现代企业的人力资源管理模式
---An Introduction to GE HR
Competency Model
Background
• Being or in Marketplace
– A team of representatives from several GE
businesses was formed
– Making improvements to and integrating the
elements of GE’s HR development System
• Identify skills and knowledge valued in GE HR
professionals
• defining success and derailment factors for HR
professionals
• identify key developmental experiences which enhance
career growth
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Picture of Today’s HR Leader
Traditional Contemporary
•Recruiting & Staffing + Organization & Process Design
•Problem Solving + Business Problem solutions
•Transaction Management + Transformational Leadership
•Policies & Practices + Continuous Change & Innovation
•Employee Advocacy + Employee Involvement & Partnershi
•Labor Relations + Negotiation & Conflict resolution
•Coaching & Counseling + High Performance Team Dev. Empowerment & Facilitation
•Training Design + “Learning” Organization Dev.
•Local Issues + Understand Global Business Issues
•Compensation/Benefits + Reward & Recognition Systems
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Workshop - HR practice today
• What is the content of each item? And
point out the differences between the
traditional and today.
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GE - The Most Competitive and Productive Enterprise in the World
HR- Credible, Visible, Value-Added Business Partner
• HR initiatives and outcomes closely linked to business score card
• Anticipation Business needs... Defining and creating what adds value
to business performance
• Best HR talent with world-class functional skills and business
understanding
• Making a GE job the best job in every community in the
world...”Raising the Bar”
HR Vision
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The HR Mandate...
Helping the Business Become More competitive
• Business Partner: align HR and Business Strategy
• Change Agent:Manage transformation and processes
• Infrastructure Expert: develop and implement
efficient and contemporary Organization Structures and
HR Practices
• Employee Champion: understand, respond to and
advocate employee issues within the context of the
business strategy
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HR Competency Model
An Overview
HR Mastery
fulfills the HR roles and
is an expert in HR technology
and practice; knows and is able to
deliver HR best practices..establishes
functional credibility
Change +Process Mastery
applying the tools of change ...
Adding value
Business Mastery
knows business and
can be a business partner
... Prerequisite to join business team
Personal Attributes
lives the GE Values, and
demonstrates personal
integrity, credibility,
judgment and
courage..
A GE Leader
Business Partner
Added ValueFunctional expertise
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HR Competency Model
Competencies
HR Mastery
•selection & staffing
•Meas. & Reward
•Nego. & Conflitct res
•Cont Learning & Dev.
•Consulting & coaching
•Employee Relations
•Communication
Change +Process Mastery
•change advocacy
•process orientation
•facilitation
Business Mastery
•Business Acumen
•Customer Orientation
•External Relations
Personal Attributes
•GE Leadership Values
•Credibility
•Judgement
•Courage
Business Partner
Added ValueFunctional expertise
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HR Competency Model...
Behavioral Definitions
Personal Attributes
GE leadership Values
• Advocates and models the GE leadership Values
Credibility
• Develops and exhibits professional competencies.
Is valued as a resource.
• Maintains confidentiality. Absolutely trusted by
others.
• Makes and meets commitments. Does what it
takes to produce results
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HR Competency Model...
Behavioral Definitions
Personal Attributes
Judgement
• Identifies and acts upon critical issues from among
competing priorities.
• Makes correct trade-off between legitimately competing
interests and agendas.
• Makes good decisions with data available.
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HR Competency Model...
Behavioral Definitions
Personal Attributes
Courage
• Stands up for own beliefs and takes
responsibility for personal actions.
• Delivers news... Good and bad... In a up-front
and candid manner.
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Business Mastery
Business Acumen
• demonstrates knowledge of key business objectives
and measurements
• Understands the business cycle and is able to
influence key business strategies and initiatives
• Considers the potential global consequences of
decisions. Proactively seeks global knowledge
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Business Mastery
Business Acumen
• Ensures HR processes and programs advance and
support key business objectives, strategies and
initiatives.
