High Commitment High Performance · 2020. 3. 1. · 1 2010/09/08 Copy Right @Peter Chen High...

1

2010/09/08Copy Right @Peter Chen

High Commitment High Commitment

High PerformanceHigh PerformanceHow to Build a Resilient Organization for How to Build a Resilient Organization for

Sustained AdvantageSustained Advantage

創意電子人力資源處處長創意電子人力資源處處長創意電子人力資源處處長創意電子人力資源處處長

陳基國陳基國陳基國陳基國 Peter Chen

2010/09/08

2


About Dr. Michael BeerAbout Dr. Michael Beer

n The Cahners-Rabb Professor of BA, a emeritus

Professor of Business Administration at the Harvard

Business School, and the chairman of TruePoint, a

research based consultancy

n A fellow of the Academy of Management, HR, the

Society of Industrial/Organizational Psychology

n Published his recent book High Commitment, High

Performance: How to Build a Resilient Organization

for Sustained Advantage.

n Has consulted with manufacturing, financial

service, retail and professional service firms

including HP, Agilent Tech., IBM, J.P. Morgan Chase

3


About TodayAbout Today’’s Presenters Presenter

� 陳基國陳基國陳基國陳基國 ((((Peter)

� 中央大學人力資源管理碩士中央大學人力資源管理碩士中央大學人力資源管理碩士中央大學人力資源管理碩士

台灣大學台灣大學台灣大學台灣大學EMBA 95級商學組級商學組級商學組級商學組

� 3M公司製程工程師公司製程工程師公司製程工程師公司製程工程師////人力資源主任人力資源主任人力資源主任人力資源主任////經理經理經理經理

鴻海公司事業群人力資源副經理鴻海公司事業群人力資源副經理鴻海公司事業群人力資源副經理鴻海公司事業群人力資源副經理

台積電人力資源處經理台積電人力資源處經理台積電人力資源處經理台積電人力資源處經理

創意電子人力資源處處長創意電子人力資源處處長創意電子人力資源處處長創意電子人力資源處處長

� 運動運動運動運動////書法書法書法書法////學習學習學習學習////分享分享分享分享

� 著作著作著作著作::::人力資源管理理論與實務人力資源管理理論與實務人力資源管理理論與實務人力資源管理理論與實務((((2010)

4


TopicsTopics

�Three outcomes (Pillars) in High Commitment, High Performance (HCHP) organization

�The HCHP System

�Six Silent Barriers Affect HCHP

�What HCHP Leaders Will Do

� Insight - Strategic Human Capital Management

5


Three Outcomes (Pillars) in HCHP ORGANIZATION

Psychological Alignment

PerformanceAlignment

Sustained High Commitment, High Performance

(HCHP)

Learning and Change

Sources : Michael Beer, 2009

6


The HCHP System

Change Lever 3：：：：Strategic PerformanceManagement System

Change Lever 4：：：：Organizing

System

Change Lever 5：：：：

Human ResourceSystem

Change Lever 1：：：：

Leadership

Change Lever 2：：：：Learning and Governance

Process

Performance Alignment

Psychological

Alignment

Capacity for Leaning and

Change

HCHP Outcomes

AnimatingBeliefs

andAlignedWinning

Strategy


7


Six Silent Barriers (Killers) Affect HCHP

Ineffectivetop team

Ineffectivetop team

Top-down orLaissez-faire

senior management style

Top-down orLaissez-faire

senior management style

Unclear strategy, values, and priorities

Unclear strategy, values, and priorities

Closed verticalcommunication

Closed verticalcommunication

Poor horizontal

coordination

Poor horizontal

coordination

Inadequatedown-the-line

leadership skill anddevelopment

Inadequatedown-the-line

leadership skill anddevelopment

Poor quality

of

learning

Poor quality

of

learning

Poor quality

of

learning

Poor quality

of

learning

Poor quality ofimplementation

Poor quality of

direction


8


The Effective And Resilient HCHP Organization

Top team that setsdirection, allocates

resource, andresolves conflicts

Top team that setsdirection, allocates

resource, andresolves conflicts

Leaders whoadvocate and

inquire

Leaders whoadvocate and

inquire

Clear and compellingstrategic and

organizational direction

Clear and compellingstrategic and

organizational direction

Honest verticalcommunication

Honest verticalcommunication

Effective coordinationacross functions and

business aroundstrategic tasks

Effective coordinationacross functions and

business aroundstrategic tasks

Large number ofmanagers capable of

leading cross-businessinitiatives

Large number ofmanagers capable of

leading cross-businessinitiatives

Organization

learning

Organization

learningOrganization

learning

Organization

learning

High-quality ofimplementation

High-quality ofdirection


9


Purpose:It defines the firm's contribution to customers, employees, investors, community, and society, not only increasing stock price.

Strategy: HCHP firms must fashion a distinctive and focused winning strategy to stick with through good times and bad regardless of attractive opportunities outside their field, though clearly adaptations of the strategy will be needed.

Risk: HCHP firms avoid undue financial or cultural risk that could destroy the firm, though they do take bold business initiatives. HCHP companies also manage acquisitions carefully.

Motivation: How people will be managed has to be a conscious choice.

What HCHP Leaders Will DoWhat HCHP Leaders Will Do

10


Insight Insight ––

Strategic Human Capital Strategic Human Capital

ManagementManagement

11


A Simple Human Capital Management ModelA Simple Human Capital Management Model

Human Capital

Inventory

Recruiting

Gap(Buy)

Individual

Capability Gap

(Build)

Proactive Recruiting

Strategy

(talent pool)

PMD

(IDP)

Co

mp

an

y P

urp

ose / V

alu

e P

rop

ositio

nC

om

petitiv

e A

dvan

tag

e

Culture => Selection, Policies, Assimilation, ER

Engagement => Communication, Coaching, ER

Business Strategy / Goals / Requirements

Corp. Human Capital Requirements

Pre

miu

m H

um

an

Ca

pita

l

Func./Division Human Capital Requirements

HCM Operations

• Placement

• Evaluation

• Training

• Development

• Talent Mgmt.

• Compensation

• Reward

• Benefit

• Change Mgmt.

• HR Accounting

12


Thank youThank you

High Commitment High Performance · 2020. 3. 1. · 1 2010/09/08 Copy Right @Peter Chen High...

Documents

Transcript of High Commitment High Performance · 2020. 3. 1. · 1 2010/09/08 Copy Right @Peter Chen High...