Cao Yang Feng : Mr. Head, management consultant Managing Director 【honored guests -- Wu Chunbo : Dr China People's University Professor Liu Xin : PhD, the first Chinese labor economic and human resources management, Dr China People's University Professor Duha : Dr Nimbus (China) Company of China, President Liu Xuejun : French interests Cape Health (China) Corporation [Human Resources Director of Human Resources vs. veterans -- Moderator : Indeed human resources management companies is an important strategic executive departments, But I have heard many complain that the Human Resources Manager : I may be with the manager simply forget about strategy, He Human Resources, on the surface, it is important for the boss but I affected the intensity of very weak. Here can give human resources practitioners say. how to really like Human Resources upgraded to a strategic sector? Liu Xuejun : This question was, I pretty embarrassing. But I think that is not how I like to be affected veterans, but from the angle of human resources, and how the manager reached a consensus. Called in under the eaves, had to bow because he decided to your salary, your job, reached consensus is the basis of trust and down along the push, it was indeed you really help him, How can you help him? Is a start you do not have decision-making power, you only executive ability, I often we say that team is the word : The so-called implementation of this is actually out details of the devil. When you put these painstaking after that to answer a question : do I say after, I received nothing in return? As human resources in terms of, you need to always answer these questions, you can give him? What we need is what? He can do what? Then he do that? How to return? Therefore, we should link these different elements of a ring, then perhaps you will enjoy the results, achieving results, Otherwise all is the flow of invasive. Moderator : So Professor Liu Xin leaders how to think in human resources management to enhance the human resources position? Liu Xin : I am from a strategic perspective to answer the question. In theory, the strategic links are very important. That is not only from the implementation of the strategy to talk strategy, implementation of strategies from a problem to start, My view is, first, strategy formulation process was very important. Sometimes real strategy formulation process may be you I have no way to determine, especially in the human resources department. However, the general manager of the human resources department can tell what kind of strategy may fail because of human resources point of view, 你这个战略可能不具备可执行性——就是说，人力资源部只能否定战略，It can not come up with a strategy. I think that a strategy development, to participate in the human resources department, Human Resources boss should tell the manager how to participate in the strategy. The second is the communication strategy, embodied in such a strategy can be recognized by everyone. Your strategy we are not recognized, you allow me to do something that I think I can not achieve or unwilling to realize the work So your strategy has failed by half. The last one is the implementation of the strategy, as a boss should realize that Human Resources is the strategic implementation of a very important institution, but strategic implementation process, the first emphasis is on the system. and the system is in fact a human resources management and business sector integration It guides the actions of the strategy is extremely important role and stressed the role of Human Resources in this area has its unique role. [The assessment process should not be right -- Moderator : Dr. Duha research process, is a doctorate system, I would like to ask : If the operation from the perspective of, the flow of Human Resources Management should play what role? Duha : Business process, including many, but the most important thing is the people. Our concept is the assessment of these indicators can not leave these business processes, So how kind to be effective in their combination? Our answer is that we need the enterprise's overall business planning process. Many of the strategies is talking about the English, about the behavior of Chinese between the two can not communicate, Behavior can not explain the strategy, preferably through a relatively simple everyone to be able to communicate with the language, Now many businesses have yet to popularize the issue, the enterprise needs to learn things. To play in the human resources enterprise operations role. We enterprises than for a machine that has a lot of gears, drive and so on constitute a machine, It is definitely a certain level of capacity, it has a certain efficiency, power, This is a business process itself, including the many talents of many factors. Now why should we improve the implementation of, that is people, equipment, policies, All management systems can be effectively combined, thus enhancing the overall business operation, I think this is a very important point. Simple sentence summed up speaking, I think : Talent is the core process is the basis, the system is the guarantee. Moderator : Performance management is a very important goal is strategic management purposes, through performance management system put in place to implement the strategy. In the implementation of the project, many enterprises in the design of performance appraisal system for the time of evaluation process targets Many say the project is actually points deduction process, how do you look at these things? Liu Xin : on the details of performance appraisal, the first one Enterprises now exists a wrong assessment guide is used to replace the management, as long as the evaluation, not management. right underneath all the staff, all the things are very detailed breakdown automatically deducted from your number of hours, many enterprises do so. I once had a business manager with a joke : according to your assessment of this approach, your business much further doubling of the people. Why? Everybody's ass wiping back with a team record, you will be able to withstand so many labor cost? You can not afford, you will not get. Meanwhile, the process should not consider? To consider, but the process itself is a reference is a guide, not necessary in accordance with the procedures it has become too cumbersome. If so, you weaken management personnel, in particular the grassroots management of the process in which he can play a very important role, because I can not always your examination, assessment, I would not have completed the management. Another change is that we have a slogan : "The appraisal is quantified." Of course, there are some quantitative limits or quantified is not the best choice. There are many other things the development of low cost may, but the implementation of the system you may find the high costs, We may have some other ways to reduce the cost of implementation, but there are some things you can not cut. This cost to you, you may very well set your performance appraisal system into a dead end. The assessment system on the scrap. 