以三支柱模型为核心,构建人力资源平台化、大数据；创新人才资源产品与服务；人力资源部的设置不再简单的按照单一专业功能，而是按照如何去服务于战略，如何去服务于业务体系和员工。按照三个方向构建人力资源部门，即参与制定战略的COE中心、渗透业务的H R B p 中心、服务员工平台化s s c 中心。
In the future, what is the core goal of China’s talent supply reform and talent management? The first is to activate the value of talent, second is how to improve the quality of talent, and the third is how to improve the effectiveness of talent. Translated into 24 words is: structural optimization, improve quality; mechanism innovation, activate talent; change management, improve efficiency.
Improve the leadership effectiveness of cadres
We call it the mission, responsibility and capacity building of cadres. China enterprise talent problem from the perspective of enterprises is a problem of cadres, cadres and cadres mission if there is no lack of passion, dare to play the innovation risk, this is impossible for an enterprise full of vitality and innovation.
Optimization of organization and the allocation efficiency, personnel and wages
Chinese state-owned and private enterprises are facing the problem of personnel not more personnel than work available, creating value. The efficiency of human resources can be optimized in the space of about 30% to 50%, in other words, an enterprise will not affect the loss of more than 1\/3 of the entire business activities. So it’s very important task is to remove the temple, people and simplify the organization, personnel and efficiency wages.
Recognize the value of human capital, build talent mechanism to create, sharing, sharing
The talent value creation can really be rewarded, real talent and organization interests community, business community, community of destiny, the partner system, the talent can not only participate in profit sharing, but also to participate in the decision-making of enterprises, especially the embodiment of talents in enterprise management than monetary capital have a greater right to speak.
Promoting the innovation of talent mechanism based on the people oriented
To eliminate lazy, careless, hitchhiker, do not create value, eliminate this kind of people, so that the value of contribution and struggle more opportunities, more resources, more rewarding.
Self critical movement
The eradication of the four cancer tissue growth disorders: the first is sectarianism, second is bureaucratic, third is corruption, fourth is lazy. If you do not solve the problem of hill, the enterprise will be the integration of resources and coordinated operations; can not solve the bureaucratic decision-making will become increasingly deviate from the market, from the customer value; if you do not solve the problem of corruption, the fort will be broken from the inside; if you do not solve the problem of the organization cannot slack is full of passion and vitality.
Organization optimization, organization flattening, improve the comprehensive combat capability
Change the structure of the hierarchy, from Pyramid to the real structure of the inverted triangle, from the past, the head to the boss ass in front of customers, now advocate the buttocks to the boss, the head to the customer, really makes the whole organization can do with customers and market integration operation.
Promote human capital value management accounting, organization and operation of micro
The so-called human capital value accounting is a comprehensive accounting of human capital value creation, the organization of each team, each person for the organization to create what value accounting. Haier in recent years to promote the autonomy of the body and the human resources of the fourth financial statements, is an innovative attempt to make the real talent management into the era of accounting measurement. The organization is becoming more and more micro, more and more able to realize the organic organization of independent management through the establishment of accounting system.
Improve the strategic position and business value of talent management
The three pillar model as the core, the construction of human resource platform, big data innovation products and services; human resources; the human resources department is no longer a simple function according to a single professional, but according to how to serve the strategy, how to serve the business system and staff. In accordance with the three directions to build the human resources department, which is involved in the development of strategic COE center, the infiltration of business H R P center, service staff platform s s C center.
Comprehensively promote the recognition of incentives to stimulate the sense of participation, improve the value of employees experience
The staff you do anything to help customers, help enterprises, is conducive to the personal development of things and recognized by integral way to give the employees more honor recognition, honor recognition plus material encouragement.
Focus on potential, accurate selection, to create efficient supply chain
Selection is more important than training people. Due to the use of talent is now more and more high-end, unlike in the past low level talent, and now to accurate selection, to create a global talent supply chain, to integrate talent in the world. This involves how to choose the most intelligent, most capable, most interested in doing.
Author Peng Jianfeng
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