人才管理(沃顿商学院教授讲义)0324

中国人力资源开发网（简称:中人网）

Talent Management –from Employee Attitude to

Retention Approach

人才管理：员工的态度与留住人才的方式

Is There Something Really Different About Jobs

Now?

现在的工作真的有所不同吗？

•Yes. The notion of a secure, long-term career is harder to imagine. 是的，一份安全、长期的工作的概念职业更加难以想象。

•During the economic “boom”49% still had downsizing 即便在经济繁荣期，依然有49%的企业在缩小规模。•AMA survey –63 percent cutting in one division and expanding in another 美国管理学会调查-63%的企业在边减边扩•Economy turns fast –经济转变迅速

–Employers expecting to hire 19% more college grads in Spring 2001 than in 2000.2001年春季，雇主们计划比上年多招19%的大学毕业生。

–By Sept2001, expecting to hire 20% fewer grads.到2001年秋季，他们却计划减少20%。

It’s The New Deal at Work

工作中的新状况

•The End of Lifetime Commitments 停止终生承诺

•But Workers are not all Temps, Either!

但员工并不都是临时的

•It’s an Open-Ended Arrangement, negotiated and based on the outside market

这种安排是开放的、可协商的、以外部市场为基础的•Why does that matter? 为什么很重要？

Is This Really New?

真是新事物吗？

•That Depends on How Old You Are

–The Short History of Lifetime Employment

这要看你的年纪有多大–终身雇用制短史

•Why We Moved Toward Careers Inside Companies 我们为什么把事业转移到公司里？

•It Wasn’t Always So Great. Remember The Organizational Man? 情况并不总是很好。记得“组织人”吗？

What Caused the Change?

改变的原因

•Institutional Ownership and Shareholder Value: The Scott Paper Case

所有者制度与股东价值：斯哥特纸业案例•Pressures from Markets: Speed and Variety 市场的压力：速度与变化

•The Third Wave of Corporate Restructuring 公司重组的第3次浪潮

•New Management Techniques: Bringing the Market Inside the Firm

新的管理技巧：将市场引入公司内部

Effects on Employee Management

对员工管理的影响

•Employee Tenure: 员工任期

–Down with employer: Up with occupation

随雇主变短：随职业变长

–Dismissals quicker 解雇更迅速

•Training: Not rising 培训：没有增长

•Wages: Returns to seniority falling 工资：年资上的回报下降

•The Big Management Challenges 管理大挑战–Retention, Training Investments, Commitment 留用、培训上的投资、承诺

How About Demographics?

人口统计学的状况如何？

•Are There Shortages of Skills? 有否技能短缺？

–Or is the problem more complex? 或者这个问题更复杂？•How About Technical and IT Skills? 技术与IT技能–The “Cobweb”Model “蛛网”模型

…What Else?

还有什么?

•Talent Management –the best really matter 人才管理——精英的确很重要

–Jobs offer more scope for contributions 工作为贡献提供更大的空间

–Poor performers are demoralizing

绩差员工日子不好过

•Performance Management –how can you tell

who the best are

绩效管理——你怎么知道谁最好？

If your best employee had an offer to leave at 2x the

pay…

如果你的最佳员工离去，投奔另一个报酬翻番的工作…

Could you match it?

你能给他同样的报酬吗？