《人才管理：员工的态度与留住人才的方式》

TalentManagement–fromEmployeeAttitudetoRetentionApproach人才管理：员工的态度与留住人才的方式PeterCappelliProfessorandDirector教授及主任CenterforHumanResources人力资源中心TheWhartonSchool沃顿商学院IsThereSomethingReallyDifferentAboutJobsNow?现在的工作真的有所不同吗？•Yes.Thenotionofasecure,long-termcareerishardertoimagine.是的，一份安全、长期的工作的概念职业更加难以想象。•Duringtheeconomic“boom”49%stillhaddownsizing即便在经济繁荣期，依然有49%的企业在缩小规模。•AMAsurvey–63percentcuttinginonedivisionandexpandinginanother美国管理学会调查-63%的企业在边减边扩•Economyturnsfast–经济转变迅速–Employersexpectingtohire19%morecollegegradsinSpring2001thanin2000.2001年春季，雇主们计划比上年多招19%的大学毕业生。–BySept2001,expectingtohire20%fewergrads.到2001年秋季，他们却计划减少20%。It’sTheNewDealatWork工作中的新状况•TheEndofLifetimeCommitments停止终生承诺•ButWorkersarenotallTemps,Either!但员工并不都是临时的•It’sanOpen-EndedArrangement,negotiatedandbasedontheoutsidemarket这种安排是开放的、可协商的、以外部市场为基础的•Whydoesthatmatter?为什么很重要？IsThisReallyNew?真是新事物吗？•ThatDependsonHowOldYouAre–TheShortHistoryofLifetimeEmployment这要看你的年纪有多大–终身雇用制短史•WhyWeMovedTowardCareersInsideCompanies我们为什么把事业转移到公司里？•ItWasn’tAlwaysSoGreat.RememberTheOrganizationalMan?情况并不总是很好。记得“组织人”吗？WhatCausedtheChange?改变的原因•InstitutionalOwnershipandShareholderValue:TheScottPaperCase所有者制度与股东价值：斯哥特纸业案例•PressuresfromMarkets:SpeedandVariety市场的压力：速度与变化•TheThirdWaveofCorporateRestructuring公司重组的第3次浪潮•NewManagementTechniques:BringingtheMarketInsidetheFirm新的管理技巧：将市场引入公司内部EffectsonEmployeeManagement对员工管理的影响•EmployeeTenure:员工任期–Downwithemployer:Upwithoccupation随雇主变短：随职业变长–Dismissalsquicker解雇更迅速•Training:Notrising培训：没有增长•Wages:Returnstoseniorityfalling工资：年资上的回报下降•TheBigManagementChallenges管理大挑战–Retention,TrainingInvestments,Commitment留用、培训上的投资、承诺HowAboutDemographics?人口统计学的状况如何？•AreThereShortagesofSkills?有否技能短缺？–Oristheproblemmorecomplex?或者这个问题更复杂？•HowAboutTechnicalandITSkills?技术与IT技能–The“Cobweb”Model“蛛网”模型…WhatElse?还有什么?•TalentManagement–thebestreallymatter人才管理——精英的确很重要–Jobsoffermorescopeforcontributions工作为贡献提供更大的空间–Poorperformersaredemoralizing绩差员工日子不好过•PerformanceManagement–howcanyoutellwhothebestare绩效管理——你怎么知道谁最好？Ifyourbestemployeehadanoffertoleaveat2xthepay…如果你的最佳员工离去，投奔另一个报酬翻番的工作…Couldyoumatchit?你能给他同样的报酬吗？Howdoyoufeelaboutforcedrankings?你对强制性等级有何看法？Whyaretheypopular?为什么流行？…DoestheNextGenerationReallyHaveDifferentAttitudes?…新一代真有不同态度吗？Whatdotheyexpectfromjobs?他们对工作有何期待？CharacteristicsinFirstEmployers*第一位雇主的特征Pleaseratetheimportanceofeachofthefollowinginchoosingafirstemployer请为下面这些在挑选第一位雇主时所考虑因素的重要性打分•Challengingassignments工作的挑战性•Companyvaluesbalancebetweenpersonallifeandcareer公司重视工作与生活的平衡•Competitivebenefits福利有竞争力•Competitivesalary工资有竞争力•Financialstrength财务有实力•Goodreferenceformyfuturecareer对未来发展有帮助•High-achieverprogram高成绩者计划•Highethicalstandards道德水平高•Immediateresponsibility立即负责•Likeable/inspiringcolleagues同事令人喜爱与鼓舞•Ongoingeducationalopportunities继续教育机会•Opportunitytoinfluencemyownworkschedule有机会影响自己的工作安排•Opportunitytospecialize有机会精专•Opportunitiesforcontinuouslearning有机会继续学习•Secureemployment安全的聘用•Varietyoftasksorassignments多样的任务或工作•FromPricewaterhousesurveyof1500MBAstudentsfromaroundtheworld来自普华的调查，范围包括1500名世界各地的MBA。CharacteristicsinFirstEmployers第一位雇主的特征Pleaseratetheimportanceofeachofthefollowinginchoosingafirstemployer请为下面这些在挑选第一位雇主时所考虑因素的重要性打分Goodreferenceformyfuturecareer对未来发展有帮助-------------------------------------------42%Companyvaluesbalancebetweenpersonallifeandcareer公司重视工作与生活的平衡---41%Likeable/inspiringcolleagues同事令人喜爱与鼓舞------------------------------------------37%Competitivesalary工资有竞争力-------------------------------------------------------------34%Challengingassignments工作的挑战性--------------------------------------------------33%Competitivebenefits福利有竞争力------------------------------------------------------32%Opportunitiesforcontinuouslearning有机会继续学习----------------------------31%Opportunitytospecialize有机会精专--------------------------------------------30%Secureemployment安全的聘用------------------------------------------------30%Financialstrength财务有实力-------------------------------------------------29%Highethicalstandards道德水平高------------------------------------------29%Ongoingeducationalopportunities继续教育机会------------------------27%High-achieverprogram高成绩者计划---------------------------------------26%Varietyoftasksorassignments多样的任务或工作---------------------------26%Immediateresponsibility立即负责----------------------------------------------------24%Opportunitytoinfluencemyownworkschedule有机会影响自己的工作安排----24%TheirAttitudesAreDifferent他们的态度确实不同•Theydon’tbelievetheolddeal.他们不相信过去的规矩•Morewillingtotakerisks--failureok更愿意冒险——失败，没关系•Buildingcareersacrossjobs在工作中建立事业–autonomy独立–clearperformancemanagement清晰的绩效管理–preferflathierarchy喜欢扁平的层级•Whattodo?做什么？–Explicitandshort-termcontracts明了清晰的短期合同–tailorjobtoindividual工作内容量体裁衣PerformanceManagementisCrucialtotheNextGeneration对新一代来说，绩效管理至关重要•Why?为什么–Becausetheirtrustisshort-term,theywantcriteriaspelledout因为他们的信任是短期的，他们希望有明确的标准。–Becausetheyaretryingtobuildaskillset,theywanttoknowhowtheyaredoing因为他们想要建立自己的技能，他们希望知道自己做得如何–CrucialtoTalentManagement,too对人才管理同样关键•Whattodoaboutit?该做什么？–Focusonsupervisors重点在主管–Performancereviewsanda