具体描述
This book focuses on the resourcing of organisations with people, achieving a balance between academic rigour and practitioner relevance, which together with the breadth and versatility of the content, enables the book to be used effectively for modules based on the CIPD Professional Standards and HRM modules on upper Undergraduate and Masters programmes. Crucially, this third edition also goes beyond this remit by integrating coverage of the most contemporary issues in HRM, avoiding prescriptive solutions and encouraging critical evaluation, making the subject even more involving and understandable than ever before. Case studies, further reading, web links and on-line resources help to enhance the teaching and learning experience. * Matches CIPD performance indicators for the People Resourcing and People Management and Development Professional Standards.
领航未来：人力资源管理的战略变革与实践精要 一本面向全球企业领袖、人力资源高管及组织发展专家的深度洞察之作 本书聚焦于在全球化、数字化和不确定性并存的时代背景下，企业如何重塑其人力资本战略，以驱动可持续的商业成功。我们深入剖析了驱动当代组织变革的核心力量，并提供了一套系统化、可操作的框架，帮助管理者将“人”从成本中心转变为真正的战略增长引擎。 --- 第一部分：战略重塑——人力资本的未来图景 第1章：范式转移：从“人力资源”到“人才赋能生态系统” 本章首先界定了当前商业环境的“VUCA”（易变、不确定、复杂、模糊）特性，并论证了传统线性人力资源管理模式的失效性。我们将探讨“人才赋能生态系统”（Talent Enablement Ecosystem）的概念，强调组织设计、技术赋能与文化驱动三者如何交织，共同构建一个灵活、敏捷且高度适应性的工作场所。重点分析了地缘政治风险、气候变化对供应链和劳动力流动的影响，以及企业必须如何提前布局，建立具备“韧性”（Resilience）的劳动力储备。 第2章：核心竞争力与人才组合的战略匹配 一个组织的核心竞争力不再仅仅依赖于技术或资本，而日益取决于其独特的“人才组合”（Talent Portfolio）。本章指导读者如何运用高级组合优化模型，识别当前组织人才储备与未来三年战略目标之间的关键差距。我们详细介绍了“能力热力图”的绘制方法，区分“可替代性技能”与“不可替代性、高杠杆技能”，并提供了一种前瞻性的“未来岗位需求预测”工具，确保人才投资精准对标商业价值创造点。 第3章：企业文化重塑：驱动创新与绩效的隐形力量 在远程协作日益普遍的今天，文化成为维系组织凝聚力的关键锚点。本章超越了传统的价值观口号，深入探讨了如何通过“行为设计学”来构建高绩效文化。内容包括：如何通过领导力示范（Modeling）将战略意图转化为日常行为；如何设计奖励与问责机制，以促进“心理安全感”（Psychological Safety），鼓励员工承担计算过的风险和建设性冲突；以及如何衡量和迭代文化健康度，确保文化与商业目标保持协同进化。 --- 第二部分：人才获取与整合——精益化与高精准度 第4章：颠覆性招聘：AI辅助下的精准寻源与评估 本章摒弃了大量基于简历筛选的低效招聘流程。我们详细介绍了如何利用大数据分析和预测性建模来识别“潜在成功者”（Potential Successors），而非仅仅是“经验匹配者”。内容涵盖：非结构化面试的标准化（使用情景判断测试和行为事件访谈的深度整合）；评估候选人“学习敏捷度”（Learning Agility）的最新科学方法；以及如何构建一个兼具“速度”与“质量”的候选人体验旅程，将雇主品牌转化为实际的申请转化率。 第5章：入职与融合（Onboarding）：从行政流程到文化融入的加速器 成功的入职流程是员工留存和早期生产力的决定性因素。本章提供了一套为期90天的“沉浸式融合计划”蓝图，强调技术赋能（如虚拟现实导览、个性化学习路径）与人际连接（如导师制、跨部门社交网络构建）的平衡。重点阐述了如何衡量“融合速度”（Time-to-Proficiency）以及如何通过早期反馈循环，快速识别并解决新员工可能遇到的融入障碍。 第6章：劳动力结构优化：零工经济、混合团队与全球人才池的激活 面对劳动力供给的碎片化趋势，企业必须精通管理“全职员工、合同工、顾问、自动化流程”构成的混合型团队。本章探讨了如何制定清晰的“外部人才治理框架”，以确保外部人员在知识产权、安全合规和文化一致性方面达到内部标准。同时，深入分析了跨时区、跨文化的混合团队的协作效率提升策略，以及如何通过“技能众包平台”实现内部劳动力市场的动态配置。 --- 第三部分：绩效、发展与价值实现——以人为本的驱动力 第7章：超越OKR：构建自适应的持续绩效对话框架 本书认为，年度绩效评估已成为历史遗迹。本章推荐了一种基于“持续反馈回路”的自适应绩效管理系统，强调“目标设定”与“能力发展”的同步性。我们将介绍如何设计有效的“季前对齐会议”（Pre-Quarter Alignment）和“月度发展辅导”（Monthly Development Coaching）。关键在于，绩效管理系统必须服务于员工的个人成长路径，而非仅仅作为薪酬决策的工具。 第8章：技能进化与人才发展的新范式：微学习与内部流动性 在一个技能半衰期急剧缩短的时代，持续学习是生存之道。本章详细介绍了“技能图谱”驱动的学习体系（Skill-Graph Driven Learning）。这包括：如何利用内部专家（Subject Matter Experts）的力量进行“知识资产化”；如何通过“任务轮换”和“内部创业项目”来强制实现技能的跨界应用；并提供了一种“学习投资回报率”（Learning ROI）的量化模型，证明对员工能力的持续投入是最高效的资本支出。 第9章：薪酬与激励的公平性与前瞻性设计 本章深入探讨了在透明度要求日益提高的背景下，如何设计既有内部公平性（Equity）又有市场竞争力（Competitiveness）的薪酬结构。重点分析了“基于价值的薪酬”（Value-Based Pay）模型，以及如何将激励与非财务性回报（如自主权、认可和灵活工作安排）紧密结合。此外，本章还提供了应对薪酬透明化挑战的沟通策略，以及如何通过差异化的长期激励计划，锁定关键人才。 --- 第四部分：领导力与组织韧性——驾驭变革的艺术 第10章：未来领导力模型：情商、教练能力与系统思维 面向未来的领导者不再是发号施令者，而是“赋能者”和“系统架构师”。本章剖析了新一代领导者必须具备的五大核心素质：高度的情商（EQ）、卓越的教练式辅导能力、对组织复杂性的系统化理解、跨界协作的意愿，以及对不确定性的拥抱。本书提供了一套针对高潜力人才的“领导力情景模拟训练”方案，以提升他们在真实压力下的决策质量。 第11章：人力资源功能的数字化转型与决策科学 人力资源部门必须实现自身的数字化升级，才能有效支持业务。本章聚焦于如何建立一个“人效分析中心”（Workforce Analytics Hub），整合来自HRIS、CRM和财务系统的数据，以生成可指导业务决策的洞察。内容包括：数据治理的最佳实践、构建预测模型（如离职预测、招聘效率预测），以及如何将复杂数据转化为清晰、有说服力的商业叙事，赢得CFO和CEO的信任。 结语：从运营者到战略伙伴的最终跃迁 本书的最后一部分总结了人力资源功能如何完成从行政支持到战略价值创造的终极飞跃，强调了持续的自我审视、敏捷的实验精神，以及将“人”的视角深度嵌入每一个业务决策环节的重要性。成功的人力资源领导者，是组织实现长期繁荣的最重要的战略资产。
作者简介
目录信息
Contents
List of Figures and Tables xi
the changing world of work and contemporary human resource management 1
a summary 9
2 HR behaviours 17
5 HRM in the twentyfirst century? 32
Human Resources Strategyperspectives and theories 40
1 Best practice best fit and RBV a summary 44