• Ensures factors affecting organization effectiveness
are incorporated in business strategy
• Customer Orientation
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Business Mastery
Business Acumen
• Demonstrates knowledge of customers gained by
interacting with business partners and / or customers
and understands their needs and concerns
• Ensures HR processes and programs enhance and
support customer initiatives.
• External Relations
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Business Mastery
Business Acumen
• Proactively develops cooperative relationships with key
constituencies to produce mutual benefit or
understanding on matters of common interest.
• Maintains awareness on matters of public policy and
their business implications.
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HR Mastery
Organization Design
• Develops and implements a strategy to
optimize structures, processes and people to
support business goals and add value to
customers.
• Facilitates the appropriate use of high
performance work teams.
• Introduces new ways of thinking, working
together and learning to stimulate
organizational innovation.
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HR Mastery
Selection & Staffing
• Develops and implements a strategic staffing and
succession plan that supports the business goals.
• Champions the full utilization of people across the
organization regardless of gender, race, national or
cultural origin or other differences
• Effectively identifies, assesses and assists in the
selection and development of the best candidates.
• Designs and develops strategies and programs to
support successful integration of new people into the
organization
• Designs strategies to retain key talent.
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HR Mastery
Measurement & Reward
• Designs and implements performance measurement and
feedback tools that support business strategies and
values.
• Designs compensation/reward programs and benefit
plans that support business and HR initiatives.
• Develops and manages processes to ensure that
performance and pay /reward /recognition programs are
appropriately linked.
• Coaches others on how to provide candid, focused,
behaviorally-based feedback to subordinates, peers and
leaders
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HR Mastery
Negotiation & Conflict Resolution
• Leads business partners through stages of conflict
analyses and resolution. Develops consensus and buy-in
for options before communicating or negotiating with
impacted employees
• Plans and leads negotiation process to resolve issues
between the business and employees and /or their
representatives.
• Generates solutions to conflicts between various
constituencies and at all organization levels.
• Negotiates effectively with outside vendors and suppliers
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HR Mastery
Continuous Learning & Development
• Proactively assesses the development needs of
individuals, teams and the organization. Is aware of and
advocates the use of available resources.
• Designs and delivers programs to meet the development
needs of individuals, teams and the organization.
• Continuously scans the environment for new or non-
traditional ways to improve personal, team and
organizational effectiveness
• Establishes processes that facilitate career development
for individuals
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HR Mastery
Consulting & Coaching
• Continually reviews and assesses the environment to
identify important issues
• Provides advice and counsel in a candid and focused
manner. Tailors suggestions to fit individual, team and
organization needs.
• Leverages and manages resources, both internal and
external, to meet workforce needs.
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HR Mastery
Employee Relations
• Understands, responds to and represents employee
issues within the context of the business strategy.
• Understands and executes HR policies and practices in
and efficient and timely manner . Ensures HR practices
are contemporary.
• Understands related legislation and agreement and how
it applies to business issues. Effectively utilizes expert
resources when needed
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HR Mastery
Communication
• Promotes communication across all channels,
effectively utilizing multiple media
• Utilizes information technology to manage and
continually improve HR processes and services
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Change & Process Mastery
Change Advocacy
• Continually assesses organizational issues and trends to
identify opportunities for improvement
• Creates and environment that encourages and supports
participation, experimentation and prudent risk taking at all
levels.
• Champions Work-Out as a vehicle for positive change,
individual impact, and continuous process improvement.
• Supports the development and sharing of best practices
throughout the organization
• Seeks and encourages new perspectives and ideas in order to
stimulate innovation and change
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Change & Process Mastery
Process Orientation
• Identifies and involves key stakeholders to define
and improve critical processes
• Selects and uses appropriate process tools to
diagnose opportunities for productivity
improvements
• Champion boundaryless collaboration among
teams or constituencies in order to ensure the most
effective use of processes and resources
Change & Process Mastery
Facilitation
• Maximizes organizational creativity, decision
making and effectiveness by identifying
conflicts, ensuring wide participation and
reconciling differences to reach consensus
• Adapts approach to fit organization and
group dynamics.
