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Jingdong book

解密HRBP发展与体系构建(双色珍藏版)

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《解密HRBP发展与体系构建(双色珍藏版)》不仅提供了独到的HRBP基础理论,也汇集了作者从业十几年来大量的成功案例,以及和作者一样在世界500强企业任职的HRBP从业人员的实践经验和智慧,希望能为广大的HR从业人员带来一些指引和碰撞,促进HR领域的突破和发展。
Content Description

HRBP成了一个热词。在当今人力资源管理学术与实践领域,这个词出现的频率越来越高,似乎昭示着人力资源管理的重新定位和再次转型。徐升华先生毕业于香港浸会大学人力资源管理专业,又有着15年跨国公司人力资源管理的实践和丰富的培训经验,他创造性地提出HRBP价值模型,结合当前HRBP在组织中操作的具体案例,以及自己从事HRBP管理的工具方法,写成了《解密HRBP发展与体系构建(双色珍藏版)》一书,《解密HRBP发展与体系构建(双色珍藏版)》将全面告诉你HR如何成为BP,他的真知灼见一定会助力HRBP的实践。
Catalogue

推荐序一:HR如何成为BP
推荐序二:HRBP带来的管理革命
自序:拥抱HRBP,让我们一起颠覆吧
上篇
HRBP——时代的召唤
第1章 你真的懂HRBP吗
“曾经远在天边,如今近在眼前”——对HRBP的三大问
第一问:成就使命——HRBP究竟要做哪些工作
第二问:体现专业——HRBP应如何去开展工作
第三问:彰显价值——HRBP究竟为什么而工作
由“颠峰对话”引发的思考——HRBP的定义
拉姆查兰:“是时候跟人力资源部说再见了”
戴维尤里奇:“别轻易跟人力资源部说再见”
HRBP成熟度模型图——全新的HR体系渐进式革新
HRBP六大角色
角色一 自我颠覆者
角色二 信用构建人
角色三 战略执行者
角色四 关系协调员
角色五 能力打造匠
角色六 变革催化师
第2章 与业务价值共舞——HRBP的胜任力
两个案例
华为——以业务为导向的HRBP
阿里巴巴——以企业文化为导向的HRBP
透过岗位说明书读懂HRBP胜任力
岗位说明书背后的“钉子”模型——对HRBP胜任力的认识
胜任力评估——走向成功的关键
记分卡“三步”法则
大数据思维

下篇
HRBP——生态圈体系构建
第3章 人才选拔
人才选拔技术
人才选拔第一个关键:面试问题的设置
人才选拔第二个关键:回答面试问题的质量
人才选拔渠道
渠道有效性分析
渠道成本分析
人才选拔配置与规划
如何做好招聘
如何掌握员工动态情报
如何考核配置有效性
如何为未来的业务选拔人才
第4章 人才发展
给员工多种职业发展通道
人才技能提升的培训体系
为人而不是为岗位设计课程
HRBP工具:人才学习与发展评估工具
跨越鸿沟:从学习型组织建设到参与型组织建设
第5章 人才贡献
从人才数量到人才贡献
何为人才贡献率
打击怠工
量化人才贡献的价值
通过业绩管理来量化人才贡献的价值
人才量化积分制
全方位量化
切入组织业务发展
HRBP如何参与组织业务发展
组织业务价值链分析
第6章 人才储备
人才库建设
人才库建设的方法
人才库建设的渠道
人才盘点技术
推动业务的HRBP人才盘点体系
人才盘点九宫格
第7章 人才梯队
人才评鉴中心建设
为什么要科学地建设人才评鉴中心
评鉴技术工具
关键人才发展方案
对关键人才的定义
关键人才需要具备的胜任力
对接班人的培养
接班人的层级
对接班人的培养方式
第8章 绩效体系
个人绩效提升
两个绩效考核表的比较
要量化考核表
选择合适的考核工具
适用于个人绩效的KPI考核
团队绩效管理方略
评估现有的团队评估措施
识别团队评估点
识别个人绩效结果对团队绩效的作用
评量结果的有效性
为每个结果制定出评量工具
创建绩效标准
创建绩效管理追踪系统
组织绩效发展策略
组织绩效管理的定义与价值
政策支持
管理体系支持
资源的调配和投入
第9章 薪酬体系
人才定价方法
传统定价公式
层次定价公式
财务定价公式
非财务定价公式
非金钱性薪酬设计
加班?不加班?——与加班费无关
全面薪酬的设计与运用
全面薪酬设计之“3G薪酬”
谷歌——全面薪酬设计解除了员工的后顾之忧
全面薪酬设计的三个关键
第10章 雇主品牌
品牌建设与业务发展
品牌影响力=人才竞争力
制胜法宝:雇主品牌建设
最佳雇主品牌建设
最佳雇主品牌的四大特征
最佳雇主品牌的四大聚焦
组织文化与业务可持续性发展
结语:东西方管理哲学的交融
参考文献
Book Abstract

