HRQUALITYHR今日的形象和角色ppt课件

1、 HR QUALITY HR ManagementA New Mandate for Human ResourcesHR should be defined not by what it does but by what it delivers.RepositioningLotus-ChinaHuman ResourceJuly 5.2004 Lotus-ChinaHuman ResourceJuly 5.2004 HR 质量 HR 管理人力资源新的诠释HR 不应为做了什么而是传送了什么重新定位Todays Image and Role of Human Resources Policy Po

2、lice Regulatory Watchdog Hiring and Firing Managing Bureaucratic Aspects of Benefits Administration of Compensation Decisions Made by Others and,when HR is more empowered by senior management: Overseeing Recruiting Managing Training and Development Programs Designing Initiatives to Increase Workplac

3、e Diversity HR 今日的笼统和角色 政策管理 法规监控 雇佣和退工 安排劳动局规定的福利 薪资决议的行政任务 并且，当HR被给予更多的权益时: 更多关注招聘 安排培训和开展工程 自动添加任务空间多样化 Why HR Matters Now More Than Ever Globalization:Increase the ability to learn and collaborate and to manage diversity,complexity,and ambiguity. Profitability Through Growth:Being innovative,enc

4、ourage free flow of information,and shared learning among employees.being more market focused and integrate different organizations work processes and cultures. Intellectual Capital:Find,assimilate,develop, compensate,and retain highly skilled individuals who can drive a global customer focused orga

5、nization Continuous Change: Create a healthy discomfort with the status quo,an ability to detect emerging trends quicker than the competition,an ability to seek new ways of dong business. 为什么HR的事务比以往更多 全球化:添加学习和协作才干， 安排使之多样化、复杂化和边境模糊 培育受害:培育创新精神，使信息自在流通,加强雇员间的学习交流，以市场为中心，整和不同组织的任务程序和文化. 智力资本:发现、吸收、开

6、展、补充和保管那些能驾御全球关注组织客户的高技术人才。 继续变化: 发明一种安康的形状,和一种比竞争对手更加快发现新趋势的才干 ，和一种寻觅新方法做事请的才干。The New Role of Human Resourcesin strategy execution for work organizationto balance employees & corporate interestsof continuous organizational transformationPARTNERCHAMPIONEXPERTAGENTAchieving Organizational Excellence

7、 means:Enrich the organizational s Value to Customers,Investors,and Employees人力资源的新角色在执行战略中 对于任务组织平衡员工和公司的利益继续组织的更新同伴 拥护者 专家 代理组织的优化意味着：对于消费者、投资者以及员工而言，组织的价值被提高了organizationalHR as a Partner in Strategy ExecutionPARTNERin strategy executionStrategy is the responsibility of the execution team-of whic

8、h HR is a memberHR should impel and guide serious discussion of how the company should be organized to carry out its strategyHRs responsibilities are:Define the organizational architectureStrategy,structure,systems,staff,style,skills,shared valuesDefine measurementcalculate dimensionsnote windows,do

9、ors,staircasesexamine the plumbing and heating infrastructuresConduct an organizational auditculturecompetenciesrewardsgovernmentwork processesleadershipIdentify methods for renovating the organizationProposing,creating,and debating best practices inCultural change programappraisal systemsteam-based

10、 organizational structuresetc.Set clear priorities,and align HR work with strategyJoin Forces with operating managers to systematically assess the impact and importance of initiatives,such asPay-for-performanceorganizational teamworkaction-learning anizationalHR作为同伴在执行战略中同伴在执行战略中战略

11、是HR作为团队一员的执行责任HR推进指点公司被组织和执行它的战略的严肃讨论HR的责任为定义组织的构造战略、构造、系统、员工、风格、技艺以及价值分享定义尺度计算范围记录窗口、门和扶梯检测管道和加热设备处置组织的审计文化竞争力报酬政府任务程序指点才干阐明革新组织的方法建议、发明、以及讨论最好的实施方法文化变动程序评价系统基于团队的组织构造其它确定优先权，并将HR的任务与战略结合积极与执行经理共同系统评价员工积极性的影响和重要性，例如：鼓励机制组织化团队任务任务中学习的才干其它HR as a Expert in Work OrganizationEXPERT for work organizatio

12、nImprove the efficiency(I.e.increase credibility) of own function and the entire organizationHRs responsibilities are:Make HR processes better,faster,and valueExamples:create a fully automated and flexible benefits programuse technology to screen resumes and reduce cycle time for hiring new candidat

13、ecreate an electronic bulletin board that allows employees to communicate with senior executivesRethink how work is done throughout the organizationExamples:design and implement a system that allows departments to share administrative servicescreate centers of expertise that gather,coordinate,and di

