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

Presentation on theme: "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"— Presentation transcript:

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2 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

3 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 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，他们却计划减少20%。

4 It’s The New Deal at Work 工作中的新状况
The End of Lifetime Commitments 停止终生承诺 But Workers are not all Temps, Either! 但员工并不都是临时的 It’s an Open-Ended Arrangement, negotiated and based on the outside market 这种安排是开放的、可协商的、以外部市场为基础的 Why does that matter? 为什么很重要？

5 Is This Really New? 真是新事物吗？
That Depends on How Old You Are The Short History of Lifetime Employment 这要看你的年纪有多大 – 终身雇用制短史 Why We Moved Toward Careers Inside Companies 我们为什么把事业转移到公司里？ It Wasn’t Always So Great. Remember The Organizational Man? 情况并不总是很好。记得“组织人”吗？

6 What Caused the Change? 改变的原因
Institutional Ownership and Shareholder Value: The Scott Paper Case 所有者制度与股东价值：斯哥特纸业案例 Pressures from Markets: Speed and Variety 市场的压力：速度与变化 The Third Wave of Corporate Restructuring 公司重组的第3次浪潮 New Management Techniques: Bringing the Market Inside the Firm 新的管理技巧：将市场引入公司内部

7 Effects on Employee Management 对员工管理的影响
Employee Tenure: 员工任期 Down with employer: Up with occupation 随雇主变短：随职业变长 Dismissals quicker 解雇更迅速 Training: Not rising 培训：没有增长 Wages: Returns to seniority falling 工资：年资上的回报下降 The Big Management Challenges 管理大挑战 Retention, Training Investments, Commitment 留用、培训上的投资、承诺

8 How About Demographics? 人口统计学的状况如何？
Are There Shortages of Skills? 有否技能短缺？ Or is the problem more complex? 或者这个问题更复杂？ How About Technical and IT Skills? 技术与IT技能 The “Cobweb” Model “蛛网”模型

9 …What Else? 还有什么? Talent Management – the best really matter 人才管理——精英的确很重要 Jobs offer more scope for contributions 工作为贡献提供更大的空间 Poor performers are demoralizing 绩差员工日子不好过 Performance Management – how can you tell who the best are 绩效管理——你怎么知道谁最好？

10 Could you match it? 你能给他同样的报酬吗？
If your best employee had an offer to leave at 2x the pay… 如果你的最佳员工离去，投奔另一个报酬翻番的工作… Could you match it? 你能给他同样的报酬吗？

11 How do you feel about forced rankings? 你对强制性等级有何看法？
Why are they popular? 为什么流行？

12 What do they expect from jobs? 他们对工作有何期待？
…Does the Next Generation Really Have Different Attitudes? …新一代真有不同态度吗？ What do they expect from jobs? 他们对工作有何期待？

13 Characteristics in First Employers
Characteristics in First Employers* 第一位雇主的特征 Please rate the importance of each of the following in choosing a first employer 请为下面这些在挑选第一位雇主时所考虑因素的重要性打分 Challenging assignments 工作的挑战性 Company values balance between personal life and career 公司重视工作与生活的平衡 Competitive benefits 福利有竞争力 Competitive salary 工资有竞争力 Financial strength 财务有实力 Good reference for my future career 对未来发展有帮助 High-achiever program 高成绩者计划 High ethical standards 道德水平高 Immediate responsibility 立即负责 Likeable/inspiring colleagues 同事令人喜爱与鼓舞 Ongoing educational opportunities 继续教育机会 Opportunity to influence my own work schedule 有机会影响自己的工作安排 Opportunity to specialize 有机会精专 Opportunities for continuous learning 有机会继续学习 Secure employment 安全的聘用 Variety of tasks or assignments 多样的任务或工作 From Pricewaterhouse survey of 1500 MBA students from around the world 来自普华的调查，范围包括1500名世界各地的MBA。