Competencies in People Resourcing 61
1 Boyatzis competency model 66
List of Figures and Tables xi Why do employers use competency frameworks? 68
3 Creating a new competency framework for the senior 74
Using competencies 78
Human Resource Planning Employee Retention and Worker Flexibility 89
Ethics and professionalism 26 Employee retention 100
perspectives Safelife Insurance Limited 115
HR Information Systems and eenabled HR 121
1 Strategic decisionmaking 127
Young Peoples Fashion PLC and HRIS 133
attracting the right people 141
Recruitment selection and the systems approach 143
1 The recruitment and selection subsystems 145
Recruitment methods attracting applications 151
ABZee Human resource planning 160
5 Percentage of organisations using different recruitment 164
Asylum and Immigration Act 1996 166
choosing the right people 169
1 Employer ethics in recruitment and selection 171
Validity reliability and popularity of selection 172
4 Extended application form statements for behavioural 177
Recruitment and selection 189
Successful transition through preengagement 195
9 Example of an exit interview proforma 201
Managing Diversity 208
Implementation of age discrimination 215
Equal pay 221
Pay Reward and Resourcing 230
1 An example of the factors in a points rating system 243
5 Conflicts and ambiguities in PRP 254
Reward Financial Benefits and Pensions 264
1 Illustration of a flexible benefits menu which would 268
Pensions 270
2 Comparison of final salary and money purchase 275
Pensions change at Woolworths 278
3 Emerging and declining reward trends 284
Managing and Appraising Performance 288
1 Examples of individual objectives 293
The balanced scorecard and performance 298
2 Being unwell on a scale of 10 versus being unfit for work 302
Managing absence and attendance 308
4 The sick absence encounter between manager and employee 309
Human Resource Development and Organisation Development 317
1 The dualistic dimensions of HRD 320
The training cycle the path to organised learning 323
Organisation development 331
OD and links with strategic management 334
Knowledge management 340
2 The role of a change agent 342
Managing Health and Safety at Work 348
1 The facts on workrelated ill health and injury 350
A practical guide to the Health and Safety 357
2 A systematic approach to risk assessment 359
Protection against dismissal health and safety 364
5 Successful health and safety management 368
The Strategic Management of Wellness at Work 373
1 A menu of the potential sources of stress 380
Stress management policy at Goodwins 385
3 The contrast between strong management and bullying 388
Alcohol misuse and drug abuse 391
Violence at work 398
4 Employment National Training Organisation ENTO 401
Employment Relations in Context 409
Introduction 410
1 Summary of key changes to collective employment law 417
Union recognition at Key Bits Ltd 420
Trade unions 428
Employment Relations Processes 435
1 Organisational criteria favouring company and plant 440
Conciliation mediation and arbitration 444
3 Back to the future? 446
The negotiation process 452
4 Key factors determining the approach to negotiation 453
discipline and grievance 462
1 Principles of natural justice in employment 468
Discipline at work Jobs for 478
4 Hearing structure for grievance or dispute for larger 482
Termination of Employment 487
Introduction 488
1 An ethical approach to dismissal within the legal framework 489
Fair reasons for dismissal 494
Five fair reasons explored 497
2 An illustrative case of dishonesty dismissal and the burden 499
Christmas spirit and the amorous 503
3 Principles for dealing with ill health 506
Constructive dismissal 510
Managing Redundancy 523
Measured factor criteria for redundancy selection 531
Index 546
Copyright
Less
· · · · · · (收起)
List of Figures and Tables xi
the changing world of work and contemporary human resource management 1
a summary 9
2 HR behaviours 17
5 HRM in the twentyfirst century? 32