14、sseminate vital information about market trends,or organizational processesHR 作为任务组织的专家专家对于任务组织提高本人和整个团队的任务效率提高信任度HR的责任是：使HR的任务程序更好，更快，更廉价例子：发明完全自动灵敏的福利程序运用技术挑选简历并且减少聘用新员工的时间建立电子信息传输专栏，可以允许普通员工和高层指点的交流重新思索整个组织的任务如何开展例子:创建和执行一个允许部门分享行政效力系统 创建一个可以集中、共享、传播关于市场趋势和组织进程重要信息的专门中心 HR as a Employee championt

15、o balance employees & corporate interestsEnsure that employees are engaged-that they feel committed to the organization and contribute fullyOrientating and training line management in people management issues,especially how to achieve high employee moraleHolding a mirror in front of senior executive

16、s,e.g.through employee surveys and multi-source feedback processesAnalyze and eliminate causes of low moraleoffer employees opportunities for personal professional growthProvide resources that help employees meet the demands put on themBeing an advocate for employees and be their voice in management

17、 discussionsCHAMPION HR 作为员工拥护者平衡员工和公司的利益确认员工完全沉浸与组织中并奉献其中指点和培训部门经理关于人员管理,特别是如何获得高的员工士气高层面前的一面镜子，例如：经过员工的传送和多角度的反响程序 分析和减少引起员工低士气的缘由 提供员工个人职业开展的时机在员工遇到困难时提供协助在高层讨论中作为员工的代言人拥护者 HR as a Change agentof continuous organizational transformationThe primary difference between winners and losers in business

18、 will be the ability to respond to the pace of change,to adapt,learn,and act quicklyHRs responsibilities are:AGENTBuild the organization capacity to embrace and capitalize changeCreate high-performing teamReduce cycle time for innovationImplement new technology timelyMake sure that broad vision stat

19、ements get transformed into specific behaviorsHelp employees figure out what work they can stop,start and continue to make the vision realisticReplace resistance with resolution,planning with results,and fear of change with excitement about its possibilitiesUse a change model to identity the key suc

20、cess factors for change and assess the organization strengths and weaknesses regarding each factor HR 作为代理继续组织的更新胜利者和失败者在任务中主要的不同是：快速改动的步伐、顺应、学习、行动的才干HR的职责是:代理建立组织支持和利用改动的才干创建高效的团队 减少革新的循环时间及时执行新技术确保信息板中对一些详细行为的陈说协助员工确认一些可以停顿的任务,开场和继续一些正确的目光替代对于解答、方案结果和等待其能够结果的改动的恐惧的抵抗用改动的例子去辨明胜利改动的关键要素以及关于组织优缺陷关联要素

21、 Key Success Factors for ChangeShaping a visionCreating a shared needMaking it lastMonitoring progressModifying systems and structuresMobilizing commitmentLeading changeFour steps cultural changeDesign and clarify concept of cultural changeArticulate why cultural change is central to business succes

22、sDefine a process for assessing the current culture and the desired new culture,as well as for measuring the gap between the twoIdentify alternative approaches to creating culture change改动的关键要素立场清楚创建共享需求使其继续监控过程改动系统和构造使执行自动化指点改动文化改动四步走设计和明晰文化改动的概念阐明文化改动是事业胜利的中心 定义评价当前文化和期望中的新文化，以及两者的不同的过程认识去发明文化改动的不

23、同方法The New HR RoleCommunicate to the organization that the “soft stuff matterExplicitly define the deliverables from HR,and hold HR accountable for resultsInvest in innovative HR practicesImprove quality of HR professionalsTaking HR to be a Business Partner HR should be defined not by what it does,

24、but by what it delivers新 HR 角色传送组织中的软资料明确HR和HR可丈量的结果的传送性的定义引进HR实施的创新方法提高HR职业化把HR当作生意同伴 HR 不应为做了什么而是传送了什么HR Roles in the Building of a Competitive OrganizationFuture Focused/StrategicStrategic Human Resources ManagementChange and Transformation ManagementWork Processes Improvement ManagementEmployees

25、 Contribution ManagementProcessesPeopleDay-to-Day/OperationalHR 在建立有竞争力的组织中的作用集中性和战略性的未来战略性的人力资源管理变化的管理任务进程提高管理人才奉献管理进程人才日常的/可操作的HR Roles in the Building of a Competitive OrganizationFuture Focused/StrategicLotus culture/Way of doing thingsAlignment with mission, values, core beliefsHR strategic Pla

26、nning aligned with the businessKeep & Get & GrowProcessesPeopleDay-to-Day/OperationalOrganizational StrengtheningInternal CommunicationLeadership DevelopmentCoaching for ImprovementKey Performance Indicators(KPI)Management Information ToolsPolicies and ProceduresAccompanying and Evaluation Systems/P

27、eople Software othersLife Value ProgramPerformance evaluationKey Training & Development ProgramsStudent and Trainee ProgramsMBATalent Search Program othersHR 在建立有竞争的组织的作用集中性和战略性的未来易初莲花文化/做事方式使命、价值观和中心信仰HR 联络业务开展的战略方案坚持生长进程人才日常的/可操作的组织的强大内部的沟通指点艺术的开展培训中心绩效目的(KPI)安排信息工具政策和法规评价系统/人才软件 其它整个薪资系统绩效评价中心培训和

