建立一个更好的hr团队.doc

外文文献翻译译文 外文原文 原文： Building a Better HR Team Contents： 1、Power of Cross-Pollination 2、Generalists or Specialists? 3、Going into the Field 4、Old-School Career Ladders 5、Training Key to New Skill Sets 6、Online Resources HR Management Agenda The right mix of skills and experience can give your HR team an edge. If youve ever imagined a dream team of human resource professionals, a collection of diverse talent drawn up to have maximum impact on organizational results, it may have had similarities to the People Operations department at Google, the fast-growing technology company in Mountain View, Calif. Googles HR team is built on what Laszlo Bock, vice president of global people operations, calls the three-thirds staffing model. Roughly one-third of the teams employees have HR backgrounds and bring expertise in client relations as well as specialty skill areas such as employment law, and compensation and benefits. This group also has what Bock calls high-level pattern recognition skills, or the ability to identify organizational trends and anticipate issues even before theyre on line units radar. An example would be predicting ebbs and flows in hiring and attrition. Another third have little or no human resource experience and were recruited from strategic consulting firms or Google line functions such as engineering or sales. Most in this group are embedded within business units. Staff in this subgroup have tremendous problem-solving skills and knowledge about how everything outside of HR works, Bock says. If you can find people with that skill set, plus an aptitude for people-related issues, weve found they partner very well with traditional HR employees. The final third is a workforce analytics group featuring people who hold doctorates in statistics, finance, organizational psychology and other areas. These analysts help make determinations on matters such as setting compensation levels that will retain top talent for maximum periods and conducting the right n