to support you? what results had you achieved on this job? what part of the job you like the least? why? what do you normally do about this part of the job?q personal interest matches with applied job.q like to collect and apply job related knowledge.q can explain

25、clearly the characteristics of the media industry.q apply for similar or related jobs.q works hare to complete job in time. what job related information do you normally collect? why do you collect them? through what channels? how frequent? what did you do after you collected them? how do you share t

26、he information with others? can you share some real incidents with us? what does it attract you to enter or continue staying in the media industry what are your main considerations for such a decision? what kind of data you did collect? how do you utilize these information to do your job? did you ha

27、ve to work over time frequently? how frequently did you work overtime? how did you normally handle it? how did the company pay for overtime? please give me an example of an assignment that you had to put in extra effort to accomplish. have you ever been asked to accomplish a difficult and task in a

28、short period of time? what was the task? who had assigned you the task? were there anyone else participating in this task? how did you proceed with it and what was the result?demonstrated levelq level 1: continue to gain new knowledge and growth from his/her job.q level 2: continue to learn and appl

29、y successful experience from the industryq level 3: research and test advanced technology in the industry on the job.q level 4: can foresee the promising future of the industry and the company. spread the enthusiasm to others to generate interest and commitmentextra-curriculumactivities what kind of

30、 extra-curriculum activities had you engaged in? what was the one that involved the most? what had attracted you? what was your actual involvement? what had you achieved? had you accepted an assignment that needed to be done in a very short period of time? what was the task? what was so difficult? h

31、ow did you urge yourself to proceed with it? what was the result?education what was your major in school? what was your most interested subject? why? had you put in extra effort into that subject? what was the score? what was your least interested subject? why? were there subjects that you were not

32、really interested but had to study hard? what were the subjects? why were they difficult to study? how did you persist yourself through? what were the grades of these subjects?56application in performance managemet57smartgoalsleadership/corecompetencyrole of performance management systemrecruitmentd

33、evelopmentpromotiontalentmanagementperformance managementcompanystrategic intent,vision & valuesceobalanced goals & strategiescascadinggm directors a. directors managersstrategy mgt systemperformance mgt systemrelated hr systems58performance management systempurposelink individual performanc

34、e to business objectives and company strategic intentenhance company core / leadership competencysupported byreward for performancekey elements of performance management systema. policies and proceduresb. performance appraisal and development plan formc. rollout trainingc1: for leaders: who need to

35、set performance goals, identify employee development needs and evaluate performance resultsc2: for non-leaders: who need to know how to work with their managers to enhance performancec3: for ceo/office heads: who need to know how to apply balance scorecard concept to develop balanced business goals5

36、9application in training and development60targetcodecourse namepassionexcellenceinsightimaginationinspiringdynamicaccountabilityintegritylevel11interview skillsxx2management development programxxx3leadership communication and facilitation skillsxxxlevel124creative problem solvingxxxlevel25managing h

37、igh performance teamsxxxlevel 36strategic thinkingxxx7creativity, innovation and changexxx8leadership programxxxxlevel49strategic planning and managementxxx10strategic leadership workshopxxxx11build customer centric organizationxleadership training roadmapdate: 3/11/05remark: what are not included:

38、passion: its hard to train. talent management & self-direction: these should be hr programs, not training courses.level 4 external relationship management should be a special program, not a training course.61leadership training roadmapfundamental leadership training courseshrm for non-hr manager

39、sleadership competency workshopleadership competency-based interview skillsmanagerassociatedirectordirectorgmnew to jobawareness imanagement developmentawareness ii awareness iifinance for non-finance managerschina expatriate programexperiencedcreative problem solvingsituational leadership icreative

40、 problem solvingsituational leadership iifacilitation skillscoaching skillscreativity, innovation, changehigh performance teamcoaching for performance skillsstrategic planningbuilding organizational capabilitychange management62training solutionscodecourse namemain contentstargetremark1interview ski

41、lls understand interview flow identify competency requirements learn behavior event interview skills practice bei skills summarize interview data and make selection decisionlevel 12management development program understanding the managerial role aligning team goals with company goals clarifying individual goals, expectations & responsibilities coaching and giving con