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无所畏惧的HR

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无所畏惧的HR

帮助公司取得好成绩

CreateSpace,

15 min read
10 take-aways
Text available

What's inside?

HR部门和HR专业人士应该更加大胆、自信、无畏。


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关键特征

  • 实用性

导读荐语

HR教育专家和咨询师大卫·福曼通过使用数据、事实和证据破除了外界对HR部门和专业人士所持有的偏见。当然,他也没有放过HR部门和专业人士存在的一些问题。他指出,HR领导未能跟上经济快速变革的潮流,没有适应这一潮流对企业组织内部的影响。他呼吁HR专员学习公司业务并找准公司定位,借此赢得信任并为公司做出更大的贡献。大卫·福曼提醒他们,现在必须要去学习基本业务知识,掌握数据并善于进行数据分析,同时敢于将HR部门的定位提升到公司最高的位置。通过阅读此书,公司领导将会收获许多能够有效应用到HR部门的建议、工具和思想。getAbstract向HR专业人士推荐福曼所传递的信息、建议和工具,建议响应他的号召并采取行动。

浓缩书

“无所畏惧的HR”

经济发展经历了由以工厂和体力劳动为主导到以白领阶层和知识为主导的演变,这一过程历时超过一个世纪。然而,一个全新的创意时代自1995年开始兴起。今天,发达国家的公司中,大部分价值都由“无形资产”创造,这包括领导的技能、员工的禀赋和他们所提供的想法、搭建的关系网络以及投入的热情。HR专家管理的是人,而人是决定公司成功、平庸或是失败最重要的资源。

过去,管理人员刻意将HR的工作与主要业务分隔开。HR经理虽然有能力,但因为不能插手业务,只能帮助公司不受常见问题的困扰,与工会打交道,同时满足工人的需要。然而,自21世纪初开始,HR开始面对越来越多的压力,这使其不得不转型升级,为公司业务做出更多贡献。HR必须通过提高公司业绩并提升自身在公司中的战略地位来扩大其影响力。

“证据”

20世纪90年代,西尔斯百货发现为增加员工参与度进行投资能够提高消费者满意度,促进消费者支出,因此为公司创造更多收入和利润。2001年,经典著作《人才大战》问世,麦肯锡研究人员在书中探讨了“人才思维”,这是当时许多公司和领导为了在创意时代保持竞争力所采用的思维方式。这一讨论带来了人们对人才和员工的关注。一些组织使用事实和数据表明,对员工进行投资的公司比不对员工进行投资的公司有较为明显的优势。随着大量证据表明,改善劳动力管理能为公司带来更好的业绩,...

关于作者

大卫·福曼(David Forman)是HR领域著名的教育家、导师、咨询师和作者。


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