【Assessment, the general manager should not personally went into battle -- Moderator : in the enterprise of the Department assessment, In accordance with the principle of assessment is higher assessment lower, but the general manager of the Chinese enterprises is very busy, no way to appraisal department manager, So some companies on the establishment of a number of agencies, called the performance appraisal management committee, and some called the Executive Committee, undertake this assessment. I would like to ask the experts of the Department of performance audit mechanism should be how do? Through performance audits how to enhance their implementation? Wu Chunbo : presenters and said the words do not, I called the performance appraisal organizations or organizational performance management. If we had not started the company organizational performance under the management of the first examination departments, and individual assessment. So, who is assessing, departments, I think that should not establish full-time, full-time assessment agencies do not have value, Performance of work, and not take up, we re-examination in science, and do not give us money; by the organization to evaluate easily lead to conflicts because their protection is the best way of attacking other people, so the relations between departments carried out on the complex. So, I think the department is top-to-bottom examination. The main examination is nothing more than two, one is the boss and the other is the Board We must understand the assessment examination main responsibility, who examination and who is responsible. You take the wrong wrong to assume the responsibility, you play trap examination, the examination form of corruption, you have to bear the final results. Xin Liu : I agree with the views of Professor Woo. I told many people I spoke to the point that enterprises may in fact a sense both military and family characteristics of the two organizations. In performance management issues, is theoretically a top-down assessment, as one of the one responsible for the relationship economics agency relationship. The Board is representative of the shareholders and general manager on behalf of the Board of Trustees to manage the enterprise, Manager represents the general manager to run the departments, then the staff on behalf of department managers do work. This is one level of the agency, others have no authority to make such a judgment. Performance assessment need not be linked with rigid wage, I personally think that a performance appraisal is a top-to-bottom examination. However, in some cases, for example, the corporate culture of China decided that some bosses itself unwilling to directly face a sector, He commented on the need for such a committee, the committee did not formally or officially, I think not important, it is important to : Committee members have the ability to Throughout the entire enterprise management; Committee members of the company's strategy is no consensus; they have certain management level and ability, I think this is more than a formal or official is more important. Duha : I think there are several issues of particular concern. Management is the first in which you are reactive or proactive management style of management. Many of reactive management, Why? Because people say good performance management, but we do this on the company, which is in the management of a taboo. If they take a proactive management perspective, whether you could not have put it better, first of all to look at our strategy and performance objectives? Then I decided to take what management means, and means for the purpose of the service. Liu Xue-Jun : First suggestion : If the choice at the beginning of the performance appraisal system, must be simple, maneuverable; Second, avoid using the term assessment. I take the view that as long as it always leaves for a purpose, no matter what the examinations did not get the job always, However, performance management is to allow all people points, so I suggest using performance management and performance improvement, If you must go the end of the assessment, you can use the assessment and feedback. [How to improve the implementation of the staff -- Moderator : Let me give you another exchange of experts, the implementation of which, the vitality of the staff is very important. In enterprises, how to appropriate staff on the appropriate posts? Wu Chunbo : Any organization vitality depends largely on several factors. First, the organization must have an enterprising spirit, like to work. If he does not want to do, put it where not to do, this is the most basic. This group of people much money to the second. Third atmosphere, a good atmosphere, the transformation of an invisible force. 4th advantages. I do, I get? He also included a pair of evaluation; Another important one, I think it is a common language, which is corporate culture, as well as vision, core values. Xin Liu : I agree with Professor Woo said, in addition, I think there are two things. The first is interest. The second is approved. Management is the primary factor for the person who likes to find competent and dry good thing, the second recognition is also very important, I do have one thing people appreciate me, a person in a society, in an enterprise, in a family value depends on other people's opinion of you. We always say : follow our own way, to let others talk, it is nonsense. Children on the father's respect and veneration is your father's values; Wife think you can earn money, responsible, You Teng children and to respect the elderly, is your wife in the eyes of the value; You enterprises competent, disciplined, Also patience, it is you in the enterprise value. Virtual Enterprise is the real boss is, but compared to a department manager, the department director, the staff concerned, the boss is a sham. 因为我够不着老板，天天跟我一个办公室，给我布置活的那哥们儿才是实的，他是企业，He enterprise is, I have been alive, he appreciated me, and I happy, I do RISK OF HIS LIFE, the less I have to do. Liu Xue-Jun : I would like to add one point, because every employee is happy for the work is an ideal state, This may be difficult to achieve, because of cultural differences, there are also personal value orientation of the work, So it is very difficult for you to allow all people in his workplace to be happy, However, if we were targeting to enable him to complete his mission, completed his work, he realized the outcome of the case, We can have several levels : first, some very passionate and interested in how not to be bound him; Second, we should establish an example of the role to go to counseling; I think the third level, you will discover that they have shortcomings, This is the improved performance, to help him improve; to the bottom, just as training, though, you do so, I let you do this, this is my practice to operate in the 1:00 experience.