28、开展方案学生和实习生方案MBA猎头方案 其它Old MythsPeople go to HR because they like peopleHR is full of nice peopleHR deals with the easy part of a business and therefore it is not evaluatedHR work to be health-and-happiness and rules police and patrolNew RealitiesHR departments ate not designed to offer corporate the

29、rapy or social treatments or heath and happiness. HR professionals must create practices make employees more competitive,not more comfortable.HR practices impact in the business results can and must be evaluated. HR professionals must learn how to translate their work in a measurable performanceHR p

30、ractices dont exist only to make employees happy,but to make them become committed and productive.HR professionals must help managers to commit the employees and manage the policiesSometimes, HR practices must force vigorous debates. HR professionals must be as challenging and confrontative as suppo

31、rtable 老的观念人们去HR任务是由于对人的喜欢HR 里都是好人HR 做的是任务中的容易部分 ，所以HR不会被评价HR的任务是成为安康的和高兴的，控制警察和巡查新的观念HR 是一个不易于提供对于安康和高兴的集体疗法和全体治疗的部门. HR专家们必需创建使员工更加有竞争力和称心度的实际HR 实际影响的业务结果必需被评价. HR 的专家必需学习怎样使他们的任务成为可以丈量的HR 实际不仅仅使员工称心,而且使员工成为仔细和有效果任务的. HR专家必需协助经理如何对待员工和安排政策有时, HR 实际任务必需加强活泼的讨论. HR专家必需成为有竞争力的、英勇的和可支持性的New RealitiesT

32、he globalization will demand, each time more, that people think in global terms, but be capable to act according to the local needs.It will be each time more necessary, in the work environment, that people have the capacity to understand,accept and live with the cultural diversity of people from dif

33、ferent races.,countries,ages,specializations, etc. The new technologies will demand new relationship ways at work and,mainly,new leadership ways,because they will affect,deeply,the way and the place where the work is done,the speed of communications and the need of personal contacts.The work legisla

34、tion will be modernized.The rhythm of evolution and changes will intensify the need of freedom to abandon useless competencies and will demand a bigger dedication developing new competencies needed in the business environment where people live.新的观念全球化是需求的, 但更多的时候, 人们被需求的是在全球团队中有才干根据本地的需求而任务.在任务环境中，人

35、们了解、接受多种文化、种族、国家年龄、特殊的人群，并与之生活的才干显得更加需求.在任务中新技术需求新的联络方式，更需求新的指点方式，由于他们将要深化影响任务的方式和地点、交流的速度和个人联络的需求 .任务的法那么成为现代化.演化和改动的速度将要加强自在的需求去丢弃无用的技艺以及需求更大的奉献去开展新的被需求的技艺在人们生活的业务环境中.New RealitiesThe ancient corporate stability psychological contract will be practically non existent. People will search,each time

36、more,corporation that,at every moment,offer them better opportunities of self development and realization.Each time more people will desire to understand what is their effective contribution to the organizations,demanding the breakthrough of departmental and company walls in order that they work tog

37、ether with their suppliers and internal and external clients.Each time more the talents,the people with high potential,will have conscience of their differentiate competencies and will demand adequate material compensation and social acknowledgement.A war for competencies is on course and winning it

38、 will be vital to competitiveness. People will search,each time more,companies capable of managing their intellectual capital,providing participative environments where the ideas generated are fast generalized and disseminated,where the creativity is motivated and where there is empathy,respect to t

39、he self esteem and affective treatment between peoplepetent leader will be essential. 新的观念古代集体稳定的心思契约将不再存在. 人们将要找寻能提供更多自我开展和自我实现时机的集体.每一次更多的人将盼望被了解他们对组织有影响的奉献,需求突破部门和公司的范围为了和他们的供应商或内部的外部的客户一同任务。每次有更高潜力的人才会认知本人才干的不同性， 将需求足够的薪资和社会阅历.博得一个才干的战争对于竞争是非常重要的。人们更多的时间将要找寻，公司有才干安排他们的智力财富，提供可参与的环境，在这里理想可以更快的集中和

40、吸收，这里发明力是被鼓励的，是可以产生共鸣的，并且尊重每一个人的自我认可和影响力.有才干的指点是非常重要的.New HR STRUCTURERecruiting and Selection of potential leadershipClimate Surveys360 AssessmentLeadership assessmentTop 25Advanced leadership DevelopmentLeadership FoundationsOrientation Program(30-60-90)Negotiation trainingDevelopment centerStore

41、of learningActivitiesDevelopment ManagementCorporate & re-brandingPRESIDENT-LED Organizational StrengtheningPeople Software Performance EvaluationTraining and DevelopmentKey Performance IndicatorsSuccession PlanningHR Strategic PlanningTrainee and intern ProgramsCoaching PolicyPeople PoliciesOpen DoorOthers0新HR构造招聘和选择有潜力的指点市场调查360