炸掉你的人力资源部.docx
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炸掉你的人力资源部.docx
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《Fortune》January15,1996,p.105.(ThomasA.Stewart《哈佛商业评论》总编托马斯•斯图沃特)
《炸掉你的人力资源部》
意译
TakingOntheLastBureaucracy
PeopleNeedPeople---ButDoTheyNeedPersonnel?
It'sTimeforHumanResourcesDepartmentstoPutUporShutUp.
Nestling warm and sleepy in your company, like the asp in Cleopatra's bosom, is a department whose employees spend 80% of their time on routineadministrative tasks. Nearly every function of this department can be performed more expertly for less by others. Chances are its leaders are unable todescribe their contribution to value added except in trendy, unquantifiable, and wannabe terms--yet, like a serpent unaffected by its own venom, thedepartment frequently dispenses to others advice on how to eliminate work that does not add value. It is also an organization where the averageadvertised salary for professional staffers increased 30% last year.
I am describing, of course, your human resources department, and have a modest proposal:
Why not blow the sucker up?
【在你的公司中存在着一个暖洋洋的、昏昏欲睡的,就像是科洛巴特拉(古埃及艳后,用毒蛇自杀)胸脯上的毒蛇一样的东西,这个东西就是你公司中的一个部门。
这个部门所属雇员80%的时间都用在了日常性的行政管理事务上。
该部门的几乎所有的职能都可以让其他部门用更少的时间却更为熟练地去完成。
更要命的是该部门的领导人无法描述出他们对公司的价值增值所作出的具体贡献是什么,而只能用一些流行的、无法量化的和苍白无力的语言来为自己辩解——然而,正如毒蛇不会收到自己的毒液感染一样,这个部门竟然还常常向其他部门提建议,告诉他们如何精简那些不会给公司带来价值增值的工作。
不仅如此,从招聘广告上看,在这个部门中工作的专业人员的平均薪资水平去年竟然上升了30%。
我所描述的当然就是你们公司的人力资源管理部门,因此我想给你一个小小的建议是:
为什么不把你的人力资源管理部门炸掉算了?
】
Idon'tmeanimproveHR.Improvement'sforwimps.Imeanabolishit.Deep-sixit.Rubitout;eliminate,toss,obliterate,nukeit;giveittheoldheave-ho,forceittowalktheplank,turnitintoroadkill.
Whynot?
ConsiderwhatHRdoesandwhetheritshoulddoit.Startwithpayroll,sincethat'sasubjectdeartotheheartsofHR'sclientele.Outsideprovidersnowcutanestimated25%ofallpaychecksissuedintheUnitedStates.Theirbusinessboometh.Theemployers'servicesdivisionofAutomaticDataProcessingofRoseland,NewJersey,thebiggestbusinessinthefield,grew13%in1995andhasbeengrowingatdouble-digitratesforyears.Thereason,saysFredAnderson,ADP'schieffinancialofficer:
"Ascompaniesmoveoffmainframes,theyaretakingalookatwhatapplicationsarestrategictothem.Whentheydecidethatpayrollandhumanresourcesfunctionsarenotstrategic,theyoutsourcethem."Backintheoffice,HR'scontributiontopayrolladministrationcomesdowntokeepingenoughformsonhandfornewhirestofillinandholdingchecksforpeoplewhowereoutoftownonpaydayandhaven'tyetsignedupfordirectdeposit.
薪酬(支付):
牵涉到HR所服务群体的核心利益,外部服务提供商已负责了全美25%的工资偿付业务。
该行业增长趋势明显,领头羊企业在1995年增长率13%(以保持多年的两位数增长),其CEO认为正因为薪酬偿付及HR职能对于企业来说没有战略意义,所以进行了外包。
【人力部门总是给大量的表格给新雇佣员工填写,或者替暂时无法领取工资的员工保管支票】
Thesamethingishappeningwithbenefitsadministration.Johnson&Johnsonisjustonecompanythathasturnedentirelytooutsidevendorstorunretirement,health,andotherplans.Ina1995surveyof314largeAmericancompanies,theConferenceBoardfoundthat26%hadoutsourcedbenefitsadministration,butthatoverallnumberhideshowmanyfarmoutatleastpartofthejob.Asdefined-contributionpensionslike401(k)sreplacedefined-benefitplans,forexample,companiesaremorethantwiceaslikelytoturntooutsourcing,accordingtoanotherConferenceBoardsurvey--fully87%outsourcerecordkeepingand59%,administrationandservice.Gotaquestionaboutyour401(k)?
Don'tcallus:
CallFidelity's800number.Thegoodnewsisthatyoucancallatnightandreachsomeonewhocanactuallyhelpyouratherthansimplytakenotes(inaccurately)andgetbacktoyou(belatedly).
福利管理:
1995年全美314家大企业中,26%的企业将福利管理外包出去了(退休、员工健康等),而这个数字还无法体现将福利管理部分外包出去的情况。
由于401(k)s【著名的固定缴款养老金计划】等取代了“固定收益养老金计划”,企业更倾向于将其外包了。
外包的业务中87%的数据记录在案,而企业内行政及服务数据只有57%被记录留档。
【有问题就打电话给外包的callcenter,比问人力部门能更及时、准确地沟通和解决问题。
】
Inanoutstandingstudyofthechangingroleofhumanresourcesdepartments,theCorporateLeadershipCouncil,aWashington,D.C.,groupthatconductsresearchfor500membercompanies,concludedthatfourbigdollopsofHRworkhave"significantpotentialtooutsourcefully":
benefitsdesignandadministration;informationsystemsandrecordkeeping;employeeservicessuchasretirementcounseling,outplacement,andrelocation;andhealthandsafety(workers'compensation,wellnessprograms,drugtesting,andOSHAcompliance).None,theCorporateLeadershipCouncilnoted,havemuchpotentialtoproducecompetitiveadvantageforacompanythatdoesthemespeciallywellin-house;alloffereconomiesofscaletooutsidesuppliers;andforseveral,outsourcingreducesriskbyoffloadingexposuretoliabilityorregulatoryclaims.
Totheircredit,HRdepartmentshaveseizedtheopportunitytooutsource.Underpressuretocutcosts,theyhavejettisonedadministrativebureaucracieslikedrugdealerstossinghempintotheseawhenaCoastGuardcutterheavesintoview.Thetenbiggestemployeebenefitsconsulting-and-outsourcingfirmsearnedover$3
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