新一代HR的胜任能力培训.ppt

Page Definition of Market Driven Connectivity 市场驱动的连结 Facilitate the integration of different business functions 协助不同业务功能的整合 Manage the arrangement of physical facilities and workplace environment管理硬件设施与工作环境 Remove low value-added or bureaucratic work 消除低附加值或是官僚性的工作 Facilitate dissemination of customer information 协助客户信息的传播 Conclusions II 结论二 Culture management competencies require defining culture in terms of external customers and business strategy in a way that also engages employees.文化管理能力要求根据外部客户和业务战略的要求定义文化，并能获得员工的参与。 Culture management competencies require the ability to translate culture into executive as well as employee behaviors. 文化管理能力要求能把文化变成经理和员工们的行为 Managing change does not matter. What matters are the competencies to make change happen fast. 管理变革并不重要重要的是有能力让变革快速发生。 HR professionals in the high performing firms make fundamental contributions to the formulation of business strategy. They raise the level of intellectual rigor of the “table”. 绩优公司的HR为业务战略的制定做出了根本的贡献。他们提高了“一席之地”的智力精确水平。 HR professionals must be able to set the direction of change (i.e. come to the table with an opinion about strategy) and not just be able to facilitate the discussion. (Content x Process) .HR必须能够确定变革的方向（例如把有关战略的观点带上桌），而不只是能协调讨论。（内容X过程） Conclusions II 结论二 High performing HR departments have the capability to: Identify and amplify critical information from the environment 确认并放大来自环境中的关键信息 Move that information across the organization so that people act quickly, accurately, and in concert with each other.在组织中传播这一信息，使人们可以快速正确一致地行动 Reduce low value added information and processes that block the flow of critical information and decision making减少阻碍重要信息流动与决策的低价值信息与程序 HR professionals in high performing firms have the competencies to create cultures that make external and internal connectivity happen. They manage change processes that enable connectivity to happen quickly and in the right strategic directions.绩优公司的HR有能力创造出使内外相连结的文化。他们对变革过程的管理使连接迅速而正确地发生。 Conclusions III （Tra