Embed Size (px)
Citation preview
第42届全球人才评鉴高峰会
暨领导人才发展论坛THE 42ND INTERNATIONAL
CONGRESS ON ASSESSMENT CENTER METHODS
AND DEVELOPING LEADERSHIP TALENT
华人人才评鉴与发展：回顾与前瞻
刘兆明 Dr. Chaoming LIU
辅仁大学心理系教授
Professor, Department of Psychology, Fu Jen Catholic University
台湾人才评鉴与发展学会理事长
President, Taiwan Talent Assessment and Development Association
Chinese Talent Assessment and Development: Where We Stand and the Way We Can Go
Chaoming Liu, Professor of Psychology at Fu Jen Catholic University, PhD in I/O Psychology from Purdue University, is currently the President of Taiwan Talent Assessment and Development Association, Chair of editorial committee of Research in Applied Psychology, Consultant of College Entrance Examination Center, and Board Chair of International Conference of Applied Psychology for Chinese Societies. He also used to serve as the President of Taiwan Psychological Association, President of Taiwan Applied Psychology Association, Department Director of Psychology at FJU, as well as Provost of FJU. His expertise includes talent assessment and development, work motivation, leadership, organizational culture and development, organizational career consulting, and organizational clinic research.
刘兆明，辅仁大学心理学系教授，美国普度大学
哲学博士（工业与组织心理学），台湾人才评鉴
与发展学会理事长、「应用心理研究」编委会召
集人、大学入学考试中心顾问、华人应用心理学
大会组委会主席。曾任台湾心理学会理事长、台
湾应用心理学会理事长、辅仁大学心理学系主任
、教务长。专长领域为人才测评与发展、工作动
机、领导、组织文化与组织发展、组织生涯咨询
、组织临床研究。
讲者介绍Keynote Speaker
• 华人人才评鉴与发展重要纪事之回顾Review on the Milestones of Chinese Talent Assessment and Development
• 评鉴中心与领导力发展在华人社会之现况The Status Quo of AC & Leadership Development in Chinese Societies
• 未来发展之前瞻Insights for the Future
主题概要Topic Outline
报告主旨Purpose of the speech
本报告之目的在协助参会者了解华人人才评鉴与发展的历史脉络、实践经验与未来方向。讲者将在学术与实践的脉络基础上说明大会邀请演讲之意涵与架构，为大会揭开序幕与引言。
The purpose of this keynote speech is to facilitate the contexts of Chinese Talent Assessment and Development, and to share the practical experiences and future thoughts with participants.The keynote speaker will elaborate the intention and structure of speech based on his academic and practical contexts.
新科技在人才评鉴与发展上会扮演甚么角色?What roles are new technologies playing for talent assessment and development?
VUCA时代企业如何培养与留住人才？How can corporates nurture and retain talents at Volatile, Uncertain, Complex and Ambiguous time?
学术对企业能有甚么贡献？What contributions can academia bring to corporates?
三个提问Three Qs Most Concerned
华人人才评鉴与发展重要纪事之回顾Review on the Milestones of Chinese Talent Assessment and Development
华人人才评鉴与发展重要纪事之回顾
台湾中钢公司派人前往美国DDI受训，引进评鉴中心的概念与方法
大陆公务人员选拔开始引进心理评鉴的概念
1982
China Steel Corporation in Taiwan designated its staff to DDI for professional training, and introduced the concepts and methods of AC to Chinese societies.
1984第一篇中文学术期刊论文出版The 1st Chinese academic article on AC was published.
1989
Psychological assessment concept was introduced to the civil servant selection in Mainland China.
Review on the Milestones of Chinese Talent Assessment and Development
大陆公务人员选拔开始引进心理评鉴的概念
1989
Psychological assessment concept was introduced to the civil servant selection in Mainland China.
DDI在香港成立分公司(1997台北/2002深圳/2003上海/2006北京)
第一篇职业经理人素质测评系统研究成果在学术期刊发表
1990DDI Hong Kong Branch was established (Taipei in 1997, Shenzhen in 2002, Shanghai in 2003, Beijing in 2006).
1998中国第一家人才测评专业顾问公司诺姆四达成立NormStar, China’s 1st AC consulting firm, was established.
2007the 1st paper on Capability Assessment System for Managers was published
台湾考试院引进评鉴中心作为高阶文官培训评鉴工具
台湾人才评鉴与发展学会成立
2010Taiwan government introduced AC as a method applied to senior level civil servants’ assessment.
