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    首頁 > 新聞資訊HR如何提升技能服務好企業?
    HR如何提升技能服務好企業?
    來源:http://www.shguoaokeji.com 發布人:創始人 日期:2024-06-07

    一、幫助業務部門梳理工作目標

    1、 Assist business departments in organizing work objectives

    要把握業務需求,應該搞清楚業務的戰略目標與年度規劃。然而,實際面臨的問題卻是,多數企業并沒有設計清晰的戰略,甚年度規劃也僅僅是一個銷售數字,HR 所謂理解業務戰略根本無從談起,那么在這種情況下,HR 如何才能做到從業務出發呢。

    To grasp business needs, it is necessary to first clarify the strategic goals and annual planning of the business. However, the actual problem faced by most enterprises is that they have not designed clear strategies, and even annual plans are only sales figures. It is impossible for HR to understand business strategies. In this situation, how can HR start from the business.

    多數企業的業務運作,很難做到指哪打哪,往往是打哪指哪,沒有清晰的目標。然而,如果連業務部門本身對于接下來的方向都不甚清晰,又怎么能讓HR 提出相應的方案呢,在這種狀況下,HR 能做的,就只能是業務要什么,我們給什么,如果暫時沒有,則設計相應的管理辦法,可辦法出來了,卻發現不是業務想要的。

    Most businesses find it difficult to target their business operations, often without clear goals. However, if even the business department itself is not very clear about the next direction, how can HR propose corresponding solutions? In this situation, what HR can do is only what the business needs and what we provide. If not, design corresponding management methods. However, when a solution is proposed, it is found that it is not what the business wants.

    HR 需要幫助梳理公司工作目標和考核指標,并將公司目標和績效指標分解為部門目標和績效指標,再設置各項指標的目標值。接下來,再將部門績效指標分解為員工績效指標,明確各員工的具體目標任務。

    20230310112830681.png

    HR needs to first help sort out the company's work goals and performance indicators, and break down the company's goals and performance indicators into departmental goals and performance indicators, and then set target values for each indicator. Next, break down departmental performance indicators into employee performance indicators and clarify the specific goals and tasks of each employee.

    二、指導擬定工作計劃

    2、 Guide the formulation of work plans

    然而,令HR 頭疼的問題,是如何設定合理的目標值。在此過程中,企業各部門總是在不斷地討價還價,后勉強設置了,也時常做調整,考核不能真正得以實施,終只能走走形式,起不到多大的作用。

    However, the headache for HR is how to set reasonable target values. In this process, various departments of the enterprise are constantly bargaining and reluctantly setting up, and often making adjustments. The assessment cannot be truly implemented and can only go through formalities, which does not play a significant role.

    因而,所謂幫助業務部門設定考核目標,說起來容易,實施起來卻相當困難。多數HR 會認為,業務部門自己都說不清楚的事,HR 又能起到多大作用呢。

    Therefore, helping business departments set assessment goals is easy to say, but quite difficult to implement. Most HR people would think that if the business department themselves cannot explain things clearly, how much role can HR play.

    其實,問題的根源并不在于目標值是否準確,更在于目標是否清晰、明確。HR 幫助業務部門設定目標,不能僅僅停留在設置績效指標上,而應該將放在行動計劃的編制上,也就是具體要做什么。

    In fact, the root cause of the problem is not whether the target value is accurate, but rather whether the target is clear and explicit. HR should help business departments set goals, not just by setting performance indicators, but by focusing on the development of action plans, specifically what needs to be done.

    三、將要求轉化成需求,依據部門需求,提煉HR需求

    3、 Translate requirements into requirements, refine HR requirements based on departmental requirements

    在澄清了業務需求的基礎上,HR 需要從中提煉出HR 需求。如對于區域市場的拓展,屬于地域性銷售需求,因而HR 需要分析當前銷售人員的數量和質量是否滿足需要; 行業拓展方面,是屬于領域銷售需求,因而HR 需要分析當前銷售人員的能力是否滿足需要; 某類客戶拓展方面,則需要分析當前人員的深入溝通能力是否符合需要。此外,為了加大對于這些領域的開拓力度,相配套的激勵措施、考核機制是否符合需要,這些方面都直接關系到業務目標和行動計劃能否達成。

    Based on clarifying the business requirements, HR needs to extract HR requirements from them. For the expansion of regional markets, it belongs to regional sales needs, so HR needs to analyze whether the current number and quality of sales personnel meet the needs; In terms of industry expansion, it belongs to the sales needs of professional fields, so HR needs to analyze whether the current sales personnel's abilities meet the needs; In terms of expanding certain types of customers, it is necessary to analyze whether the current personnel's in-depth communication skills meet the needs. In addition, in order to increase the exploration efforts in these fields, the matching incentive measures and assessment mechanisms are directly related to whether business goals and action plans can be achieved.

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