Managing Human Talent
管理人才
Human Resource Management (HRM)
人力资源管理（HRM）
- **HRM**: The design and application of formal systems to effectively use human talent in achieving organizational goals.
- **人力资源管理**：正式系统的设计和应用，以有效利用人才来实现组织目标。
- **Human Capital**: The combined knowledge, skills, and abilities of employees, which provide economic value to the organization.
- **人力资本**：员工的知识、技能和能力的综合体，为组织提供经济价值。
The strategy of HRM
人力资源管理战略
- Human Resource (HR) drives organizational performance
-人力资源 (HR) 驱动组织绩效
- Talent management is a top concern for all managers
-人才管理是所有管理者最关心的问题
Talent Management (TM)
人才管理（TM）
- **Definition**: A systematic process of attracting, identifying, developing, engaging, and retaining talent that is valuable to an organization.
- **定义**：吸引、识别、发展、吸引和保留对组织有价值的人才的系统过程。
- **Difference from HRM**: TM focuses on the human side, considering talent as a competitive advantage, while HRM takes a broader organizational approach.
- **与HRM的区别**：TM侧重于人的方面，将人才视为竞争优势，而HRM则采取更广泛的组织方法。
Benefits of Talent Management Approach
人才管理方法的好处
1. **Unified Workforce Management**: Ensures consistency across recruitment, training, and employee retention.
1. **统一劳动力管理**：确保招聘、培训和员工保留的一致性。
2. **Strategic Workforce Planning**: Helps anticipate future talent needs to avoid delays and optimize resource management.
2. **战略性劳动力规划**：帮助预测未来的人才需求，以避免延误并优化资源管理。
3. **Cost Efficiency**: Improves staffing levels to control expenses related to hiring and training.
3. **成本效率**：提高人员配置水平以控制与招聘和培训相关的费用。
4. **Broader Talent Pool**: Access to global talent, including freelancers and contractors.
4. **更广泛的人才库**：接触全球人才，包括自由职业者和承包商。
5. **Improved Workforce Analytics**: Enhances decision-making through better data on workforce trends and costs.
5. **改进劳动力分析**：通过更好的劳动力趋势和成本数据来增强决策制定。
Strategy Issues for Managers
管理者的战略问题
Hiring the Right People: Managers must hire people who help improve competitiveness, innovation, and customer service. This is crucial in global business environments, mergers, acquisitions, and even during downsizing.
雇用合适的人才：管理者必须雇用有助于提高竞争力、创新和客户服务的人员。这对于全球商业环境、合并、收购，甚至裁员期间至关重要。
Technology Application: Managers need to hire employees who can leverage new information technologies, such as mobile and digital platforms, to drive business success.
技术应用：管理者需要雇用能够利用新信息技术（例如移动和数字平台）的员工来推动业务成功。
Strategic Human Resource Management (SHRM)
战略人力资源管理（SHRM）
Definition: SHRM aligns the organization’s human resources (HR) with its long-term business goals. It's not just about managing people but ensuring HR practices (recruitment, training, performance appraisal) contribute to the overall business strategy.
定义：SHRM 使组织的人力资源 (HR) 与其长期业务目标保持一致。这不仅仅是管理人员，还确保人力资源实践（招聘、培训、绩效评估）有助于整体业务战略。
Talent as a Competitive Advantage: Companies that focus on developing and retaining human capital tend to be more successful. Effective HRM aligns talent acquisition and development with the company’s strategic goals.
人才作为竞争优势：专注于开发和留住人力资本的公司往往会更加成功。有效的人力资源管理使人才的获取和发展与公司的战略目标保持一致。
Impact of Federal Legislation on HRM
联邦立法对人力资源管理的影响
**Equal Opportunity Laws**: Laws ensure fair treatment and prevent discrimination in hiring and promotions.
**平等机会法**：法律确保公平待遇并防止招聘和晋升方面的歧视。
- **Affirmative Action**: Requires positive steps to ensure equal employment opportunities for protected groups
- **平权行动**：需要采取积极措施确保受保护群体的平等就业机会
Enforcement: These laws are enforced by government agencies to prevent discriminatory practices and ensure fair treatment in hiring, promotions, and compensation.
执行：这些法律由政府机构执行，以防止歧视性做法并确保在雇用、晋升和薪酬方面得到公平待遇。
End of Lifetime Employment
终身雇佣结束
Shifting Social Contract: The concept of lifetime employment, where employees stayed with a company throughout their career, is largely disappearing. Instead, the focus has shifted to employability.
转变的社会契约：终身雇佣的概念，即员工在整个职业生涯中留在公司的概念，正在很大程度上消失。相反，焦点已转向就业能力。
Individual: Develop their own skills and abilities and understand employer’s business needs and demonstrate their value to the organization
个人：发展自己的技能和能力，了解雇主的业务需求，并向组织展示自己的价值.
Employer: Offers creative training and development opportunities
雇主：提供创意培训和发展机会.
Shifting Social Contracts
不断变化的社会契约
- **New Concept**: Focus on employability (skill development) rather than lifetime employment.
