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Jingdong book

世界500强人力资源总监管理笔记实操版

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Content Description

本书是《世界500强人力资源总监管理笔记》和《世界500强人力资源总监管理笔记2》的实操版,我们将一本的技巧配上第二本的模版和范文,形成了一个新的搭配,让原有的内容产生了不同的理念和解读,方便读者消化第二本体系性的“大部头”内容。

我们将两本书的章节进行了重新梳理、定义、组合。章节名变了,能更加清晰地指导读者去理解和学习;顺序调整了,让两本书能够衔接起来,毫无违和感;内容保持了,原汁原味的,会更吸引人。最后附上一张涵盖书中所有知识点的思维导图,让读者可以将书读薄也可以读厚。我们期许能通过梳理,大家更容易吸收书里的养分,实现这本书存在的价值和意义;我们还期许,同样的碳离子,通过不同的组合,能够变黑炭为钻石!


Author Description

潘新民


九三学社、中国人民大学MBA。

国家高级讲师,企业高级人力资源管理师。

多家公司管理顾问,出版社签约作家,三茅人力资源网专家顾问。

曾任三家万人大型集团公司人力资源总监、总裁助理。多次主持企业并购、组织变革、管理咨询等项目管理。

畅销书《世界500强人力资源总监管理笔记》系列书作者。

擅长领域:

集团管控、目标管理、业绩管理与提升、企业价值链挖潜、战略规划及落地、人力资源管理、个人学习成长路径、职业经理人修炼。


金牌课程:

企业课程: 《用目标管理撬动整个公司》《业绩改善与执行》《企业年度经营管理计划》《转型变革期的人力资本开发》《集团管控体系搭建》;

人力资源专业课程: 《跨界人力资源》《HRBP:人力资源的价值回归与发展趋势》《人力资源分析与诊断》《集团人力资源管控》《从人事管理到人力资本三步走》《人力资源体系建设:三支柱模型》等。

个体成长与修炼:《学习成长路径图》《有效沟通》《职业经理人的修炼》。


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实战精修操作版


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Catalogue

│第一章│ 人力资源规划/ 001

1 望闻问切,号准病人命脉奠基础(人力资源诊断)/ 002

2 威逼利诱,看准顾客实况定基调(人力资源定位)/ 009

3 高低虚实,理清自我发展析变革(人力资源分析)/ 015

4 轻重缓急,算准各处时机定发展(人力资源规划)/ 022

5 环环相扣,入里入实道华章尽现(战略规划范文)/ 030

│第二章│ 招聘管理/ 039

1实战还是实战(招聘理念:招聘场景的灵活)/ 040

2深度理解指挥官(招聘理念:老板的真实意图)/ 044

3立体机动的作战平台(招聘管理:系统的搭建)/ 049

4美国大兵还是中国民兵(招聘管理:外部招聘)/ 055

5内部兵种的提升(招聘管理:内部招聘)/ 062

6妙用的机动部队(招聘渠道:内部调配和关系户的使用)/ 068

7 无招奇兵还是浑厚套路(招聘技巧:结构化面试布局)/ 072

8系列秘密武器(招聘技巧:高级面试形式)/ 078

9空降专杀武器(招聘技巧:面试官和背景调查)/ 082

10稠密的麻雀战:招工渠道的管理/ 087

11武林秘籍读本:(范文:《公司内部竞聘制度》)/ 099

│第三章│ 培训管理/ 106

1这是在培养人才(培训理念:特殊的重要性)/ 107

2老师是一辈子的(培训理念:特殊的潜规则)/ 110

3 全局考虑,搭好架子定乾坤(培训管理:管理体系建立)/ 114

4 重点布局,选好演员做教头(培训管理:培训师体系)/ 121

5 包罗万象,排好节目待选戏(培训管理:课程体系)/ 128

6 人尽其才,排兵布阵盯分工(培训管理:实施体系)/ 134

7 理智盘点,掌声票房验收益(培训管理:评估体系)/ 140

8 行商坐商,鸟枪换炮建剧场(培训管理:企业大学)/ 146

9一字之师,用好专长做老师(培训技巧:做培训师)/ 151

10暗藏火种,等待秋风燎草原(培训技巧:后期特殊作用)/ 155

11重点培养,二八原则羸全局(培训技巧:公司核心人员的培训)/ 158

12 借力使力、信手拈来也助力(培训技巧:外训老师以及

咨询公司的合作)/ 162

13武林秘籍读本(范文:《培训评估报告》)/ 166

│第四章│ 薪酬设计/ 169

1老虎屁股摸不得(薪酬理念:老板的小九九)/ 170

2你想一鱼几吃(薪酬理论:薪酬的本质)/ 174

3一劳永逸的指挥官(薪酬管理:薪酬管控体系)/ 178

4薪酬改革的尖刀连(薪酬管理:岗位价值评估)/ 184

5稳固的桥头堡(薪酬管理:计件工资)/ 190

6时代的终结者(薪酬管理:宽带工资设计)/ 196

7记得留个绿色通道(薪酬技巧:宽带工资的秒用)/ 200

8武林秘籍读本(范文:《岗位薪酬评估办法》)/ 204

│第五章│ 绩效管理/ 225

1砥砺前行,摸透老板的算盘(绩效理论:老板心中的考核)/ 217

2修炼功力,才能舞好双刃剑(绩效理念:考核的优缺点)/ 220

3 搞清目的,奠定基础正方向(绩效理念:绩效与考核的区别)/ 224

4 谋篇布局,规划推动话战略(绩效管理:绩效三年规划)/ 229

5 建设体系,立体推动保成功(绩效管理:建立绩效管理体系)/ 236

6 前沿绩效,基于目标做管理(绩效管理:目标管理体系实施)/ 242

7 做足过程,绩效改善和提升(绩效管理:绩效改善与绩效面谈)/ 248

8 多种手段,技能全面方科学(绩效管理:常用绩效考核方法)/ 256

9 把握细节,完美执行重技巧(绩效管理:全面绩效考核方案)/ 265

10上方宝剑,让老板做后盾(绩效技巧:考核实施的几个保证)/ 271

11武林绝学,与细微处见成败(绩效技巧:部分关键点操作)/ 275

12逐个突破,见招拆招减阻力(绩效技巧:不捣乱的不合作者)/ 279

13组织游戏,深入研究建规则(绩效技巧:绩效考核指标的提取)/ 283

14武林秘籍读本(范文:《目标责任书》)/ 287

│第六章│ 人事管理/ 303

1人事本质(理念:劳动关系的占位)/ 292

2人事管理(理念:真实的意义与内涵)/ 294

3永续泉水(管理:人才梯队建设)/ 300

4因需设岗(管理:岗位梳理和标准对照)/ 316

5人事管理(管理:人才晋升通道管理)/ 323

6空穴来风(技巧:人员离职预警)/ / 329

7完美离别(技巧:离职流程和离职面谈)/ 333

8谁该解雇(技巧:特别的裁人技巧)/ 337

9借刀杀人(技巧:离职事件的利用)/ 341

10激活疲态(技巧:岗位轮换)/ 344

11转换创新(技巧:岗位职责的转移)/ 348

12息事宁人(技巧:劳动纠纷的处理)/ 352

13武林秘籍读本(范文:《员工任用管理制度》)/ 355


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