IBM-金蝶人力资源管理转型咨询.ppt

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1、 Copyright IBM Corporation 2010IBM Global Business Servicesdeeper销售手册 IBM人力资源管理转型咨询2010年9月 Copyright IBM Corporation 2009IBM Global Business Services管理信息系统转型管理信息系统转型2人力资源转型是企业转型的关键人力资源转型是企业转型的关键业务增长战略转型业务增长战略转型业务模式和组织架构转型业务模式和组织架构转型管理流程转型管理流程转型整合产品整合产品研发管理研发管理转型转型整合供应整合供应链链管理管理转型转型销售模式和销售模式和渠道转型渠道转型

2、财务管理财务管理转型转型人力资源管人力资源管理转型理转型组织文化和人才队伍转型组织文化和人才队伍转型 Copyright IBM Corporation 2009IBM Global Business Services3人力资源转型的动因人力资源转型的动因当企业发生如下活动时：当企业发生如下活动时：业务转型业务转型信息化信息化扩张扩张重组重组融资融资上市上市并购并购企业领导更迭企业领导更迭当企业出现如下情况时：当企业出现如下情况时：关键人才匮乏关键人才匮乏关键人才流失关键人才流失人力成本异动人力成本异动流言蜚语增多流言蜚语增多企业风气不正企业风气不正关键岗位人员违纪关键岗位人员违纪人员流动率异

3、常人员流动率异常员工满意度下降员工满意度下降需要考虑人力资源管理进行改善和需要考虑人力资源管理进行改善和/或转型或转型 Copyright IBM Corporation 2009IBM Global Business Services4人力资源转型目标：获得企业成功的四个关键成功要素人力资源转型目标：获得企业成功的四个关键成功要素转型目标转型目标1234能够带领员工队伍应对变化，并能产生高绩效的领导团队领导团队一支可以迅速响应外部市场变化的高适应性员工队伍高适应性员工队伍一个伴随员工整个职业生涯发展的整合的人才管理模式整合的人才管理模式基于人力资源战略和劳动力效率的组织能力衡量体系组织能力衡

4、量体系 Copyright IBM Corporation 2009IBM Global Business Services综合而言，人力资源转型咨询聚集于两大方面：人才队伍转型和人力资综合而言，人力资源转型咨询聚集于两大方面：人才队伍转型和人力资源管理转型源管理转型Enabling the Workforce to drive performanceDriving effectiveness and efficiency of the HR FunctionImprove productivitydevelop and retain“Top Talent”,move out poor per

5、formersFlexible HR Infrastructure,reduce costs,improve efficiency(Strategic)(Foundation)HR Value$Globally integrated talent management HR workforce analyticsPerformance managementCollaboration and knowledge Leadership development&optimizationSystems enabled transformationFlexible,scalable operating

6、models Shared services/centers of expertiseIntegrated IT infrastructureHR process re-designEmployee self-service/portalAdministration of outsourced elements$5 Copyright IBM Corporation 2009IBM Global Business ServicesIBM人力资源转型咨询服务人力资源转型咨询服务模型模型LeadershipChange&SustainWorkforceStrategy&PlanningWorkfo

7、rceMeasurementExecuteConnect People to people People to information People to processDevelopSkills,competency,knowledge,experienceDeployResource Plan Capacity Plan DeploymentSourceAttractRecruitSelectOn-boardManagePerformanceReward&RecognitionSuccessionEnabling and DrivingRevenue GrowthCost SavingPr

8、oductivityEfficiencyRetentionQualityCustomer SatisfactionInnovation$Strategy and processes align workforces to business objectives which drive innovation and growth across the enterprise6 Copyright IBM Corporation 2009IBM Global Business ServicesWe help clients transform the HR function by moving al

9、ong the maturity continuum$Strategic Alignment of HRHR Organization&Delivery ModelsHR TechnologyHR Policy and ProcessHR Skills and CapabilitiesEmergingElementaryMatureDifferentiatedNext GenerationHR Isolated from BusinessHR instrumental in Business strategyAdministrative focus,low valueStrategic foc

10、us,high valueMultiple ageing systemsBest of breed,tightly integratedLocal,inconsistent,manualUser-focused,global,managedDetailed,transactional,administrativeActive,leading,influential Copyright IBM Corporation 2009IBM Global Business ServicesElementaryEmergingMatureDifferentiatedNext generationHR St

11、rategy Development HR Organization Assessments HR Strategy DevelopmentHR Service Delivery Model Design HR Delivery Strategy Organization DesignHR Technology and Architecture Strategy DevelopmentHRIT Strategy Review Architecture Design Systems Selection OptimizationHR System Implementation and Upgrad

12、esERP ImplementationERP Upgrades Best-of-breed IntegrationHR Process DesignProcess Design and Implementation Component Business Modeling&SOAHR OutsourcingOutsourcing StrategySolution DesignBusiness Transformation OutsourcingHR Transformation for M&AHR Due Diligence Integration Support Capability Ass

13、essment Program Management HR Systems IntegrationHR AnalyticsHR Data Warehouse Design and ImplementationWorkforce Analyticswith a solution portfolio that drives business results and excellence$Copyright IBM Corporation 2009IBM Global Business ServicesIBM人力资源转型咨询服务人力资源转型咨询服务模型各模块咨询服务内容（模型各模块咨询服务内容（1

14、1）$咨询服务内容咨询服务内容Workforce Strategy.Business Unit Work Plan Workforce DiagnosticWTS Integrated Strategyn人力资源战略规划（人力资源战略规划（WorkforceStrategy&Planning）模块模块nTalent Pipeline SolutionnTechnology and Candidate EngagementnTalent Acquisition Design and EffectivenessnCompliance,Reporting and AnalyticsnCandidat