- **新概念**：关注就业能力（技能发展）而不是终身雇佣。
- **Employer Responsibility**: Offers creative training and development opportunities.
- **雇主责任**：提供创造性培训和发展机会。
- **Employee Responsibility**: Develop skills and align with employer’s needs.
- **员工责任**：培养技能并满足雇主的需求。
Innovative HR Practices:
创新人力资源实践：
Blind Hiring: This approach focuses on assessing applicants based on their skills and job performance rather than factors like educational background, appearance, or past experience
盲目招聘：这种方法侧重于根据申请人的技能和工作表现来评估申请人，而不是教育背景、外表或过去经验等因素.
Employer Branding: promoting an organization as a highly desirable place to work
雇主品牌：将组织提升为非常理想的工作场所
Fast-Track Hiring: filling open jobs in days or hours
快速招聘：在几天或几小时内填补空缺职位
Acqui-Hiring: buying a start-up to get the talent
Acqui-Hiring：收购初创公司以获得人才.
Human Resource Planning:
人力资源规划：
Definition: Human resource planning involves forecasting the organization’s future HR needs and planning to meet those needs by aligning the right people with the right job vacancies.
定义：人力资源规划涉及预测组织未来的人力资源需求，并规划通过将合适的人员与合适的职位空缺相结合来满足这些需求。
Key Questions: HR planning answers important strategic questions like:
关键问题：人力资源规划回答重要的战略问题，例如：
What new technologies are emerging, and how will they impact our work systems?
正在出现哪些新技术？它们将如何影响我们的工作系统？
What types of employees (e.g., engineers, IT professionals) will we need, and in what numbers?
我们需要什么类型的员工（例如工程师、IT 专业人员）以及数量是多少？
Objective: The goal is to ensure that the organization has the right talent in place to meet future challenges and opportunities. It also involves succession planning and understanding the organization's talent gaps.
目标：目标是确保组织拥有合适的人才来应对未来的挑战和机遇。它还涉及继任计划和了解组织的人才缺口。
Recruiting
招聘
- **Recruitment**: The process of attracting qualified candidates, either internally or externally.
- **招聘**：从内部或外部吸引合格候选人的过程。
- **Job Analysis**: Identifies duties and skills required for a role.
- **工作分析**：确定角色所需的职责和技能。
Selecting
选择
- employers assess applicant to determine the fit between the job and applicant
-雇主评估申请人以确定工作与申请人之间的契合度
- **Application Forms**: Collect information about candidates' education and experience.
- **申请表**：收集有关候选人的教育和经验的信息。
- **Structured Interviews**: Can be structured (standardized questions) or non-directive (open-ended).
- **结构化面试**：可以是结构化（标准化问题）或非指导性（开放式）。
- **Employment Tests**: Include cognitive, physical, and personality tests to assess candidates.
- **就业测试**：包括认知、身体和性格测试以评估候选人。
Developing talent
发展人才
- **On-the-Job Training**: Employees learn job duties from experienced colleagues.
- **在职培训**：员工向经验丰富的同事学习工作职责。
- **Social Learning**: Informal learning through social media and collaboration.
- **社交学习**：通过社交媒体和协作进行非正式学习。
- **Corporate Universities**: In-house training facilities that offer learning opportunities.
- **企业大学**：提供学习机会的内部培训设施。
- **Promotion from Within**: Encourages retention by promoting employees, providing them with growth and new responsibilities.
- **内部晋升**：通过晋升员工、为他们提供成长和新的职责来鼓励保留。
Performance Appraisal
绩效考核
- **Purpose**: Evaluating, recording, and providing feedback on employee performance to guide improvement.
- **目的**：评估、记录员工绩效并提供反馈以指导改进。
- **Popular Approaches**:
- **流行方法**：
- **360-Degree Feedback**: Multiple raters, including self-assessment, to identify strengths and weaknesses.
- **360 度反馈**：多个评估者，包括自我评估，以确定优势和劣势。
- **Performance-Review Ranking**: Ranking employees relative to one another.
- **绩效评估排名**：对员工进行相对排名。
Compensation and Benefits (Employee Commitment)
薪酬和福利（员工承诺）
- **Compensation**: Includes both direct (wages, salaries) and indirect (benefits like insurance, leave) payments to employees.
- **薪酬**：包括向员工支付的直接（工资、薪水）和间接（保险、休假等福利）。
- **Pay Systems**:
- **支付系统**：
- **Job-Based Pay**: Based on the position.
- **基于工作的薪酬**：基于职位。
- **Skill-Based Pay**: Based on the employee’s abilities.
- **基于技能的薪酬**：基于员工的能力。
- **Pay-for-Performance**: Compensation tied to employee performance.
- **按绩效付费**：薪酬与员工绩效挂钩。
Termination and Exit Interviews
终止和离职面谈
- **Purpose**: Termination helps maintain an effective workforce by removing poor performers. Exit interviews provide insights into employee dissatisfaction and reasons for leaving.
- **目的**：解雇通过解雇表现不佳的员工来帮助维持有效的员工队伍。离职面谈可以深入了解员工的不满和离职原因。