人力資æºç®¡ç†è€…(Human Resource Profiler)的工作是藉由委託公å¸æ‰€æ供的求è·å±¥æ·è³‡æ–™ï¼Œå°æ±‚è·è€…進行分æžä¸¦çµ¦äºˆå§”託公å¸çš„人力部門主管諮詢討論,幫助委託公å¸çš„人力主管進行最後的判斷。
通常人力資æºç®¡ç†è€…所å–å¾—çš„å±¥æ·è³‡æ–™éƒ½å·²æ˜¯ã€Œæœ€å®Œæ•´ã€çš„å±¥æ·ï¼Šï¼Œè€ŒäººåŠ›è³‡æºç®¡ç†è€…è¦åšçš„工作就是藉由履æ·è³‡æ–™ï¼Œä¸¦åˆ©ç”¨ä¸€äº›å¿ƒç†åˆ†æžæŠ€å·§ï¼Œç”šè‡³ç°½å分æžï¼Œå°æ‡‰å¾µè€…進行判斷。ä¸åŒæ–¼ä¸€èˆ¬äººåŠ›è³‡æºç®¡ç†å…¬å¸ï¼Œå—訪的 profiler 並éžè‘—é‡ã€Œäº‹å¯¦ã€ï¼Œè€Œæ˜¯ã€Œå¼·åŒ–å°æ‡‰å¾µè€…的模糊主觀å°è±¡ã€**,求è·è€…æ供很多「事實ã€çš„åˆ—è¡¨ï¼Œä½†æ˜¯è‹¥æ˜¯ç”¨é€™ä½ profiler 的角度去深æ€ï¼Œæœƒç™¼ç¾è¨±å¤šäººã€Œå®£ç¨±ã€çš„「事實ã€å…¶å¯¦èˆ‡ä»–的整份履æ·æ‰€çµ¦äºˆçš„「å°è±¡ã€æ˜¯ç›¸çŸ›ç›¾çš„。ç‰é€™æ¨£çš„分æžå®Œæˆå¾Œï¼Œprofiler 會與委託公å¸çš„人力部門主管見é¢ï¼Œè¨Žè«–é€™ä»½å·¥ä½œæ‰€éœ€çš„äººæ ¼ç‰¹è³ªç‚ºä½•ï¼Œä¸¦ä¸”è—‰ç”±ã€Œäººæ ¼ç‰¹è³ªåˆ†æžåœ–表ã€ä¾†å®Œæ•´è¡¨é”求è·è€…給人的特質感å—,幫助人力部門主管決定è¦éŒ„用誰。
å› è‘—æ‰€è¬‚çš„é‡‘èžå±æ©Ÿï¼Œé€™ä½ profiler è‡ªé™³é€™ä»½å·¥ä½œçš„å¸‚å ´éœ€æ±‚é‡è¶Šä¾†è¶Šé«˜ï¼Œç•¶ç„¶é€™æ˜¯å› 為公å¸éŒ„用到錯誤的人æ‰ï¼Œä¿å®ˆä¼°è¨ˆæœƒå¦å…¬å¸ä¸€å¹´æ失五è¬åˆ°åè¬æ元,這也是為何ä¼æ¥æœƒé¡˜æ„花這樣的開銷,謹慎地篩é¸äººæ‰***。
*由æ¤å¯è¦‹å±¥æ·çš„「完整ã€ï¼Œä»£è¡¨çš„是「進入最終候é¸å單的機會ã€
**由履æ·æ‰€æ供的å„é …äº‹å¯¦ï¼Œå…¶å¯¦æœƒçµ¦äºˆäººä¸€ç¨®ä¸»è§€ä¸Šçš„å°è±¡ï¼Œè€Œé€™å€‹å°è±¡èƒ½ä¸èƒ½è¢«å±¥æ·ä¸çš„事實所支æŒï¼Œæˆ–å¦å®šï¼Œæ˜¯æˆ‘們在寫履æ·ï¼Œä»¥åŠåœ¨é€²è¡Œè‡ªæˆ‘çžè§£æ™‚ï¼Œå¿…é ˆæ³¨æ„的。
***這個角度éžå¸¸å€¼å¾—求è·è€…åƒè€ƒã€‚è·ä½èˆ‡è·å“¡éƒ½æœ‰ç‰¹è³ªï¼Œæ‰€ä»¥æœ‰åˆé©æˆ–ä¸åˆé©çš„å•é¡Œã€‚ä¼æ¥çš„角度是,若我é¸æ“‡äº†éŒ¯èª¤çš„人æ‰ï¼Œæˆ‘å¾—è² æ“”çš„å°±ç›´æŽ¥æ˜¯ã€Œè™§æã€ï¼Œé‚£æ±‚è·è€…è¦æ€è€ƒçš„就是,我è¦å¦‚何呈ç¾æˆ‘自己為é©åˆé€™å€‹è·ä½çš„,而且,在那之å‰ï¼Œæ›´åŸºæœ¬çš„是得先弄清楚,我é©ä¸é©åˆé€™ä»½å·¥ä½œï¼Œç•¢ç«Ÿï¼Œå°æ±‚è·è€…來說,若得到了一份ä¸é©åˆè‡ªå·±çš„工作,所é¢è‡¨çš„虧æ是「生命ã€ï¼
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[Source: Made in Germany 2009/09/28 http://www.dw-world.de/dw/article/0,,4705775,00.html]
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Human Resource Managers: Leadership under the Microscope
