建立和谐的劳资关系和组织气氛(24)

Click to edit Master title style,Click to edit Master text styles,Second level,Third level,Fourth level,Fifth level,*,*,Creating a Positive Employee Environment,建立和谐的劳资关系和组织气氛,Colleen Law,罗,淑,华,VP, Human Resources,资源,副,总裁,Emerson Electric Asia-Pacific,艾默生电气亚太区总部,November 17, 2003,2003,年11月17日,2024/9/16,1,Emerson Corporate Overview,艾,默,生 公 司 概,况,Founded in 1890,成立于1890年,H,e,ad,-quartered in St Louis, Missouri, USA,总,部,设于,美,国,密,苏,里州,圣,路易斯市,Global product and market leadership,全球市场和技术领导者,Record of consistent long-term performance,保,持,长期的优秀,业绩,纪录,Global sales of US$13.8b in 2002,2002,年,总销,售額,达,138,亿,美元,More than 110,000 employees worldwide,全球员,工超,过,十,一万,名,Over,60 industry-leading divisions located in,over 300 manufacturing locations in 150 countries,超,过,60,家,业界翘楚的,子公司,超,过,300,个,生,产,基地,，,分,布,于,世界,150多个国,St. Louis headquarters,圣路易斯总部,2024/9/16,2,“2003,Fortunes Worlds Most Admired Companies” Emerson named Global Top 50 All Star,Global Electronics,1. GE,2. Sony,3.,Emerson,US Electronics,1. GE,2.,Emerson,Overall rank,全球排名,:,#47,Industry rank,全球电子业排名: #3,global,9 rating categories,评选标准,：,social responsibility,社会责任感,innovation,革新度,long-term investment value,长期投资价值,use of corporate assets,公司资产运用,employee talent,员工素质,financial soundness,财政状况,quality of management,管理质量,quality of products/services,产品和服务质量,global business acumen,全球商务敏锐度,艾默生名列,2003,财富“全球最受讚赏的公司”全明星企业全球 50 强,2024/9/16,3,2002,Sales by Business Group,2002,年 销 售 之 业 务 范 畴 分 布,Electronics & Telecommunications,电子,及,电,信,17%,Process Control,过,程控制,24%,HVAC,供暖、,制冷,及,空,调,17%,Appliance & Tools,家,电,和工具,24%,(,U,S,$13,.8,Billion in Total,总 额 达 138 亿 美 元,),Industrial Automation,工,业,自动化,18%,2024/9/16,4,Appliance & Tools,#1 Fractional Motors,#2 Appliance Components,#1 Storage Solutions,#1 Waste Disposers,#1 Plumbing Tools,家电,及,工具,Industrial Automation,#1 Alternators,#1 Motors,工业自动化,Process Control,#1 Control Valves,#1 Measurement Devices,#2 Systems & Solutions,过,程 控 制,Electronics & Telecom,#1 AC & DC Power Systems,#1 OEM Embedded Power,#1 Precision Climate Systems,#1 Fiber Optic Conduit,电子,及,电信,#1,Compressors,供暖、通风,及空,调,H V A C,Global Market and Technology Leadership,全 球 市 场 和 技 术 领 导 者,2024/9/16,5,Emerson China Overview,艾 默 生 中,国,概,况,Started doing business in China in late 1970s,七 十 年 代 末,开 始,发,展 中,国,业 务,China is Emersons biggest business partner in Asia,中,国,是 艾 默 生 在,亚,洲,的,最,大,商,务,伙 伴,Second only to U.S. in sales in 02,02,年,销,售 額,仅,次,于,美,国,Current Infrastructure:,基 本,设 施,2,7,manufacturing operations in 10 locations,2,7,家 工 厂,在,10,个,地 点,9,joint ventures, 21 wholly-owned,9,家 合,资,公 司,，,21,家 全,资,公 司,M,ore than,1,2,000,employees,一,万,二 千,多,名,员,工,2024/9/16,6,Our Promise,我们的承诺,Emerson is where,technology and engineering,come together to,create solutions for the benefits of our customers,driven without compromise,for a world in action,坚持,不懈,整合科技,与,工程技,术,为,客戶提供最有利的,应,用方案,2024/9/16,7,ROLE OF HUMAN RESOURCES,人力资源部的职责,Communications,沟通,Employee Advocacy,员工沟,通媒介,Accountability,问责,Emphasis on Good Supervision,强调有效的监督,Urgent Problem Response,对问题,迅速,作出反应,Strong Ethics Program,严格执行职业道德规范制度,Recruitment Development Retention,招聘 发 展 人才挽留,Legal Compliance,遵守,法规,Ensure a Safe Workplace,确保工作场所的安全,Integral Part of Management Team,管理团 队 的核心组 成部分,2024/9/16,8,Employees can maximize their contributions to the organization only if they fully understand the business strategy plan and opportunity,员工只有,在,充分理解公司的商业战略计划/机遇时才能释放其最大的能量,Annual communication plan developed at each location,每个内部组织制定年度沟通,計,划,Think about our key messages,重点在,关键信息,方面,Decide upon communication methods,确定沟通方式,Follow through on the scheduled communications,认真完成沟通计划,Role of Human Resources,人力资源部的职责,Communications,沟通,2024/9/16,9,Employee Advocacy,人力资源代表应该是,员工沟,通,的,媒介,“,We Exist To Ensure That The Employee Point Of View Is Always Heard And Considered And That Our Personnel Policies Are Correctly Administered.”,“,我们的存在目的是确保员工的想法,能被充分了解和考虑，并,保,证我们的,人事政策得到正确实施。”