Page 40 - 2016 BPA Booklet
P. 40
????³ä¸¤å¹´å?ï¼???¸æ??¨é?对ç?移å?äº??ç½??代å?æ¶?´¹???ç³»å??¨æ???æ±???¹å?????»ï????é«??å±???¨ç§¯????´¢
æµ·å?并è´???项ç?åµå??????»¥?¨æ?为ä¸å¿??????????¤§???è½?????æ¤å??¶ï?人å?èµ??ä¹???¥ä?深深????´¢????????
????????½¬????¶å¸¦?¥å?ç»???½å???·¨å¤§æ?????±¤?£å??? HR 认è??°å????????¹å??????¤§è½?????????»ï?å¿?¡»å¯?
人æ????è¿?????è§??ï¼?»¥ç¡????? 1-3 å¹´å???ºº???ä¾??足以?????????????½å??½å????ä¸????å¾??äº???¸æ?é«?
?³ç?å§??ä¼?????ï¼?¹¶???人å?èµ??主å?该项???å¼?å±???
Therefore, when we look backward to 2 years ago, the great change and impact from mobile internet is recalled upon
the consumer relationships and consumer needs. The High-level of BH-HEALTH was thinking of major strategy changes
like overseas merge and acquisition, hatching new projects, improving consumer oriented serving competence. At the
same time, the human resource team was in considerations of the huge challenges the organization may face in
competences according to such company strategy changes. The HR people realized that they have to plan the talent
strategy in advance, to support the company strategy implementation, by means of providing sufficient key talents in the
future 1-3 years. This proposal got approved from the top decision committee and HR was authorized to lead the project.
Redefine talent
ä¼??ä¼??????¥è½¬????????对人???????????å®??ï¼????????????è´¨ã??
?¥è????éª???????????»´ç??ï¼??人æ??¨å????è¦??§å?紧迫?§ä????äº??ç¨???
???ç»????»????¿ä?????¹å?ï¼????ºº?¨å????ç½????»????¥è?å®??产ç?å®?
è´¨æ?§ç?å½±å?ï¼?°¤?¶å??³é??????ºº????²ä????ä¸???´æ?å½±å???·¨??±¤?£å???
HR ä¸???¨é¡¾????ºç?ä¼???¨è?ï¼?????è¡??åº?º«å®????¡¹???计ï????äº??è¦?
?????º§?ºï????ç®?æ´??æ¥é?使é?管深åº??ä¸??ä¸???
The strategy transition of traditional company signifies the redefinition of talents
(competences, personalities, knowledge, experience, attitudes, new thinking that may be
required ), and the high-importance/urgency of the talent reservation. Putting right persons
on right positions will virtually affect the strategy implementations considering the organization growth and strategy
direction, especially for the talent development and selections on key positions. The HR designed a tailor-made project
with the help from external consultant (DDI Consulting), focused on the main objective outputs, and made the top
managements involved deeply in a very compact way.
è¿????? 6 ä¸????¡¹??º§?ºä?é«????????使å??¸ç????对人???è§?¿µå®??äº??ä¸?ï¼?????人æ???????²ç?ä¸?½¢???
ä¸??´ç?è¯??ï¼?¹¶?¨æ?ä¸??两年????´ä¸å¾????»åº????»·?¼è½¬????
As a quite efficient result of this 6 month project, the management has aligned their talent views, and got an accordant
language in talent selection, utilization, development and retention. Continuous applications and value transferred have
also been taken out during the following two years.
æµ·å?并è´???项ç?åµå??????»¥?¨æ?为ä¸å¿??????????¤§???è½?????æ¤å??¶ï?人å?èµ??ä¹???¥ä?深深????´¢????????
????????½¬????¶å¸¦?¥å?ç»???½å???·¨å¤§æ?????±¤?£å??? HR 认è??°å????????¹å??????¤§è½?????????»ï?å¿?¡»å¯?
人æ????è¿?????è§??ï¼?»¥ç¡????? 1-3 å¹´å???ºº???ä¾??足以?????????????½å??½å????ä¸????å¾??äº???¸æ?é«?
?³ç?å§??ä¼?????ï¼?¹¶???人å?èµ??主å?该项???å¼?å±???
Therefore, when we look backward to 2 years ago, the great change and impact from mobile internet is recalled upon
the consumer relationships and consumer needs. The High-level of BH-HEALTH was thinking of major strategy changes
like overseas merge and acquisition, hatching new projects, improving consumer oriented serving competence. At the
same time, the human resource team was in considerations of the huge challenges the organization may face in
competences according to such company strategy changes. The HR people realized that they have to plan the talent
strategy in advance, to support the company strategy implementation, by means of providing sufficient key talents in the
future 1-3 years. This proposal got approved from the top decision committee and HR was authorized to lead the project.
Redefine talent
ä¼??ä¼??????¥è½¬????????对人???????????å®??ï¼????????????è´¨ã??
?¥è????éª???????????»´ç??ï¼??人æ??¨å????è¦??§å?紧迫?§ä????äº??ç¨???
???ç»????»????¿ä?????¹å?ï¼????ºº?¨å????ç½????»????¥è?å®??产ç?å®?
è´¨æ?§ç?å½±å?ï¼?°¤?¶å??³é??????ºº????²ä????ä¸???´æ?å½±å???·¨??±¤?£å???
HR ä¸???¨é¡¾????ºç?ä¼???¨è?ï¼?????è¡??åº?º«å®????¡¹???计ï????äº??è¦?
?????º§?ºï????ç®?æ´??æ¥é?使é?管深åº??ä¸??ä¸???
The strategy transition of traditional company signifies the redefinition of talents
(competences, personalities, knowledge, experience, attitudes, new thinking that may be
required ), and the high-importance/urgency of the talent reservation. Putting right persons
on right positions will virtually affect the strategy implementations considering the organization growth and strategy
direction, especially for the talent development and selections on key positions. The HR designed a tailor-made project
with the help from external consultant (DDI Consulting), focused on the main objective outputs, and made the top
managements involved deeply in a very compact way.
è¿????? 6 ä¸????¡¹??º§?ºä?é«????????使å??¸ç????对人???è§?¿µå®??äº??ä¸?ï¼?????人æ???????²ç?ä¸?½¢???
ä¸??´ç?è¯??ï¼?¹¶?¨æ?ä¸??两年????´ä¸å¾????»åº????»·?¼è½¬????
As a quite efficient result of this 6 month project, the management has aligned their talent views, and got an accordant
language in talent selection, utilization, development and retention. Continuous applications and value transferred have
also been taken out during the following two years.
