Enterprises must have a sound personnel process!
Healthy people processes have three goals:
① Enrich the pipeline of leadership talent as the basis for a sound succession plan;
② Accurate and in-depth evaluation of each employee;
③ Provide a framework for identifying and cultivating leadership talents to meet the needs of the company's future strategy execution.
Enterprises must have a sound personnel process!
Few companies can satisfactorily achieve all three goals at the same time.
Some companies tend to focus only on evaluating the work that employees are doing now, but it is far more important that employees are able to handle tomorrow's work.
There are often unit managers who perform well at work, but they do not have the ability to lead the company to a higher level.
When appointing management talents, enterprises should not only limit themselves to certain fixed scopes, but also consider hiring talents from a wider field.
Enterprises must have a sound personnel process!
How to improve the personnel process?
- Combining personnel process with strategy process and operation process
Execution has three core processes: people process, strategic process and operational process.
The people process is the guarantee that the strategic process and the operational process can be carried out. The strategic process is the premise of the people process and the operational process.
Operational process is a conditional process in which personnel process and strategic process are carried out in an orderly manner. The processes do not exist in isolation and do not affect each other, but are interrelated and closely related.
Enterprises must have a sound personnel process!
Only when the three processes work together can an enterprise have strong execution.
People processes are much more important than strategic or operational processes, because companies need people to judge market changes, formulate strategic plans based on these judgments, and then translate strategic plans into actual operations.
If the company does not have a good people process, it will not be able to fully realize the potential of the company.
Enterprises must have a sound personnel process!
- Establish a channel of leadership talent reserve
In order to achieve the medium and long-term goals of the enterprise, the enterprise needs to establish a leadership talent reserve pipeline to reserve the talents that can be created.
Enterprises must regularly evaluate the current status of talent reserves and determine where they should be strengthened so that they can take on greater responsibilities in the future.
Through the analysis of the results of the evaluation, the enterprise should make corresponding adjustments to the talent reserve pipeline of enterprise leaders, so as to make the talent reserve pipeline more suitable for the development of the enterprise.
Enterprises must have a sound personnel process!
Highlights:
① Succession mining and analysis
Through analytics, companies can see if they have enough high-potential talent to fill key positions if necessary.
At the same time, it can also check whether some high-potential talents are not properly appointed, and whether there is a phenomenon that some key employees are left due to improper position arrangement.
Enterprises must have a sound personnel process!
② Analysis of staff turnover risk
It mainly examines the market value of employees, the possibility of change and the risks the company will face after leaving the company.
If the employees of the company have held their current positions for too long, they may feel that there is no hope for promotion, and they are likely to consider the invitation of the company.
Enterprises must have a sound personnel process!
- Dealing with underperforming employees
Even the best people processes don't always make the right place for the right person, and there's no guarantee that everyone will perform well.
Some managers are promoted to positions that they are not capable of, and need to adjust to less demanding jobs.
Some people should be fired at all. The final test of the personnel process lies in whether the supervisor can clearly distinguish between the two types of employees, and whether he can appropriately take some unavoidable "painful actions".
Enterprises must have a sound personnel process!
- The connection between human resources and business results
If you think HR is less important in an executive culture, let us correct your impression. In fact, the importance of human resources is more than ever, but the role has changed significantly.
Human resources must be integrated into business processes and linked to strategy, operations and even people assessments.
Compared with the traditional personnel function, this new role of human resources is more employment-oriented, and it has become a stronger driving force for the enterprise to move forward.
The people process begins with the evaluation of individual members of the enterprise, but if it can be developed into a process involving the participation of all members of the enterprise, it can be an amazing execution tool.