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打造卓越公司文化的5种方法

Josh Bersin 2016年04月14日

德勤的全球人力资本趋势2016年研究发现了在当今成功建设一家兴盛组织的5个关键要素。它们是:目标明晰、有功则赏;团队赋权;人才具有移动性和灵活性;重视培训和学习;领导者以愿景和文化鼓舞人心。

人力管理好的组织比同行业其他组织更加出色。德勤的全球人力资本趋势2016年研究发现了在当今成功建设一家兴盛组织的5个关键要素。它们是:

1、目标明晰、有功则赏。人们想知道,他们负责什么,如何被评估。表现好的组织设定明晰目标,分配职责,定义成功。员工受奖的员工不是因为职位,而是业绩。如果有功必赏成为公司的文化,那么员工就会想方设法把工作做好,对于做什么样的工作较少担心。

2、团队赋权。如今,很多人在关系密切的小团队里工作。卓越组织向团队和个人赋权,让他们来决定如何取得成功。当员工感觉他们是自己工作的主人,他们就会态度认真,因为他们的工作是对自身的体现。

3、人才具有移动性和灵活性。卓越公司会频繁调动员工,人才移动是公司文化的一部分。不要让员工或高管独占自己的职位或组织,鼓励他们转换角色,从一线转到管理职位,接受海外任务,并根据他们的工作提供奖励。

4、重视培训和学习。没有组织事事正确,没有人完美无暇。卓越企业把所有问题视为学习和提高的机遇。这些组织向员工提供学习的时间和资源。只知道运营、没时间培训员工的企业通常会落伍。

5、领导者以愿景和文化鼓舞人心。卓越公司的领袖者知道公司向哪里走,传达有意义、鼓舞人心的导向,笃行公司文化。员工希望成为成功团队的一员:当领袖导齐心协力,沟通顺畅,员工也会同舟共济,盼望成功。(财富中文网)

Joshn Bersin是Bersin by Deloitte公司创始人和负责人

译者:天文

Organizations that manage people well outperform their peers. Deloitte’s Global Human Capital Trends 2016research has found five keys to success in building a thriving organization today. They are the following:

Goals are clear and people are rewarded for results. People want to know what they’re responsible for and how they’re being evaluated. High performing organizations set clear goals, assign responsibility, and define what success looks like. People are rewarded for results, not their position. If a company’s culture rewards success, people will focus on how to get things done and worry less about what to do.

Teams are empowered. Today, many people work in small, connected teams. Great organizations empower teams and individuals, letting them decide how to succeed. When people feel they own their work, they take it seriously, because their work becomes a reflection of themselves.

Talent is mobile and agile. Great companies move people around a lot, and talent mobility is integrated into the culture. Rather than let people or executives own their jobs and their organizations, encourage them to change roles, move from line to staff, take an international assignment, and reward them for the effort.

Training and learning is valued. No organization does everything right, and no individual is perfect. Great companies look at all problems as an opportunity to learn and improve. These organizations give people time and resources to learn. Businesses that push for execution alone and don’t make time for educating their workers often fall behind.

Leaders inspire through vision and culture. Great companies have leaders who know where the company is going, communicate a meaningful and inspiring direction, and closely model its culture. People want to be part of a winning team: when leaders are aligned with each other and communicate well, people get on board and want to succeed.

Josh Bersin is a found and principal at Bersin by Deloitte.

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