"HR practitioners in China and India are similar in many ways still in the initial stage." Recently, the global human resources master, University of Michigan Ross School of Business Professor 鎴寸淮灏ら噷濂?speech at Tsinghua University, said.
鎴寸淮灏ら噷濂?name in China, far less than Peter Drucker, Michael Porter to the loud.
However, in the U.S. "Business Weekly" survey was held, Dai is the management of most companies welcome the master, ranked in the Drucker and Porter before. He first proposed the "human resources" (human resource, HR) concepts, and made great contributions in this area. This time, Dai's visit is mainly taught in the context of globalization challenges facing human resources management and competency of employees.
鎴寸淮灏ら噷濂? globalization not only brings national business opportunities and resources, and more confusion and challenges. Different countries have different cultures, regulations and customs, which will allow business operators not meet the test as never before. Every enterprise must be based on the time, local conditions make the correct and timely response, otherwise not only chicken egg fly and may play. "Doing Business in China with the United States, the European Union to do business on the big difference."
Mr Dale believes that to make the correct and timely response can not do without an efficient organization, the arrangement and deployment of human resources can not be separated. In the new situation, the values of human resources and career development need innovation and improvement. "Enterprise mobility of staff in enhancing the customer and consumer behavior is changing, increasingly intense business environment, which will give raise new questions of human resources."
In his view, human resources should be able to meet the corporate strategy and business needs, otherwise its value will be subject to question. It is based on this concept, Dai began his "competence of human resources."
The study has been carried out for 20 years of data collection, the world's more than 40,000 human resources professionals involved in the research, China is the first time to join.
From his survey, China's HR significantly in the infancy stage. "Human resources professionals, practitioners experience a very short, most not more than 5 years. Assumed more of a daily work, rather than the more important part. They are often paid to recruit or dismiss people who wound affairs. "
鎴寸淮灏ら噷濂?his research model is divided into six latitude: a trusted active practitioners, cultural managers, talent manager / organization designer, designers of strategic change, business alliances and tactical daily work at home. One major tactical daily work is to implement policies and personnel work the development of human resources information technology, rather than participate in more important work. "This is obviously not enough, can not allow the company satisfied."
He cited an example. One day, Apple's Steve Jobs to call him, complaining about Apple's former human resources staff will passively listen to commands, and Steve Jobs can not be "meaningful debate" and therefore want to challenge him to find HR. "No doubt, HR in the enterprise should be an active, positive role." Juric said this would include the equitable transfer of human resources results, build trust, create organizational and communication to maintain strategic sensitivity, promote culture change and to make more personalized.
According to his global survey of HR significantly behind China and even Europe and the United States lags behind India. In the "trusted active practice", "cultural management" and "talent manager / organization designer", China's HR's score must be significantly less than the United States, Canada, Latin America and Australia and other regions of the HR. "Our work is more of an implementation, rather than decision-making." HR manager of a Chinese company says. The 鎴寸淮灏ら噷濂?assessment is that overall, China's influence and contribution of HR power there is room for growth.
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