14 Characteristics in First Employers 第一位雇主的特征 Please rate the importance of each of the following in choosing a first employer 请为下面这些在挑选第一位雇主时所考虑因素的重要性打分 Good reference for my future career对未来发展有帮助 % Company values balance between personal life and career 公司重视工作与生活的平衡---41% Likeable/inspiring colleagues 同事令人喜爱与鼓舞 % Competitive salary工资有竞争力 % Challenging assignments工作的挑战性 % Competitive benefits福利有竞争力 % Opportunities for continuous learning有机会继续学习 % Opportunity to specialize有机会精专 % Secure employment安全的聘用 % Financial strength财务有实力 % High ethical standards道德水平高 % Ongoing educational opportunities继续教育机会 % High-achiever program高成绩者计划 % Variety of tasks or assignments多样的任务或工作 % Immediate responsibility立即负责 % Opportunity to influence my own work schedule有机会影响自己的工作安排 %

15 Their Attitudes Are Different 他们的态度确实不同
They don’t believe the old deal. 他们不相信过去的规矩 More willing to take risks -- failure ok 更愿意冒险——失败，没关系 Building careers across jobs 在工作中建立事业 autonomy 独立 clear performance management 清晰的绩效管理 prefer flat hierarchy 喜欢扁平的层级 What to do? 做什么？ Explicit and short-term contracts 明了清晰的短期合同 tailor job to individual 工作内容量体裁衣

16 Performance Management is Crucial to the Next Generation 对新一代来说，绩效管理至关重要
Why? 为什么 Because their trust is short-term, they want criteria spelled out 因为他们的信任是短期的，他们希望有明确的标准。 Because they are trying to build a skill set, they want to know how they are doing 因为他们想要建立自己的技能，他们希望知道自己做得如何 Crucial to Talent Management, too 对人才管理同样关键 What to do about it? 该做什么？ Focus on supervisors 重点在主管 Performance reviews and appraisals are one place to start 从绩效回顾与评估开始

17 Has the Economic Slowdown Changed Their Attitudes? 经济滞缓是否改变了他们的态度？
B-to-B and B-to-C…. Jobtrak.com poll – year Jobtrak.com 民意测验 – 2000年 16% wanted to work for start-ups 16% 希望为新创公司工作 31% said Fortune %喜欢财富1000强 What’s it look like now…? 现在又如何？

18 …not yet… 仍没有… In year 2001, 12% still said start-ups
v. 36% Fortune 年依然有12%说是新创公司，说财富1000强的是36%。 – away from start-ups, but no big move back to big companies. 离开新创公司，但是并没有大规模回归大公司。 For “hot jobs” in engineering, IT, still about 2 jobs per good applicant 在热门的工程与IT工作中，工作与好的申请人的比例依然是2：1。

19 Recruiting and Retention…. 招聘与留用

20 Recruiting New Workers…. 招聘新员工…
What is the best way to find good workers? 寻找好员工的最佳方式是什么？ Self-selection – describe the job accurately and truthfully to get the right applicants 自我选择——正确真实地描述工作，避免盲目的求职者 What techniques predict good workers? 哪些技巧可以预见好员工？ Interviews can be misleading 面试可能会误导 Look at prior experiences that are related 关注有关工作履历 Skill tests matter 技能测试也很重要

21 The Problem: Retention 问题：留用
Is it more of a “pull” or a “push”? 要多“拽”，还是多“推”？ The new development is a pull -- “poaching” of intellectual capital 新的发展是一种“拽”——”拖住”智力资本 Why this is not going away: 为什么这就不会离开 The need for speed 速度的需要 Better information about opportunities 有更好的关于机会的信息 Outside hiring drives internal candidates away 外部招聘赶走内部候选者 Poor “fits” leave quicker in tight labor markets 人才紧缺时，人岗不适导致离职加速

