人才管理：员工态度与留住人才的方式!.pptVIP

Succession Planning? 继任者计划？ Why Bother? 为什么要费这个事？ Can’t be sure of need/don’t “own” the people不能确定需求，不能“拥有”人 Can you keep the “promises?” 你能信守“承诺”吗？ Better Option: Develop Depth of Talent更佳选择：更深入的开发人才 Keep better track of internal and external skills更好的追踪内部和外部的技能 Opening up the internal labor market 打开内部劳动力市场 Self-select: Make the employees drive it 自我挑选——让员工来推动 Managing a Talent Portfolio管理人才库 The Problem: Matching Human Capital to Changing Demands 问题：人力资本与需求改变的匹配 How would things change if these were “assets” rather than people? 如果只是“资产”而不是人，如何能改变 Can We Predict Demand Better? 我们能否更好预见需求？ Manage the Supply Chain Better 更好管理供应链 Can You Manage Without Commitment? 没有承诺你行吗？ Why it’s declining among the next generation 为什么承诺在新一代中减少？ What sort of commitment do you really need? 哪种承诺是你真正需要的？ How to get it -- 如何得到？ attachment to individuals and teams 属于个人和团队 to projects 设计 work systems 工作系统 What Issues Will Continue into the Next Generation? 哪些问题会在新一代中继续？ “Talent” remains in short supply even if workers aren’t -- talent mgt matters 人才依然短缺即便员工不短缺——人才管理很重要 Open labor markets demand new skills from HR 开放的劳动市场要求HR掌握新技能 The next generation expects it 新一代在期待 Retention, making training investments pay, and commitment continue to be challenges留用，培训投资的补偿和承诺依然是挑战 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 Peter Cappelli Professor and Director 教授及主任 Center for Human Resources 人力资源中心 The Wharton School 沃顿商学院 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 Sept 2001, expecting to hire 20% fewer grads. 到2001年秋季，他们却