15、e Assessment and SelectionnOn-boarding and Candidate Managementn人才获取人才获取(Source)9 Copyright IBM Corporation 2009IBM Global Business ServicesIBM人力资源转型咨询服务人力资源转型咨询服务模型各模块咨询服务内容（模型各模块咨询服务内容（2 2）$咨询服务内容咨询服务内容nPerformance Management StrategynPerformance Management Process Design&DevelopmentnPerformance M

16、anagement System ImplementationnPerformance Management Organizational Change&DesignnPerformance Management Metrics&Reportingn人才管理人才管理绩效绩效(Performance)模块模块nReward&Recognition Strategy nReward&Recognition Process Design and DevelopmentnReward&Recognition System ImplementationnReward&Recognition Organi

17、zational Change&Designn人才管理人才管理薪酬薪酬&认认可可(Reward&Recognition)nSuccession Management StrategynSuccession Management Process Design&DevelopmentnSuccession Management System ImplementationnSuccession Management Organizational Change&DesignnSuccession Management Metrics&Reportingn人才管理人才管理继任管理继任管理(Success

18、ion)10 Copyright IBM Corporation 2009IBM Global Business ServicesIBM人力资源转型咨询服务人力资源转型咨询服务模型各模块咨询服务内容（模型各模块咨询服务内容（3 3）$咨询服务内容咨询服务内容nConnect StrategynConnect ROInConnect EventsnConnect AnalysisnConnect PlatformnCONNECTEDn运营运营联接联接(Connect)模块模块nLearning Strategy/Health ChecknCompetency Model Developmentn

19、Custom Learning Content Development&DeliverynLMS ImplementationnManagement Learning/Executive EducationnCareer Model MethodologynIBM Expertise TaxonomynTalent Development Social NetworkingnLearning Analytics.nLearning Effectiveness Management(LEM).nAsset Based Solution Designn运营运营发展发展(Develop)nWorkf

20、orce Planning and Management Consulting:nIBM Workforce Management Initiative(Workforce Business Solutions).nCustom Research Solutions WorkforceResearchn运营运营配置配置(Deployment)11 Copyright IBM Corporation 2009IBM Global Business ServicesIBM人力资源转型咨询服务人力资源转型咨询服务模型各模块咨询服务内容（模型各模块咨询服务内容（4 4）$咨询服务内容咨询服务内容nHR

21、 Information Strategy nWorkforce Measurement FrameworknCognos Workforce Performance(WFP)n衡量衡量(Workforce Measurement)模块模块nLeadership StrategynLeadership DevelopmentnIntegrated Leadership Development Strategy(ILDS)nIBM Leadership Development Centre(LDC)nLeadership Competency Definition&Modellingn领导力领导

22、力(Leadership)nOrganization Change Strategy(OCS)nBehavior Change nInfused Resources nChange Roomsn变革与持续发展变革与持续发展(Change and Sustain)12 Copyright IBM Corporation 2009IBM Global Business Services人力资源转型的预期收益人力资源转型的预期收益$13n有助于提升公司财务业绩有助于提升公司财务业绩n有助于提升劳产率有助于提升劳产率n有助于提升员工绩效有助于提升员工绩效n有助于降低人工成本有助于降低人工成本 Copy

23、right IBM Corporation 2009IBM Global Business ServicesAbout twice as many out-performers strongly agreed that their organizations were focused on two key practices:understanding and addressing workforce attitudes and engagement levels and aligning employee and workgroup incentives with appropriate b

24、usiness goals.IBM-HCI Study*Percentage of companies that exceed the samples median%Profit increase,by industry,2003-2006 Percentage of financial out-performers within cluster*%of financial outperformers within clusters by profitFrom a subset of publicly traded companies,larger companies with a great

25、er focus on talent management have higher financial performance.0%10%20%30%40%50%60%70%OptimizersTalent ManagersMagnetsEngineers14人力资源转型的预期收益人力资源转型的预期收益有助于提升公司财务业绩有助于提升公司财务业绩 Copyright IBM Corporation 2009IBM Global Business Services“Most companies still earn profits per employee at close to the sam

26、e low levels earned in the 20th century because they have not become very adept at mobilizing the mind power of their workforces.As a comparison,the average top-30 company increased profits per employee by 70 percent The target should be to improve profits per employee by 30 to 60 percent or more.”T

27、he opportunities to improve the performance of workers just from increased efficiency alone are huge:Surveys show that a majority of workers in thinking-intensive jobs in large companies feel they waste from half a day to two days out of every workweek.The opportunities to improve the effectiveness

28、of such workers are even larger.The opportunities to mobilize the latent intangible assets(that is,knowledge,skills,relationships and reputations)of a companys workforce are vast.”Top 30CompaniesNext 30Companies$83,000$53,000Mobilizing Minds Lowell L.L Bryan and Claudia L.I.Joyce15人力资源转型的预期收益人力资源转型的

29、预期收益有助于提升劳产率有助于提升劳产率 Copyright IBM Corporation 2009IBM Global Business ServicesGood people are great for business“How much more does a high performer generate annually than an average performer?”-McKinsey16人力资源转型的预期收益人力资源转型的预期收益有助于提升员工绩效有助于提升员工绩效 Copyright IBM Corporation 2009IBM Global Business Services“Organizations invest$30 in labor costs for every$100 in revenue generated Once again,this strongly illustrates the importance of measuring,managing,and maximizing the impact human capital has on the business.”-SaratogaLabor Cost/Revenue Percent17人力资源转型的预期收益人力资源转型的预期收益有助于降低人工成本有助于降低人工成本