r è‡ªé™³é€™ä»½å·¥ä½œçš„å¸‚å ´éœ€æ±‚é‡è¶Šä¾†è¶Šé«˜ï¼Œç•¶ç„¶é€™æ˜¯å› 為公å¸éŒ„用到錯誤的人æ‰ï¼Œä¿å®ˆä¼°è¨ˆæœƒä»¤å…¬å¸ä¸€å¹´æ失五è¬åˆ°åè¬æ元,這也是為何ä¼æ¥æœƒé¡˜æ„花這樣的開銷,謹慎地篩é¸äººæ‰***。
*由æ¤å¯è¦‹å±¥æ·çš„「完整ã€ï¼Œä»£è¡¨çš„是「進入最終候é¸å單的機會ã€
**由履æ·æ‰€æ供的å„é …äº‹å¯¦ï¼Œå…¶å¯¦æœƒçµ¦äºˆäººä¸€ç¨®ä¸»è§€ä¸Šçš„å°è±¡ï¼Œè€Œé€™å€‹å°è±¡èƒ½ä¸èƒ½è¢«å±¥æ·ä¸çš„事實所支æŒï¼Œæˆ–å¦å®šï¼Œæ˜¯æˆ‘們在寫履æ·ï¼Œä»¥åŠåœ¨é€²è¡Œè‡ªæˆ‘çžè§£æ™‚ï¼Œå¿…é ˆæ³¨æ„的。
***這個角度éžå¸¸å€¼å¾—求è·è€…åƒè€ƒã€‚è·ä½èˆ‡è·å“¡éƒ½æœ‰ç‰¹è³ªï¼Œæ‰€ä»¥æœ‰åˆé©æˆ–ä¸åˆé©çš„å•é¡Œã€‚ä¼æ¥çš„角度是,若我é¸æ“‡äº†éŒ¯èª¤çš„人æ‰ï¼Œæˆ‘å¾—è² æ“”çš„å°±ç›´æŽ¥æ˜¯ã€Œè™§æã€ï¼Œé‚£æ±‚è·è€…è¦æ€è€ƒçš„就是,我è¦å¦‚何呈ç¾æˆ‘自己為é©åˆé€™å€‹è·ä½çš„,而且,在那之å‰ï¼Œæ›´åŸºæœ¬çš„是得先弄清楚,我é©ä¸é©åˆé€™ä»½å·¥ä½œï¼Œç•¢ç«Ÿï¼Œå°æ±‚è·è€…來說,若得到了一份ä¸é©åˆè‡ªå·±çš„工作,所é¢è‡¨çš„虧æ是「生命ã€ï¼
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[Source: DW-Asie Made in Germany 2009/09/28 http://www.dw-world.de/dw/article/0,,4705775,00.html]
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Human Resource Managers: Leadership under the Microscope
Some 35 percent of top positions at DAX-listed companies undergo a leadership shuffle in the first 18 months. According to the Social Business Consulting company, European executive boards change twice as often as those in the United States. And in Germany, the turnover rate is twice as high as in the rest of Europe.
Vacancies at the top are leaving more and more businesses in the lurch. That's where human resource management companies come in. Their job is to prevent companies from losing billions when the wrong person is hired for an executive position. In Sweden, 70 percent of large companies already use such services, and in the United States, the number is 80 percent. This week, we'll watch the process first-hand at a large German wholesale company. A report by Holger Treczak.