新形勢下如何提升員工的價值

1、How to Raise Employee Value Under the New Circumstances - Practices on creating a learning organization Jeremy Yao2How to Raise Employee Value- Practices on creating a learning organizationWhy Creating a Learning Organization ? Practice Sharing: How to Create a Learning Organization3Human capital do

2、es not create shareholder value,it is the management of human capital that produce valueHumanCapitalIntangibleassetsA major sourceof valueOne of thelargest investment,but least known4EOCEmployeeDelightLeadership StyleLearning OrganizationCompanyImageRewards &RecognitionCommittedWorkforce/TeamsCo

3、mmunicationEmployer-of-choice model (example)Learning Organization: One Key factor of Employer of Choice 5Learning and Development Is Highly Valued by Employees The 7 Valued Factors:EngagementCareer Development Growth/Development Advancement InteractionQuality of Life Physical environment Time/Work/

4、LifeLeadership Credibility TrustRelationships Coworkers Managers CustomersWork Activities Impact Challenge/Interest Status/PrideTotal Compensation Pay/Financial recognition BenefitsCulture Company culture Organizational valuesand behaviorsSource: Hewitt Associates6What Do people need - Maslow Hierar

5、chy TheorySelf ActualizationEsteemSocialSafetyPhysiologicalMaslow HierarchyCareer DevelopmentChallenging Work & ProjectsContinuous Learning & DevCongratulationsCoaching & MentoringCultureConducive EnvironmentCommunicationCompensation Change ManagementSystem-Based (HR)People-Based (Manage

6、r)7What Motivate People - Herzbergs Motivation-hygiene Theory Motivators (激勵因子激勵因子) Achievement Recognition Work itself Responsibility Advancement Growth Satisfaction滿意滿意No Satisfaction沒有滿意沒有滿意Motivator 激勵因子激勵因子No Dissatisfaction沒有不滿意沒有不滿意Dissatisfaction不滿意不滿意Hygiene Factors 保健因子保健因子Hygiene Factors（

7、保障因（保障因子）子）Company policy Supervision Relationship with boss Work conditions Salary Relationship with peers 8The Reality Economy Recession & Uncertainty9 Vision, Business strategy Business model Market, Clients, Price, Organization right sizing Talents is still in shortage Efficiency, productivi

8、ty Costs, costs & costsOrganization Challenges During Economy Recession10Partnering the businessDriving HR solutionsDelivering effectivelyEngaging people in changeHR CompetencyHR Key BehavioursWhat HR Should Focus More On ?11How to Raise Employee Value - Practices on creating a learning organiza

9、tionWhy Creating a Learning Organization ? Practice Sharing: How to Create a Learning Organization12What is a “Learning Organization”? “Organizations where people continually expand their capacity to create the results they truly desire, where new and expansive patterns of thinking are nurtured, whe

10、re collective aspiration is set free, and where people are continually learning to learn together.” Peter Senge5 Characteristics of a “Learning Organization”System Thinking Personal Mastery Mental Model Shared Vision Team Learning 13To a Learning OrganizationCreating A Learning OrganizationLearning

11、OrganizationIt achieves organizational purpose through creating learning atmosphere;Learning is shared and distributed among members of the organization; learning outcomes are embedded in the organizations systems, structures and cultureDevelopmentAll sorts of content / action based interventions, l

12、eading to desired changes in abilities /behaviorsLearningLearning is a self-directed or learner-centered Process leading to increased adaptive potentialIts the movement from the delivery of content to the development of learning capabilities as a people development strategySharing14After-training Sh

13、aringInternal Training Programme CertificationReading CircleSubject Learning & sharingTechnical Publications & SharingTrainingProgramsSHARING PLATFORMSChina /world Wide SharingCompany wide sharingChina e-Mag IntranetGroup SharingManagement MentoringAction LearningE-learning15Approaches in Cr

14、eating a Learning OrganizationLearning InitiativesDescription1234 After-training sharing to enhance their learning and to share their learning with others Assigning subjects to high potentials to do further study and to share their learning with others Managers to transfer their knowledge in a more

15、flexible approach.Senior people to coach selected potentials to accelerate their Devt After-training SharingInternal Training program CertificationSubject Learning & sharingManagement Coaching Form booking reading group to learn and share with othersReading Circle5 Providing opportunities for po

16、tentials /managers to work on business projects and they learn through working on the projects Action Learning6 Sharing Research results from Technical Publications Technical Publications & Sharing7E-learning To enable managers access to e-learning modules 816Reading Circle To cultivate learning

17、 habits by encouraging reading and sharingp Reading Circle Formation:STEP 1: Interested books survey: HR to collect staff interested booklist STEP 2: Reading Groups Formation: HR publicize the selected booklist and invite people to select their interested books People who choose the same book will f

18、orm a reading group Each group will send HR their reading activities plans within 1 week after receiving the HR provided book STEP 3: Sharing Sessions HR to follow up to arrange the sharing sessionsp Top 10 best books: Best Books voted by employees after the sharing and recommended to colleagues17Af

19、ter-Training SharingpCourses are mandatory for sharing:- All external training courses - A few selected courses pAfter-training Sharing SessionsAll the participants must share their learning either by group or individual through formal presentationsHR to schedule Sharing Session by inviting all the

20、interested colleagues within 1 month after the trainingpSharing Approaches:Either individually or in grouppSharing Folders Set up- All the shared documents to be archived under a shared folder To enhance learning effectiveness through after-training sharing18Internal Training Programme Certification

21、n at least 10 participants in any event, and minimum 2 hours of active participation in delivering training or facilitation (exclude travel time, time spent on organization) nAll the staff designed programs have to be endorsed by respective management and local HR (2 weeks prior to start date of cou

22、rse).To cascade functional expertise/ Management knowledge in a more flexible approach19Subject Learning & Sharing by High PotentialsSubjects are identified by China or Site Management Team;Selected High Potential will be assigned with 1 subject The HP will initiate the learning & sharing pr

23、ocess:lTo form a group to study, research, and dialogue to gain in-depth knowledge of the subjectlDevelop a formal presentation / package on the subjectlTo share the learning results of the subjectTo encourage high potentials to learn some specific subjects which are good for their development, and

24、the HPs are invited to share with others their learning20Management CoachingCoach NameDeptCoacheeCoaching subjectsCoaching Session FrequencyCoaching Status To encourage knowledge & experiences transfer and at the same time, assess the potentiality of the selected talentsCoaching workshop for the

25、 coachCoach expected coaching subjects to be collected by HRCoach will base on his/her interests and specialty to select coachesCoaching is organized on a yearly basis21Action Learning is the most Effective Learning You Hear, You forget You See, You Remember You Do, You understand - Confucius不聞不若聞之，

26、聞之不若見之，見之不若知之，知之不若行之。學至于行之而止矣。 - 荀子儒效 22ProjectslReal business issues within the companylProject execution period: 6 monthslThe project team are responsible for the resultslIts a mixed team from different business lines, functions, locations, etc.lAward for the winning teamlLearning is more importan

27、t, its not competition.23ProcessChina leadership team to agree on the action learning approachIdentify real business projects with project sponsor from respective business linesNominate 3-4 participants (HPs) from each business to form project teams ( Max. 4 team at a time)Nominate 4 managers at Director level or above as respective project coachPlan and schedule action learning program24Action Learning ProgramKick - Off Workshop 2-3 dayslWork as a team to work on the projectlImplement personal development plan lPrepare project findings