Improve the quality of structural optimization, mechanism innovation to activate talent, change management to improve efficiency

远程诊断+培训平台+流动式放射科 罗湖医疗远程诊断中心将开始运…

未来中国人才供给改革与人才管理的核心目标到底是什么?第一是激活人才价值,第二是如何提升人才品质,第三是如何提高人才的效能。转化成24个字就是:结构优化、提升品质;机制创新、激活人才;变革管理、提升效能。
提高干部的领导效能
我们称之为干部的使命、责任、能力建设工程。中国企业人才问题从企业角度讲本质上是干部队伍建设问题,干部如果没有使命感、干部缺少激情,不敢担当创新变革的风险,这个企业是不可能充满活力与创新的。
优化组织和人的配置,减人、增效、涨工资
中国国企和民企都面临人浮于事,人才沉淀不创造价值的问题。人力资源效能可优化的空间大概占30%到50%,换句话说,一个企业减掉三分之一的人不会影响整个企业经营活动。所以现在很重要的任务是拆庙、减人,简化组织,减人、增效、涨工资。
承认人力资本的价值,构建共创、共担、共享的人才机制
使得人才价值创造能够真正得到回报,人才与组织真正形成利益共同体、事业共同体、命运共同体,通过合伙人制度,使得人才不仅可以参与企业利润分享,还能够参与企业的经营决策,尤其是体现人才在企业经营管理上比货币资本拥有更大的话语权。
推进以奋斗者为本的人才机制创新
不断的剔除懒人、慵人、搭便车的人,不创造价值的人,剔除这几类人,让价值贡献者和奋斗者更有机会、更有资源、更有回报。

开展自我批判运动
铲除障碍组织成长的四大毒瘤:第一是山头主义,第二是官僚,第三是腐败,第四是惰怠。如果不解决“山头”问题,企业会无法整合资源并协同作战;不能解决官僚主义决策会越来越偏离市场、偏离客户的价值;如果不解决腐败问题,堡垒就会从内部被攻破;如果不解决懈怠的问题组织就不能充满激情和活力。
组织优化,组织扁平化,提高一线的综合作战能力
改变科层式的组织结构,从金字塔结构真正转向倒三角,从过去屁股对着客户、脑袋对着老板,现在倡导屁股对着老板,脑袋对着客户,真正使得整个组织能够做到面对客户和市场一体化运作。
推进人力资本价值管理核算,实现组织微化与自主经营
所谓人力资本价值核算就是全面核算人力资本的价值创造,对组织中每个团队、每个人究竟为组织创造什么价值进行会计核算。海尔这几年推进的自主经营体及人力资源第四张财务报表,就是一种创新尝试,使人才管理真正进入计量核算时代。组织越来越微化,越来越能够通过核算体系的建立实现自主经营的有机组织。
提高人才管理的战略地位与业务价值

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。
全面推进认可激励,激发基层员工参与感,提高员工体验价值
员工只要做了任何有利于客户、有利于企业、有利于个人发展的事情都进行认可和通过积分方式给员工更多的荣誉认可,荣誉认可基础上再加上物质鼓励。
关注潜能,精准选人,打造高效的人才供应链
选人比培养人更重要。由于现在用的人才越来越高端,不像过去低层次人才,现在要精准选人,打造全球人才供应链,在全球去整合人才。这就涉及到如何去选择那些最聪明、最能干、最有兴趣干的人。
作者彭剑锋
激发积极性,提高执行力
帮助企业解决金钱不能解决的问题
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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

如何科学的进行信息安全投入:信息安全不是火箭科学

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.
中小企业的网络安全将渐渐演变成为终端的安全,然而和中小企业的商业成功密切相关的信息安全却不仅仅停留在终端的层面,确实很惹关注。
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
Arouse the enthusiasm and improve the execution
Help enterprises solve the problem of money can not be solved
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Sweep the concern of the public, WeChat

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