22 Online Recruiting Changes The Game for Everyone 网上招聘改变游戏规则
Opening up the labor markets 打开劳动市场 Making info cheap, shifted the balance of power to employees 信息费用降低，权力平衡点移向员工 Will employees continue to believe management? 员工还会相信管理吗？ The “passive” applicant now SO easy to find and hire 很容易寻找和聘用“被动”求职者 Wetfeet survey – 36% happy with their job but willing to move within 6 months! Wetfeet调查——36%的人喜欢自己的工作，但是愿意在半年内换工作！ Auction sites like NurseAmerica.com – what’s next? 象NurseAmerica.com这样的人才拍卖网——还会有什么？

23 When Workers Leave… At least Shape Who and When…. 当员工离开…至少能控制人和时间…
Can you pay them to stay? 你能用钱留住他们吗？ Differentiating among employees 在员工中造成区别 Tailoring to their needs 以细化满足要求 Social relations hold employees 社会关系留住员工 The power of social ties 社会纽带的力量 Reorganizing work 认可工作 Project work -- help them build their record. 设计工作——帮助他们建立自己的纪录

24 Fix the Cheapest Things That Drive Turnover First…. 改变那些普通，但却是离职要因的东西
Conflicts with supervisors – 与主管的矛盾 Simple training helps a lot 简单的培训可以帮大忙 Developing a performance culture 发展看重绩效的文化 Cultures that don’t recognize merit are demoralizing 不能奖优的文化让人受打击 Manage out low performers to keep good ones 淘汰绩差者，留住好人才 Create room for advancement 创造进步空间 In part by managing out low performers 部分通过淘汰劣者 May have to rotate or promote faster 可能必须加速轮岗与提升

25 Alternatives to Retaining Employees 留住员工的其他选择
Accommodate it -- what’s the real problem? 调整它——真正的原因是什么？ Maybe retention isn’t the only answer 可能留用不是唯一的答案 Redistribute turnover and manage flows better 重新分配离职率，更好的管理流动 Keep the intellectual capital 留住智力资本 Even if the people leave 即便人离去

26 Another Alternative … Getting Better at Recruiting 另一个选择：改进招聘
You’ll be doing more of it anyway, and better “fits” reduce turnover 你要投入更多精力，人岗相配可以降低离职率 The Marriott Experience Targeting Applicants Marriott 的经验：瞄准求职者 Moving toward internships and coops –实习制度 50% of grads may have commitments to employers beginning of senior year 毕业班的实习生中有50%会对雇主有承诺。 The GE Experience GE的经验 Accenture – in Sophomore year 埃森哲-在大二时

27 Employers Getting Closer to Schools…. 雇主在接近学校

28 Online Recruiting Meets Marketing 当网上招聘遇到市场推广
Build the HR Brand: Applicant as Customer 建立HR品牌：把求职者当客户 20% applicants apply because of product ads 20%的求职者因为产品广告而求职 Links with marketing, driving to web 与市场推广的关系，转向网络 More Sophisticated Tracking and Screening 更复杂的追踪与筛选 Relationship Marketing 关系营销 Alumni networks, NYLife 8,000 sign ups in 1st month 校友网络， 纽约人寿在第一月就有8000人登记。

29 Training and Development…. 培训与发展

30 How Can We Make Training Investments Pay if They Leave
The Challenge is to Finance the Investment 筹措投资是挑战 Having Employees Share the Costs 让员工分担费用 Tuition 学费 Training contracts 培训合同 Reducing the up-front investment 减少预先投资 On-the-job, just-in-time 在职，及时

31 Why Is Development So Hard to Do? 为什么员工发展很难做？
Can you be sure what you’re developing for? 你能确定你在发展什么吗？ Old model – required lots of resources 旧模型——需要很多资源 Will decentralized management pay for corporate development? 分权管理能补偿公司发展吗？ Alternatives: What was your best development experience? 其他选择：你的最佳发展经验是什么？ Let employees drive it – the open market 让员工来驱动——开放的市场

32 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

33 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

34 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

35 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