「釋義」

基業(yè)長青即企業(yè)歷經(jīng)考驗(yàn)，長盛不衰。

《基業(yè)長青—企業(yè)永續(xù)經(jīng)營的準(zhǔn)則》被《哈佛商業(yè)評(píng)論》評(píng)為20世紀(jì)90年代選出兩本最重要的管理書籍之一?？铝炙购筒ɡ乖跁刑峁┝诵路f的見解，為有志于建立經(jīng)得起時(shí)間考驗(yàn)的偉大公司的人提供實(shí)際指導(dǎo)。

?

《基業(yè)長青》中認(rèn)為企業(yè)持續(xù)成長的關(guān)鍵：

1、做造鐘師，也就是做建筑師，不要做報(bào)時(shí)人。

2、擁護(hù)兼容并蓄的融合法。

3、保存核心，刺激進(jìn)步。

?

「應(yīng)用場景」

直線領(lǐng)導(dǎo)者的投入和人力資源管理者的敬業(yè)，可在組織內(nèi)營造出欣欣向榮的氛圍，這對專業(yè)人才極具吸引力。人才政策要支持基業(yè)長青，也要保持連續(xù)性，能隨時(shí)調(diào)整，以快速應(yīng)對實(shí)際情況的變化，并適應(yīng)各地文化差異。

Committed line leaders and gifted HR managers together create an organizational climate of spirit and energy—a magnet for the very best professionals. Their talent policies are built to last but are constantly under review, to ensure that they can respond to changing conditions on the ground and to cultural differences across the globe.

?

只有做好這些，企業(yè)才能踐行其員工關(guān)系理念、落實(shí)對員工的承諾，并有效建立信任，提高組織運(yùn)作透明度。如果績效評(píng)估、晉升和成功的標(biāo)準(zhǔn)足夠透明，員工將相信這是一個(gè)以能力論英雄的組織。

Getting these things right makes all the difference. It creates an authentic connection between how a company presents itself as an employer and how it really feels inside—the employee value proposition. It gives a healthy sense that promises made are promises kept. Authenticity paves the way for transparency. When employees know what it takes to perform, develop, grow, and succeed, they trust that their company is a meritocracy.

? ? ??

《貝萊德的卓越人才戰(zhàn)略》

道格拉斯·雷迪、琳達(dá)·希爾、羅伯特·托馬斯

2014年1月刊

“Building a Game-Changing Talent Strategy”

by Douglas A. Ready , Linda A. Hill and Robert J. Thomas

編輯：馬冰侖?