GIGAOM_新时代的HR应该如何做.pdfVIP

A new charter for HR Stowe Boyd This report underwitten by: Jive Software a social report A new charter for HR 02/07/2014 TABLE OF CONTENTS 1. EXECUTIVE SUMMARY 2. THE SHAPE OF TODAY’S BUSINESS 3. THE CHANGING WORLD OF HUMAN RESOURCES 4. SOFTWARE IS EATING THE WORLD — AND HR TOO 5. KEY TAKEAWAYS: WHAT HR MUST BECOME 6. PRIORITIES FOR HR 7. ABOUT STOWE BOYD 8. ABOUT JIVE SOFTWARE 9. ABOUT GIGAOM RESEARCH 10. COPYRIGHT A new charter for HR 2 This PDF prepared for: jcizlz (jcizlz@126.com) Societal, economic, and technological forces are compelling a jarring transition from 20th century assumptions about business operations. The 21st century model can be defined by its differences: a necessarily leaner, more agile, and faster way of working with an always-on, connected, and social workforce. The emerging 21st century business has a distributed workforce that works socially in increasingly ad hoc teams: teams that involve customers, suppliers, outside agencies, and freelancers and that erode the traditional boundaries of the company. These changes mean that the premises underlying human resources today must be reformulated and take into account the tectonic shifts in the workforce and workplace. This report explores this changing landscape for human resources, examines some of the most problematic and promising issues confronting businesses today, and sketches the broad outline of an updated charter for HR in the new normal, a time of confrontation and promise. If HR can execute on this new charter, it can get a seat at the executive table by driving communication and knowledge sharing in support of business objectives alongside IT and line-of-business management. Key findings include: ▪ HR should take the lead in a reappraisal of HR practices and tools in light of the changes in the operating realities of business. In particular, HR should work to acco