人才九宫格是人才发展的重要工具。根据人才的潜力与绩效对人才进行分级，横向为绩效，根据员工绩效的高低分为三个等级，纵向为潜力，根据员工绩效水平的高低，分为三个等级由此，将形成人才的九宫格，每一个落位都代表了一种人才特征与发展策略。因此，需要有员工绩效与潜力的数据作为支撑才能形成人才九宫格。
继续阅读“如何形成人才九宫格”标签： 人才管理
九宫格在人才发展中的运用
在人才盘点工作中，人才九宫格是重要的工具。通过人才九宫格的梳理，可以帮助企业制定更为科学的人才计划，同时，也能帮助组织中的个人，让他们找到更好的职业发展工具，实现人才在组织中的长期发展。
继续阅读“九宫格在人才发展中的运用”知识工人管理的难题
当越来越多的工作开始由装配线上的机器人完成的时候，当越来越多的就业是源于第三产业、源于高端服务行业的时候，意味着知识工人阶层出现了。
知识工人的重要性无以言表，现代化的医院里面充满了各种高端设备，如CT机、核磁共振（MRI），一旦缺失了知识工人的操作与解读，这些高端设备只不过是一推钢铁垃圾。现代管理大师德鲁克说过，二十一世纪最大的难题在于管理知识工人，在于理清知识工人生产率的关键影响因素。
外聘用工风险
在知识经济时代，越来越多的机构，为了获得独特的技术、专利等，会采取外聘的方式，与成熟人才建立某种合作关系。
由于我国的法律不承认双重的劳动关系，因此，用人单位需要非常小心的处理与外聘的关系。首先，外聘适用的是民法，双方不是由劳动合同法来约束的。其次，分清楚外聘的类型，一般而言，国内存在以下几种外聘，一、聘用退休人员，二、聘用四类人员，三、聘用专家和名人。各种情况的外聘适用的法律不同，如第二种情况，按照最高人民法院《关于审理劳动争议案件适用法律若干问题的解释（三）》第八条规定，企业聘用以上人员，需要承担劳动合同法所规定的全部义务。
Employee Engagement Reality
Employee engagement is the extent to which employees feel passionate about their jobs, are committed to the organization, and put discretionary effort into their work. Employee engagement is key factor directly impact enterprise productivity. For merging and high tech industry, employee engagement matters for: whose nature of job needs employee engaged and exerted great effort, and employee needs to be mature and be skillful in their position. Even though employee engagement matters, reality of employee engagement is disappointing.
什么是NVQ职业认证
NVQ职业认证起源于英国，作为国家战略的一部分在撒切尔时代就开始实施，其目的在于提高整体国民的素质，并通过建立NVQ体系，解决企业实际用工过程中的一系列问题，如薪酬与福利待遇问题。作为国家介入的职业认证体系，NVQ体系从普遍性的职业词典出发，设计了涵盖1000多个职业的认证、发展体系，是目前世界上仍然采用的，并为中国政府所借鉴的职业发展体系。
How to Use Power Point Slides in Consulting Seminars
PPT slides is most wrongly used tool in public communication, speakers and trainer begin overly rely on PPT, without PTT slides, those professional even do not know how to face audiences and do not know how to communicate with audiences.
Business consulting industry, from proposal writing to seminar and reporting, relies heavily on PPT to communication, suggestion and proposing.
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”
Leadership development practice in China an overview
For a modern firm to get sustain success in market competition, leaders play an increasing important role to give direction, motivating and preaching the vision of future. Upon reach the globalization and economic downturn, enterprises in China faces even harsher environment than western counterpart: low labor cost can no longer sustain high speed economic growth, increasing compressed market and shifting of custom’s preference, and even more great uncertainty of macroeconomic. All the fundamental changes give greatest pressure of Chinese corporate leader, and they have to find way to be more innovative in order to survive. But to be more innovative requires great capacity of leadership, which become bottleneck of corporate prosperity of Chinese firms.