2017CHO100成立CHO100 launched.
2018Taiwan Talent Assessment and Development Association established.
学术与实践整合之萌芽The Emerging integration of research and practice
中学为体，西学为用Chinese Culture as Essence and Western Knowledge for Utility
评鉴技术广泛应用于产官学界AC is widely applied in business, civil service, and academia
评鉴专业化与组织化AC has undergone a professionalized and institutionalized process
从历史看到什么?What We Can Learn from the History?
13PB 中国1949-2019七十年人才评鉴研究历程中国人事科学研究院研究员任文硕博士
14PC 管理才能评鉴中心在台湾地区的应用与发展中国文化大学劳动暨人力资源系助理教授林灿萤
华人人才评鉴与发展重要纪事之回顾Review on the Milestones of Chinese Talent Assessment and Development
评鉴中心与领导力发展在华人社会之现况The Status Quo of AC & Leadership Development in Chinese Societies
评鉴中心与领导力发展在华人社会之现况
学术研究与实践 企业之推动与发展
公务人员选拔与培训 大学招生与高端人才之引进
Academic research
and practice
Civil servant
selection and training
College admissions
and elites acquisition
The Status Quo of AC & Leadership Development in Chinese Societies
AC promotion and
development in corporates
研究与实践整合之努力The endeavor to integration of research and practice
大学人才测评与领导力研究中心之成立与运作The establishment and operation of talent assessment and research centers in universities
胜任素质模型之发展Development of competency model
学术研究与实践Academic research and practice
研究循环概念的提出与实践The concept of research cycle and practice
研究与实践整合之努力The endeavor to Integration of research and practice
研究循环 Research Cycle
前导概念Literature Review
理论架构Theoretical Framework
概念化Conceptualization
理解Understanding
探究Inquiry
实践场域The Field
假设Hypotheses Testing
验证Verification
应用Application
由下而上Bottom-up
由上而下Top-down
13PD 元领导力:
一种基于心理行为科学的体验式领导力测评与发展方法论北京师范大学心理学部教授许晓勇博士
13PD 大学中的领导力发展:
台湾某大学以才能评鉴与发展的实践经验亚洲大学副教授李志鸿博士
大学人才测评与领导力研究中心之成立与运作The establishment and operation of talent assessment and research centers in universities
13PD 建立国际派遣经理人能力模型:中资跨国企业定性研究
复旦大学管理学院副教授徐笑君博士
13PD 基于魅力型人格的领导素质评价与领导力开发中国人民大学商学院教授章凯博士
胜任素质模型之发展Development of competency model
AC promotion and development in corporates企业关注之起点:领导力发展
人才发展地图与供应链Talent development map and supply chain
团队与组织发展Team building and organization development
组织发展之整体策略规划Strategic planning of organization development
企业之推动与发展Leadership development is always the prior concern for business
评鉴标准与模型Assessment criteria and model building
评鉴技术与系统Assessment methodology and system development
评鉴效度与应用Assessment validity and applications
新科技之引入Introducing new technology
企业之推动与发展Leadership development is always the prior concern for business