,Role of Human Resources,人力资源部的职责,2024/9/16,10,“,The Human Resources Balancing Act”,“平衡的艺术 ”,Communication,沟通,Employee AdvocateBusiness Advocate,员工,期望,业务,需要,_,Human Resources and Business Planning,人力资源和业务规划,2024/9/16,11,Role of Human Resources,人力资源部的职责,Accountability,问,责,Human Resources and Management are accountable for how they interact with employees. This is accomplished through the use of :,在艾默生，和员工沟通,是,人力资源部和管理层,的,重要职责，我们通过以下途径来 实现上述目标：,Annual Communication Plan,年度,沟通,计划,Employee Opinion Surveys,员工意见调查,Human Resources Reviews,人力资源,系统测评,2024/9/16,12,Tool Box Meeting,定期小组会议,Departmental Meetings,周期性部门会议,All Employee Meetings,季度员工会议,S-O-B Address,One (1) Per Year,每年一次年度业务,改善状况演讲,S-O-B,ACP,年度,沟通计划,Annual Communication Plan,年度,沟通,计划,2024/9/16,13,Employee Communications,员工沟通,One of the Employee Communication Tools for Building the trust,其中一種有效的,建立互信的沟通,工具,Empoyee Opinion Survey,員工意见调查,2024/9/16,14,Foundation of Positive Employee Relations Since 1954,美,国总,公司,自,1954,年起重视建立良好的员,工,关系,Critical Division and Plant Continuous Improvement Tool,它是分,公司,用以,持续改善,工作,的主要,工具,Jointly Analyzed by Plant / Division / Corporate ER Staff,由工厂,/,分,公司,/,总,公司,员,工,关系部共同分析,调查结果,The Climate Pro = Accountability,组织氛围评分 = 问责,The Emerson Employee Opinion Survey,艾默生员工,意见调查流程,2024/9/16,15,Purpose,目的,EOS is used as a management tool for:,“,员工意见调查”是一种管理工具,用,于,:,Assessing the overall employee relations climate,评估员工关系的整体氛围,Identifying specific major problems,识别,公司内部存在的,主要问题,Evaluating success of specific programs,评估,一些重大的项目工程是否成功,Assessing training needs,评估培训需要,Providing a quality control check on communication efforts,为沟通工作提供质量控制检查,2024/9/16,16,Focus on process but not report,应首重过程，而非报告,Critical Success Factors 成功要素,Dont try to manipulate the result,切勿尝试操控结果,Signify top managements commitment to well being of employees,体现管理层对员工所关心的问题的重视和承诺,Survey report is only a means & the starting point to improve rather the end itself,调查报告只是改进的手段及起点，而非最终目标,Segment the employees into workgroup to identify the problem area,将员工分成工作小组以确认问题所在,2024/9/16,17,Time management of HR,人力资源部要准确估控工作量,Terrible workload but worthwhile return,工作量极大，但会得到值得的回报,Critical Success Factors 成功要素,Preparing survey result presentation for work groups,准备各小组的调查结果报告,Conducting work group feedback sessions,进行小组反馈会议,Compiling summary for feedback sessions to derive action plan,汇总反馈会议的意见，从而制定行动订计划,2024/9/16,18,Criteria to select optional questions,如何选定问题,Dos,宜,Select what employees dissatisfy most now,选择雇员现时最不满的,Select what make them staying with us & willing to contribute in long run,选择长远而言使他们留效并卖力工作的,Donts,忌,Exclude what stakeholders did not like to see,排除个别相关方不想见的,Exclude what seems to be “impossible to improve” or “unaffordable,”,排除一些所谓 “不可能改善” 或 “不能承担 ” 的,Employee but not management perspective,从雇员而非管理层的角度选定问题,Critical Success Factors 成功要素,2024/9/16,19,When interpreting the result data,当研究原始数据时,Be action-oriented,以行动为本,Highlight the “most unfavorable” but not “most favorable” to look for opportunities to improve,著重评分 “最差” 而非 “最好” 的，以寻找改进机会,Think critically for any “unexpectedly unfavorable” to bridge the gap of perception between management & employees,认真思考 “出人意料的差” 的，以拉近管理层与雇员对该问题的认知的距离,Not to justify what we have done in the past but to dig what we should do in the future,应寻找未来该做的事，而非已取得的成就,Critical Success Factors 成功要素,2024/9/16,20,Focuses,重,点,Emphasize on,着重点,Small group feedback meetings with employees,反馈会谈,Analysis meeting and action plan development,调查分析会议及制定行动计划,Employees communication of the action plans,与员工沟通有关行动计划,Follow up actions execution,跟进行动计划,2024/9/16,21,Small group feedback meetings,反馈会谈,A small group meeting without supervisors participation,主管,不应参与小组会谈,LISTEN,to employees concern and clarify if needed,只須,倾听并澄清相关问题,Analysis meeting and action plan development,调查分析会议及制定行动计划,Develop action plans and focus on unfavorable questions and low score workgroups,制定行动计划并集中在员工满意度低的方面,及,低分小组,Corporate HR to review the action items to ensure employees concerns have been properly addressed,与总公司商讨以确保员工问题得到回应,Focuses,重点,2024/9/16,22,Employee communication,員工,沟,通,有关行动计划,Address to all requests, including requests which will not or cannot be met,回,应员工,所有要求, 包括不,会,或,无,法滿足的要求,Explain the action items, time schedule and the responsible persons/team,向员工解释行动项目,时间,表和,负责,人,员,/,单位,Follow Up,跟进行动计划,Submit a follow up report to Corporate HR six months after the action plan has been confirmed,在六,个月后,向,总公司,呈交,跟进行动计划报告,Focuses,重,点,2024/9/16,23,* The End*,Thank You!,2024/9/16,24,