Human Resources Strategyperspectives and theories 40
1 Best practice best fit and RBV a summary 44
Competencies in People Resourcing 61
1 Boyatzis competency model 66
List of Figures and Tables xi Why do employers use competency frameworks? 68
3 Creating a new competency framework for the senior 74
Using competencies 78
Human Resource Planning Employee Retention and Worker Flexibility 89
Ethics and professionalism 26 Employee retention 100
perspectives Safelife Insurance Limited 115
HR Information Systems and eenabled HR 121
1 Strategic decisionmaking 127
Young Peoples Fashion PLC and HRIS 133
attracting the right people 141
Recruitment selection and the systems approach 143
1 The recruitment and selection subsystems 145
Recruitment methods attracting applications 151
ABZee Human resource planning 160
5 Percentage of organisations using different recruitment 164
Asylum and Immigration Act 1996 166
choosing the right people 169
1 Employer ethics in recruitment and selection 171
Validity reliability and popularity of selection 172
4 Extended application form statements for behavioural 177
Recruitment and selection 189
Successful transition through preengagement 195
9 Example of an exit interview proforma 201
Managing Diversity 208
Implementation of age discrimination 215
Equal pay 221
Pay Reward and Resourcing 230
1 An example of the factors in a points rating system 243
5 Conflicts and ambiguities in PRP 254
Reward Financial Benefits and Pensions 264
1 Illustration of a flexible benefits menu which would 268
Pensions 270
2 Comparison of final salary and money purchase 275
Pensions change at Woolworths 278
3 Emerging and declining reward trends 284
Managing and Appraising Performance 288
1 Examples of individual objectives 293
The balanced scorecard and performance 298
2 Being unwell on a scale of 10 versus being unfit for work 302
Managing absence and attendance 308
4 The sick absence encounter between manager and employee 309
Human Resource Development and Organisation Development 317
1 The dualistic dimensions of HRD 320
The training cycle the path to organised learning 323
Organisation development 331
OD and links with strategic management 334
Knowledge management 340
2 The role of a change agent 342
Managing Health and Safety at Work 348
1 The facts on workrelated ill health and injury 350
A practical guide to the Health and Safety 357
2 A systematic approach to risk assessment 359
Protection against dismissal health and safety 364
5 Successful health and safety management 368
The Strategic Management of Wellness at Work 373
1 A menu of the potential sources of stress 380
Stress management policy at Goodwins 385
3 The contrast between strong management and bullying 388
Alcohol misuse and drug abuse 391
Violence at work 398
4 Employment National Training Organisation ENTO 401
Employment Relations in Context 409
Introduction 410
1 Summary of key changes to collective employment law 417
Union recognition at Key Bits Ltd 420
Trade unions 428
Employment Relations Processes 435
1 Organisational criteria favouring company and plant 440
Conciliation mediation and arbitration 444
3 Back to the future? 446
The negotiation process 452
4 Key factors determining the approach to negotiation 453
discipline and grievance 462
1 Principles of natural justice in employment 468
Discipline at work Jobs for 478
4 Hearing structure for grievance or dispute for larger 482
Termination of Employment 487
Introduction 488
1 An ethical approach to dismissal within the legal framework 489
Fair reasons for dismissal 494
Five fair reasons explored 497
2 An illustrative case of dishonesty dismissal and the burden 499
Christmas spirit and the amorous 503
3 Principles for dealing with ill health 506
Constructive dismissal 510
Managing Redundancy 523
Measured factor criteria for redundancy selection 531
Index 546
Copyright
Less
· · · · · · (收起)
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