13PA 鹰之翱翔: TCL高管后备培养项目实践分享CHO100联席理事长/ TCL大学执行校长许芳
13PC 领导力解析:英雄造时势? 时势造英雄?SHL中国区首席顾问彭泉勇
14AB 20年大中华区高管领导力:回首与展望DDI大中华区项目咨询总经理李慧渊
14AC 卓越人才的培养,从人才评鉴启始: 万华化学集团领导者培养精髓万华化学集团人力资源总经理万华大学执行校长赵继德
14AE 运用个性测量和干预方法发展中国企业领导者希典管理咨询董事总经理梁开广博士
企业关注之起点:领导力发展Leadership development is always the prior concern for business
领翔计划
部门长/总监Senior
Manager
经理（基层主管）
JuniorManager
总经理General Manager
集团高管executivemember
职员Staff
雏鹰工程Eyas Project
飞鹰工程Fly-Eagle
Project
精鹰工程Elite-Eagle
Project
雄鹰工程Tercel Project
翔系（后备发展）
Hipo-Development（Infuture Competency）
鹰系（在岗提升）
Eagle（Ongoing Promotion）
新任系（新岗胜任）
Newcomer(Inpostion Competency）
翱翔计划Upsoar-Hipo Plan
启翔计划Start-Hipo Plan
飞翔计划Hipo Plan
TCL鹰系人才培养体系TCL Eagles Development System
鹰之缘起The Origin of Eagle
14PC 基于领导力模型与评鉴中心的高管人员公开竞聘:
某央企投资上市公司K集团的成功实践
才标企业管理咨询人才评鉴发展与管理资深专家李运亭
14PD 如何判断一个人是否具有领导者的潜力?诺姆四达集团董事长兼总裁苏永华博士
15AK 培养未来的领导人腾讯大学副校长何京华
15AK 高效识别自我颠覆型领导人,赢在数字化时代光辉国际全球高级合伙人,咨询业务中国区董事总经理张伟钢
企业关注之起点:领导力发展Leadership development is always the prior concern for business
13PC 企业打通人才供应链的十项修炼
倍智测聘网络科技创始人、董事长兼CEO 许锋博士
14PE 构建中基层完整评鉴体系,链接人才发展地图康耐视亚洲区人力资源总监蔡阳
人才发展地图与供应链Talent development map and supply chain
13PA 团队氛围决定组织战力蒂森克虏伯电梯中国首席人力资源官陈敏博士
13PC 创新小组DNA识别与创新敏捷小组运作实践瑞典奥托立夫中国区人力资源副总裁赵亚
团队与组织发展Team building and organization development
13PA 人才评鉴在企业的应用价值探讨液化空气中国区人力资源副总裁吴静
13PE 数字化时代人才管理策略实战经验分享
韦莱韬悦台湾分公司人才与奖酬总经理魏美蓉
13PE 拿到「体检报告」后你该做些什么: 谈评鉴(AC)后人才发展的实践芮可企管顾问公司总经理董晓光
13PE 国际视野下的中国人才测评发展之路全美在线副总裁唐兆辉
14AB 战略转型下的人资变革及数据力量
云南白药集团健康大数据服务平台总经理顾明
组织发展之整体策略规划Strategic planning of organization development
14AC 解锁人的力量: 通过人才评鉴提高选用育留的管理水平和效率
克拉维斯咨询总经理康怀德
14PE 从沙漠到绿洲:人才评鉴和人才发展的现实应用
喜利得(中国)商贸人力资源总监平静
15AK 我们通往高竞争力组织的路径
费森尤斯卡比中国区总裁丁伟波
15AK 全球商业变局中的高端人才战略与布局
DDI亚洲区副总裁叶庭君
组织发展之整体策略规划Strategic planning of organization development
13PA 业务驱动的人才画像构建与人才评鉴实践浙江吉利控股集团副总裁魏梅博士
13PC 母婴行业店长能力模型建立及发展项目分享惠氏营养品商学院执行院长季菁
14AA 华星人才发展之路: 基于业务发展的内生性人才闭环华星光电高级副总裁吴岚
14AE 跨越东西方:文化敏捷度及能力的发展科必思管理咨询大中华区总经理 Peter Finch/高级顾问王洋
评鉴标准与模型Assessment criteria and model building
13PE 领导发展项目落地与衡量系统
伟师咨询总经理、《人才管理圣经》作者刘伟师
14AA 动态二重奏: 人才评鉴与发展DDI产品管理全球副总裁 Mark Busine
14PC 打造具备行业特色的人才招募测评体系三星财产保险(中国) 人力资源总监刘俪璇
评鉴技术与系统Assessment methodology and system development
13PC 制药公司混合商业模拟培训项目与评鉴实践:方法及有效性探讨尚贤进邦咨询研发总监高喜乐
14AD 少一些维度,多一些效度: 评估领导潜能的极简主义观点「领导力语法」理论模型创始人李峰(风里)博士
14AB 泛测评时代,测培结合赋能于人中智人力资源管理咨询副总经理彭平根博士
14AD 企业大学中人才评鉴的应用《培训》杂志主编朱伟正
14PB 人才评鉴的创新之路肯耐珂萨内容产品研究院代理执行院长韩冰莹
评鉴效度与应用Assessment validity and applications
14AD 人或机器?战争或共舞?
