The six dimensions of successful HR More excellent articles concern http://www.yjton.com Articles from Medical Jetto website ?Trusted active practitioners, cultural managers, personnel managers / organizational designer, designer strategic change, business alliance, the daily work of the tactician, the six dimensions of human resources in 2007 constitutes a competency model. &quot;In the context of global economic integration, China is rapidly developing, increasingly fierce competition in local business, HR professionals face more serious challenges.&quot; January 18, University of Michigan Ross School of Business professor, human resources area The management guru 戴维尤里奇 first visit to China, at Tsinghua University to share the 2007 Global Human Resource Competency Study and Practice of the latest achievements. In the United States, &quot;Business Week&quot; survey, Juric is the most popular management guru company, behind Peter Drucker, Michael Porter and others before, known as the founder of human resources management. HR must know how to make contributions to the organization On HR, economic globalization, technology without borders, internal staff mobility increased, customer expectations change with external customers and market factors are accelerating pace of change in HR with the new competency requirements. &quot;Enterprises are increasingly becoming the human resources practice of a business&#39;s competitive advantage. Human capital, talent, intangible capital and capabilities as well as their competence by the quality and commitment to come.&quot; 戴维尤里奇 stressed: &quot;HR just want to organizations to make contributions is not enough, but must know how to make a contribution to add value for the organization. &quot; Juric example of a birthday present to send a small example of my wife, &quot;my wife&#39;s birthday coincides with Valentine&#39;s Day, the first year I gave her red roses, my wife is very surprised. The next three years, I always get Mrs. Rose, can not feel my wife is growing, she said that I simply do not bother to choose a gift, roses are the secretary to set. &quot;Juric Then I understood that my wife&#39;s mind. The first five years, he sent his wife of five cards, make his wife a birthday present choice, to please his wife were finally discussed. &quot;By the same token, if HR do not line manager and the organization wants, there is no value.&quot; ? A successful human resources professionals in six dimensions By the University of Michigan and the RBL Group, jointly organized by human resources competency studies in the past 20 years a large number of data acquisition after 5, there are more than 40,000 HR and their line managers involved in the research, covering almost all the industry representatives, is the world&#39;s largest human resource competence on the quality and capacity of the investigation. Meanwhile, human resources competency model has undergone great evolution, from human resources work in 1987 focused on conduction, in 1992 focused on personal integrity; focused culture from 1997 to 2002, focus on the strategic contribution, HR&#39;s core competence is constantly change. ? Trusted active practitioners, cultural managers, personnel managers / organizational designer, designer strategic change, business alliance, the daily work of the tactician, the six dimensions of human resources in 2007 constitutes a competency model. First, trusted active practitioners. HR can be trusted (to be respected, appreciated and listen to) has a positive (for perspective, holding the position, challenge ideas). They are the strong-minded human resource professionals. Practising the trusted core elements: human resources just to transfer the results, build trust, information sharing, determined to work in human resources How to be a trusted active practitioners? Juric said, HR must strive to achieve the following 6 points: for listening to the basis of consensus, and sharing, respect differences, be a simple matter of line manager support from the beginning, the business must have their own point of view. Second, cultural managers. HR identify, clear expression and helping to shape the corporate culture. Culture is not just a single event, but by the series of events. As a cultural manager, HR not only respect for traditional culture and help shape the new culture. Guide managers on how they act passed in culture and promote cultural; them to cultural standards into HR practices and processes; so that employees truly feel the culture. Cultural management core elements: promotion of culture, create culture, enacted culture to culture, personal How to be a cultural manager? Juric to share their stories. 8 years ago, he often travel, boredom, he began to record flight delays on the situation a few years the record of a thick one. He tidied late records sent to the airline&#39;s general manager, together with a bill for a 3 days consultancy. Soon, veterans wrote back, he hopes to re-sort the company culture Juric, &quot;We want to reflect the company&#39;s corporate culture norms and expectations, and reflected in the behavior of employees, the&quot; &quot;You do not know what culture!&quot; In particular Rich in its reply bluntly, &quot;culture is not considered from the inside out, but rather from outside to inside.