《解密HRBP发展与体系构建(双色珍藏版)》:
HRBP六大角色角色一自我颠覆者HRBP首先要做自我颠覆者,因为商业环境在不断地发生变化,如果不颠覆自我陈旧的思维、思想、技能,不保持空杯心态,就无法成为新时期下组织发展的业务伙伴。这就好比我们使用的电脑操作系统,现在已经很少有人使用DOS系统,即使会用DOS系统又能怎样?操作系统不断更新换代给人们生活带来了翻天覆地的变化,这就是颠覆传统的最佳印证。
角色二信用构建人当今商业社会,得人才者得天下!一个企业如果员工关系紧张,互不信任,这样的企业,还能发展得好吗?一般来说,企业裁员,按照常规赔偿模式是N+1,但是,现在很多企业的HR却没有这样做,而是在员工还未离职前,就和他进行面谈协商,以减少应有的赔偿。这种情况,企业对于员工就失去了信用。员工离职之后,会因为不满而在社会上散布对企业不利的信息,导致企业吸引不到人才。这就好比我们去外地出差时选择酒店一样,我们通常会在第一时间去看酒店之前的入住者对它的评论,而且会特别去关注好评的数量和质量。
这就要求我们HRBP必须从组织外部来衡量组织是否具有良好的口碑和影响。只有成为组织信用的构建人,做好组织的信用构建,提升组织的竞争力,才能吸引更多促进组织业务发展的人才。
角色三战略执行者很多HR都有一个通病,天天谈组织战略,却从不去执行。所以,我认为HRBP第三大角色就是组织的战略执行者。世界知名品牌NIKE经典广告宣传语“Justdoit”(做了吧)。这就告诉我们,不用去说,仅仅靠说是没有用的,最关键的是去做自己所说的,这就是“Justdoit”的精髓所在,也是我们HRBP作为战略执行者应该坚守的信条。
角色四关系协调员组织运营过程中必然会出现各种各样的矛盾,包括组织经营者资源的投入、时间的投入等。有限的资源该如何去进行分配?这要协调好的。对HRBP来说,良好的沟通关系是促进组织发展的“良药”。
角色四能力打造匠找到组织发展的“良药”之后,接下来就要考虑组织人员能力的发展。能力发展包括两个方面:一个是提升员工个人的能力;另一个是发展组织的能力。
比如说房地产企业,因为传统的销售利润低,准备发展电商,在互联网上卖房,这个时候,那些做传统业务的销售员的能力还行吗?不一定行。那么,我们就该把他们互联网方面的能力提到能力打造计划上来。
前一阵子和朋友谈到平安集团的马明哲先生,他为了抢滩二手车电商平台准备了很多年。这个业务是平安集团之前从未涉足的,尽管有资源,但因为组织人才的能力还不够,所以迟迟没有开展。经过多年的人才储备,如今整个集团上上下下精通互联网领域的人才比比皆是,整个组织的能力有了长足发展,二手车电商平台也就自然而然地发展起来了。由此可见,没有人才,再多的资本也无法让组织发挥价值。这就需要以业务价值导向的商业思维,并使之成为组织的能力打造匠,去打造组织方面的能力和个人方面的能力,真正为组织创造商业价值。
角色六变革催化师时代在变,组织也时时刻刻在发生变化,员工能力打造好之后,就应该在适当的时机去推动组织的变革。10年前,提到电商,我们能想到的企业却很少,但现在,电商不计其数,这就是时代的趋势。作为HRBP,不能成为组织变革的阻碍者,而应与业务共舞、与时俱进,成为一名合格的变革催化师,去推动组织的变革并做好组织的变革管理。
……

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