2065438+On June 26th, 2005, more than 500 human resources executives from Chinese and foreign business circles rushed to Nanjing, Jiangsu Province from all over the country to attend the 9th Forum on the Development of Chinese and Foreign Management Human Capital, which was jointly organized by China Foreign Administration and Suning on June 27th and 28th. Chinese and foreign management human capital development forum has been successfully held for 8 times before, which is the first time to go out of Beijing and enter the enterprise. And I chose to co-host with Suning because Suning is not only in? Internet plus? The era has successfully transformed from a traditional enterprise to an internet retailer, and the exploration and attempt in humanized management has always been at the forefront.
On the morning of the 27th, delegates gathered at Suning's global headquarters. Sun Weimin, Vice Chairman of Suning Shang Yun, Peng Jianfeng, Chairman of Huaxia Cornerstone Management Consulting Group, and other heavyweight guests 10 respectively discussed the theme of the meeting from the perspectives of theory, method and practice? Innovation and practice of human resource management in enterprise transformation period? Deep interpretation.
Real-time collaboration era and organizational automation
? At present, everyone is connected with everything, which is not something that any enterprise does. It is a standard setting provided by the whole social environment, and all enterprises form their own business models in this way. ? Sun Weimin, vice chairman of Suning Shang Yun, said that people who are engaged in human resources must be aware of the challenges faced by enterprises. What is HR facing now? Real-time collaboration In the new era, we can achieve real-time collaboration without space and time constraints. For many enterprises, to achieve real-time collaboration, the first thing is that the authority is challenged, and it is difficult for you to flow information from top to bottom according to a specific flow direction as in the past. Now the information is in the middle of the whole network, both inside and outside the enterprise, which has become a very random trigger information problem. ? Real-time collaboration The new era makes HR's work strange, and it is necessary to learn a lot of new knowledge and skills quickly, which also brings HR the opportunity to create greater value.
These days, money is not bad, but people are sad.
Peng Jianfeng, chairman of Huaxia Cornerstone Management Consulting Company, said that China enterprises are currently in a? Internet entanglement anxiety? The era of. There is basically no mature routine for change. Entrepreneurs advance on the Internet, but organizations, especially talents, can't keep up. For the middle level of the enterprise, in the face of changes in the new era, both? I don't know. What about stress? Job insecurity? Worried. Peng Jianfeng also believes that in the era of Internet knowledge economy, capital used to be the dominant era, and now human resources have become the dominant factor of enterprises. Human capital should not only participate in profit sharing, but also participate in enterprise decision-making. Human resources have greater participation rights than monetary capital. There is no standard model for the ups and downs of the two, and it depends entirely on the market game. This is a new change that enterprise HR should pay close attention to for a long time.
The competition for talents in the same industry is fierce.
Yu Zhiwei, vice president of LinkedIn China, talked about the new features of the Internet age: cross-border integration and competition, * * * enjoying the economy and global talent flow. Yu Zhiwei believes that the industry restrictions on talents in the world have been broken. Competition for talents between banks? It is being staged fiercely. He also believes that strategic transformation talents should go first, and the number of top talents in various industries and fields is limited. How to compete for them and find them is a major event related to the development of enterprises.
How can organizational management bring talents into full play?
Competing for talents is only the first step of human resource management. How to give full play to the existing talent value of enterprises? Dr.Leo Moo, an expert on Internet transformation and coach of Chinese and foreign private management boards, delivered a speech. Data management of human resources? New technology; Zeng Li, vice president and HR director of ZTE, introduced ZTE. Building boundaryless organization's Project System? Emphasis on experience, flat management and borderless management have become the realistic requirements of market competition. Whether the enterprise is happy or not, it must come down from the tower and stand on the horizon with the people below? And hand over the decision-making level to energy? Did you hear the shots? People; Yan Qin, director of operations and former HR director of Microsoft Internet Engineering Institute, shared Microsoft's experience in organizational change. The flattening of the organization has greatly reduced the number of middle-level people and enabled most people to concentrate on technological innovation. Our internal mobility does not require any manager's approval, nor any other rules and regulations. Whenever you like any department, of course, if that department wants you, you can move freely. .
At the two-day human capital development forum, talent management experts from Suning, Microsoft, Tencent, Lenovo, Fuxing and ZTE spared no expense to hand over their success. As Li Haiyan, the moderator and senior human resources expert, said, this is a gluttonous feast of human resources.