人力资源成熟度模型V2.0和创新概述.pdf

Introduction to PCMM Ver 2.0 Innovation by Srinivas Thummalapalli(Srini) 人力资源成熟度模型V2.0和创新概述 The Firm Srini先生的个人咨询公司 • Credo宗旨 • Nourishing Intellect 培养人才 • Mission 使命 • To foster innovation促进创新 • Vision愿景 • To be the preferred trusted advisor成为首选的值得信赖的顾问 • Name名字 • Su = Good Su = 好 • Mantrana = Advise Mantrana = 建议 Topics主题  Sources of Competitive Advantage 竞争优势的来源  Construct of Successful People Friendly Firms 在人才管理方面的成功的企业结构 Financial Impact of Human Capital 人力资本带来的财务影响  A framework of Talent Management: PCMM 人才管理的体系：PCMM  Questions讨论 Sustainable Competitive Advantage 持续的竞争优势  Distinguishable from competitors 区别于其他竞争对手的显著优势  Provide positive economic benefits 产生积极的经济效益  Not readily duplicated 不轻易重复 The Changing Basis of Competitive Success 持续变化的基本竞争优势  Traditional Sources 传统优势的来源  Product and Process Technology (Sun, GM) 产品和过程技术(Sun, GM)  Access to Financial Markets与经济市场接轨  Economies of Scale 规模经济  Current Sources 当前的优势来源  Leveraging Organization Culture 利用组织文化  Firms Capabilities 公司的能力  People Management Practices 人员管理的实践 Importance of the Work Force and How It Is Managed: Southwest Airlines 人力资源的重要性、怎样管理人力资源：西南航空  Fewer Employees per Aircraft (79 vs. 131) 每一个飞机上承载更少的员工(79 vs. 131)  Flies more passengers per employee (2318 vs. 848) 每一个员工照顾更多的乘客(2318 vs. 848)  More available seat miles per employee (1,891,082 vs. 1,339,995) 飞行时间延长，而员工的数量减少 (1,891,082 vs. 1,339,995)  80% of flights turns in /= 15 Min (vs. 45min) 80%的航班在15分钟内完成降落  Exceptional Service: Triple Crown 9 times (vs. no competitor has ever won) 更高的标准：曾经九次获得“三纬皇冠”奖（没有其他竞争对手曾经