&quot; Culture is not a statement posted on the wall, but on the minds of clients brand. As HR, should be from outside to inside, all from the customer point of view, understand their own company, known for three characteristics of language dialogue with customers, employees and customers to better understand and change the cultural transmission process, and thus to become a cultural management persons. Third, talent manager / organization designer. HR should have a talent management and organization design theory, research and practice. Talent Management focuses on how individuals into the organization, promotion, internal mobility or exit. Organizational design are concerned about the impact of business operations for the organization, management and processes. Core elements of talent management: to ensure that current and future training talents, create organizational design incentive system, to create a communication mechanism Fourth, strategic change designers. HR knows how to produce change, that change should contribute to business success, especially the HR organization can change the internal and external customer expectations linked. This helps the customer-oriented business strategy of the company&#39;s employees, the real reality. Strategic change are core elements: promoting change and maintain strategic sensitivity, customer engagement Designers how to be a strategic change? Juric out a change to the HR checklist: whether they have strong leadership, organizational change must needs, with clear goals (vision), the commitment, can be turned into a series of decisions, to change into the system, continuous tracking. Which, after four particularly critical. 5, routine tactician. HR management within the organization&#39;s regular staff and personnel work. Drafting, revision and implementation of human resource policies; address the needs of employees on a lot of personnel administration. Through technology, shared services and outsourcing, HR to ensure that these basic needs can be met effectively. If the routine personnel work done and no errors in the implementation of consistent policy-based, will ensure the credibility of human resources. Routine tactician core elements: the development of human resources information technology, implementation of personnel policies and work 6, the business alliance. HR contributing to the success of the operation. HR business operations through knowledge of the social environment and social conditions to promote business success. Business Alliance core elements: elaborate social environment, the service value chain, clearly stated value proposition for enterprise and the impact of technology To become a successful HR, in addition to the six dimensions of concern, the eyes have to look outside. Juric stress, HR is not only focused on business managers and employees, should also be concerned about the investors, customers, communities and other external stakeholders. This, HR departments to continuously improve themselves and the value of real individuals and corporations. Face to face with the master Q: You stressed the HR as a cultural facilitator must be &quot;from outside to inside&quot;, which a higher degree of market environment is easier to achieve. But in China the environment, HR must often follow the boss and line manager. In this environment, how to do a &quot;from outside to inside,&quot; the promoters of it? A: If we do, &quot;the most profitable company,&quot; which is of concern to the company, the customer is not concerned whether you make money, they care about is you the company&#39;s brand and services. Indeed, HR and line manager for owner services, but eyes should be placed outside the company, rather than internal. We should be more positive note, consumer demand attention in order to better serve the internal. These very popular selection in the &quot;best employer&quot;, but the &quot;best employer&quot; should be the customer&#39;s best employers, imagine, if the employees are very satisfied, but customers are not satisfied, the &quot;best employer&quot; what is the point? I think that if Chinese companies dedicated to service external customers will be more successful. I suggest that HR internal and external customers in the service, you can take the cultural guide in the middle line, strike a balance between internal and external, rather than going to extremes. Q: You talked about the six dimensions means that HR has a lot to do. The reality is that HR often has only limited power to passive status. How do you think of HR to find a breakthrough? A: 15 years ago, we had a group of children aged 12 to 14, research was done, they are very frustrated. We found, resulting in frustration because of these children needs and resources do not match. Their children at this age the increasing demand, such as the pursuit of independence, good schools, with more space and so on, but their resources to provide side - parents, friends, money and other support has lagged behind. HR is facing the same problems, the standard has improved, but have not enough resources to support. I would like to HR first, or to define their role, practice good internal strength, knowledge, skills and behaviors to be improved accordingly, needs and resources found in the break point of balance. In this way, you will be confident in the future.