無論從傳統的(de)人力(li)資(zi)源六大模塊，人力(li)資(zi)源規劃、招聘(pin)、培訓、績效、薪(xin)酬和(he)(he)員工關系出(chu)發(fa)，還是從新型的(de)人力(li)資(zi)源三(san)支柱COE專家中(zhong)心、HRBP人力(li)資(zi)源業務(wu)伙伴(ban)和(he)(he)SSC共(gong)享服(fu)務(wu)中(zhong)心出(chu)發(fa)。人力(li)資(zi)源管理的(de)根本(ben)目的(de)就是為組織提(ti)供(gong)合格的(de)人才(cai)，從而(er)確保組織的(de)正(zheng)常運營，先(xian)從六大模塊的(de)角度(du)來(lai)看。
人(ren)(ren)力資源規(gui)劃(hua)是(shi)(shi)(shi)為組(zu)(zu)織未來(lai)發展，預(yu)測員(yuan)工(gong)(gong)(gong)(gong)的(de)(de)數量(liang)和(he)質量(liang)，從而(er)做(zuo)到(dao)有備無患(huan)。招(zhao)聘(pin)自然不(bu)用(yong)說(shuo)了，不(bu)管(guan)從外部(bu)和(he)內(nei)部(bu)，都是(shi)(shi)(shi)來(lai)彌補當(dang)前或(huo)者未來(lai)一個階段員(yuan)工(gong)(gong)(gong)(gong)數量(liang)。首先，確保有人(ren)(ren)可(ke)用(yong)培訓，是(shi)(shi)(shi)確保有合(he)格(ge)的(de)(de)、能勝任(ren)崗位的(de)(de)員(yuan)工(gong)(gong)(gong)(gong)可(ke)用(yong)。績效和(he)薪酬(chou)是(shi)(shi)(shi)激(ji)勵員(yuan)工(gong)(gong)(gong)(gong)留(liu)下來(lai)并(bing)發揮價值。而(er)員(yuan)工(gong)(gong)(gong)(gong)關系(xi)就是(shi)(shi)(shi)當(dang)出(chu)現意(yi)外情況(kuang)時候，你有一定手段或(huo)者你預(yu)先使用(yong)的(de)(de)手段而(er)確保員(yuan)工(gong)(gong)(gong)(gong)不(bu)流失(shi)，并(bing)為組(zu)(zu)織避免(mian)風險。再從三支柱來(lai)看，專(zhuan)家中(zhong)心(xin)就是(shi)(shi)(shi)政(zheng)策中(zhong)心(xin)，通過專(zhuan)業力量(liang)規(gui)劃(hua)、人(ren)(ren)才(cai)識人(ren)(ren)用(yong)人(ren)(ren)、激(ji)勵人(ren)(ren)。HRBP更稱為業務部(bu)門的(de)(de)政(zheng)委，就是(shi)(shi)(shi)做(zuo)好員(yuan)工(gong)(gong)(gong)(gong)思想工(gong)(gong)(gong)(gong)作的(de)(de)。共享(xiang)中(zhong)心(xin)就是(shi)(shi)(shi)處(chu)理日(ri)常(chang)事務的(de)(de)，確保員(yuan)工(gong)(gong)(gong)(gong)管(guan)理的(de)(de)基(ji)本面不(bu)出(chu)問題，說(shuo)白了還(huan)是(shi)(shi)(shi)留(liu)人(ren)(ren)。總之(zhi)，人(ren)(ren)力資源管(guan)理就一項工(gong)(gong)(gong)(gong)作，為組(zu)(zu)織正常(chang)運營，供應合(he)格(ge)人(ren)(ren)才(cai)，所有模塊都是(shi)(shi)(shi)為其服(fu)務的(de)(de)。
轉載：//citymember.cn/zixun_detail/118254.html
