As Chinese firm gradually encounters shortage of talent and more seriously for coastal factory cannot recruit eligible workforce, employer branding is new hot term in Chinese corporate and academy to tacit the problem of recruiting and retention.
分类： 员工发展
雇主品牌之—雇主品牌与员工敬业度（Employee Engagement）
雇主品牌成为人力资源管理领域非常热门的话题，究其根本在于中国目前劳动力市场的结构性变化，越来越多的80后、90后走向工作岗位，与他们的前辈们不同的是，他们成长在一种更为富裕的环境中，因此，对职业与工作的需求与他们的前辈是很不一样的，这种不一样体现在对工作与生活的态度上，他们更加注重工作与生活的平衡（work life balance），要使他们具有与前辈们相同的敬业精神，就必须在公司的制度设计、文化方面进行变革。
雇主品牌之—如何建设雇主品牌(how to build employer branding)
雇主品牌建设是系统的工程，涉及到雇主的方方面面，从人力资源管理的基本模块，如薪酬绩效，到员工关系管理，如企业福利与年金制度、职业安全与卫生，再到企业的战略与品牌战略。从管理咨询的方法论上看，雇主品牌建设一般需要4个步骤：一是发现，二是地图，三是激活，四是测量。这四个步骤相互具有逻辑联系，前一步骤成功实施是后一步骤的基础。
雇主品牌之—什么时候需要雇主品牌（When Need Employer Branding）
企业总是在出现问题的时候开始考虑外部劳动力市场的问题，正如企业的薪酬政策一样，当企业发现大量的优秀员工流出企业，才开始意识到系统性的问题。笔者原来工作过的一家企业，负责研发的科研人员在一周之内有5人离职，致使企业的研发工作完全停摆，一打听才发现竞争对手以高于公司薪酬标准的60%强力挖掉了我们的研发队伍。对雇主品牌也一样，企业在出现招聘问题时，才开始认证思考在那里出现了问题。
雇主品牌之—什么是雇主品牌（Employer Branding）
作为一种整合公司战略、品牌战略与人力资源战略的工具，雇主品牌从产生之日起就受到世界范围内实业界与研究机构的关注，尤其在劳动力缺乏的欧洲。
从雇主品牌产生的历史来看，西方劳动力大军结构发生深刻变化—60、70年代的婴儿潮（baby boom）逐渐退出劳动力市场，经济的高速发展更加依赖与高素质人才，公司的招聘的成本—显性与隐性成本日益增高，雇员对企业的敬业度（employee engagement）日益降低，显性离职与隐性离职率不断攀升，在这种情况下，西方企业采用了一种整合劳动力市场的定位的战略，将企业在劳动力市场的定位清晰的传递给潜在的雇员，同时将公司战略，特别是差异化战略与劳动力市场的定位密切整合在一起，通过在劳动力市场的清晰定位吸引公司所希望的潜在雇员，同时，改革内部员工管理体系，保证公司在劳动力市场的定位与宣传跟公司实际的员工管理实践一致，实现人才战略对企业战略的支撑。
In Retrospect Of 2011
As year 2011 passed and the coming of New Year, mixed with the hope and expectation, look back on the days passed.
Year 2011 is my turning point, full with hardship and tribulation. Working as director of consulting company, from strategy let out to project execution, I have to put all my soul and heart on daily routine to help client and my colleagues.
Action Learning Practice In China
Action learning is a process by which we enlist a group of colleagues to help us think differently and clearly about a problem, project, process, or action. Action learning is a process that becomes a vehicle for learning through our experiences and through the help of colleagues, both expert and “non” expert. In practice, action learning has been proven to be the most effective way of learning in workplace. 继续阅读“Action Learning Practice In China”
顾问的历程
从2003年开始，踏上专业管理顾问的职业道路，至今已有八个年头，回想这八年，感概颇深，期间历经许多困难与磨难，终于走到了2011年的春天。
从开始作为专业顾问的那天，就感觉到身上的责任重大，为企业提供有价值的咨询服务，说起来容易，做起来却很难。在市场经济条件下，作为委托方的人员，处于顾客与公司之间的利益第三方，有时为了公司的利益必须做出专业上牺牲，为客户的服务必然不是非常到位，对客户问题的解决必然不是十分彻底，有时为了保证咨询服务的质量，必须在一定程度上牺牲公司的利益，项目时间节点不能得到保证。处于中间地带的顾问，对于集体往往没有很强的归属感，总是感觉到在出差，在客户方访谈调研，没有一种真正的归属。 继续阅读“顾问的历程”
Intelligence testing its limitation and consideration
When applied intelligence tests into industry, some of the testing limitation should be fully understood in order to make the testing more prevalent. There are some limitations of the testing. An important limitation of intelligence tests is that, for the most part, they are not concerned with the underlying processes involved in problem solving. They focus on the final product or outcome rather than on the steps involved in reaching the outcome. They look at the “what ” rather than the “how” Thus, a low score on Arithmetic might result from poor attention, difficulty understanding the examiner because of disturbances in comprehension, or low educational attainment. 继续阅读“Intelligence testing its limitation and consideration”
Paradox about psychological assessment
Psychological assessment is expanding its application into industry setting including personal vocational determination, predication of future performance. But there are wide spread controversy concerning its reliability, validity and even bias. If not chosen properly, its application could harm psychological testing itself and the people involving the process. 继续阅读“Paradox about psychological assessment”