YSC中国区负责人兼管理顾问 Cathy Cao
14PE 如何将神经科学应用于领导力评鉴与发展?脑优势领导力中心创始人兼组织心理学家朱丽艳
14AD 以人工智能系统建立人才评鉴机制研究分享淡江大学公共行政学系副教授黄一峰博士
新科技之引入Introducing new technology
制度与法规的考虑Systems and regulations
评鉴vs考试Assessment v.s. examination
培训与发展之需求Need for training and development
公务人员选拔与培训Civil servant selection and training
13PB 领导干部人才评鉴实践探索与反思总结北京领导人才考核评价服务中心研究员谷向东博士
14PE 中国评鉴中心与发展评鉴中心的机会与挑战北京师范大学心理学部副教授闫巩固博士
13PE 政府机构评鉴中心在心理学方面的考量伊朗沙希德·贝赫什提大学工业与组织心理学副教授 Azadeh Askari博士
公务人员选拔与培训Civil servant selection and training
多元能力对传统考试取才的挑战Challenge of examination for multiple abilities assessment
高端人才引进与培育Elites acquisition and development
大学招生与高端人才之引进College admissions and Elites acquisition
14PE 高端人才引进中的评价与发展浙江大学心理与行为科学系教授马剑虹博士
14PD 评鉴工具助力打造企业内部晋升通道: 以高潜人才发展通道为例
欧姆龙(中国)上海分公司人力资源中心长苏遐
14PD 高潜质人才的测评和发展
励衿咨询管理合伙人、联合创始人饶晓谦
14PD 打造敏捷组织HR实践之高潜项目
百特医疗亚太区人力资源副总裁林意清
14PD 高潜人才数据分析马丁森集团总经理兼联合创始人路烽
高端人才引进与培育Elites acquisition and development
.
1.领导力发展普遍受到重视Leadership development has widely received attention among organizations
但评鉴的方法与技术在质与量方面都有待深化与扩充However, the AC methods and techniques still need to be improved both quantitatively &qualitatively.
现况的优势与不足Pros and Cons at this Moment
.
现况的优势与不足Pros and Cons at this Moment
2.开始重视人才长期的培育与发展An increasing attention to talent facilitation and development in terms of long-term running
但实体组织思维不易克服人才流动的问题However, withholding an entity organization mindset will not help to cope with turnover issues.
.
现况的优势与不足Pros and Cons at this Moment
3.个别企业的投入增加Rising amount of investments among certain corporates.
但整体性及长期性的人才发展趋势分析仍有不足However, talent development trend analysis is still deficit with a comprehensive and long-term orientation.
.
现况的优势与不足Pros and Cons at this Moment
4.企业积累了大量珍贵的个案资料Corporates have accumulated a vital amount of significant case resources.
但不愿分享及发表，经验无法累积成有系统的理论知识However, due to unwillingness to share and publish, experiences cannot be crystalized into theoretical knowledge.
未来发展之前瞻Insights for the Future
专业组织之发展Development of professional association
专业伦理之规范Standardization the codes of professional ethics
新兴学术领域之兴起The rising of new academic domains
强化研究与实践之整合Enhancing the integration of research and practice
未来发展之前瞻Insights for the Future
CHO100
台湾人才评鉴与发展学会Taiwan Talent Assessment and Development Association
专业组织之发展Development of professional association
中文版专业伦理准则之讨论与修订Chinese edition of Guidelines and Ethical Considerations for Assessment Center Operations
专业伦理之规范Standardization the codes of professional ethics
14PB 评鉴中心运营的准则和道德考量:组织如何从准则中获益
谊威管理咨询总裁兼首席顾问陈子良博士
专业伦理之规范Standardization the codes of professional ethics
设计思考Design thinking
人才分析Talent Analytics
组织生涯发展与咨询Organization Consultation in Career Development
工作设计Job Design
组织设计Org Design
人生设计Life Design
新兴学术领域之兴起The rising of new academic domains
知识论与方法论之思考Reflection on epistemology and methodology
由实践建构知识Constructing knowledge from practice
学术工作者的使命The mission of scholars
专业工作者的尊重与认同Respect and consensus from professionals
强化研究与实践之整合Enhancing integration of research and practice
13PD 怎么知道评鉴中心是否有效?整合理论、研究与实践的知识论美国科罗拉多州立大学终身荣誉教授 George C. Thornton III博士
强化研究与实践之整合Enhancing integration of research and practice
学术与实践的紧密结合Intimate collaboration between academia and industry
有人才就有机会，企业不画地自限Talent creates opportunities, corporates don’t draw their own limits
由移植到扎根From transplanting to rooting
尊重专业，服膺伦理Respect professionals, honoring ethics
群策群力，共创未来Work together to create a better future
从过去看未来:我的盼望与期许From past to future: My anticipation and expectations
人力将快速被AI取代，人才的RIW才是决胜的关键Human resources will be rapidly replaced by Artificial Intelligence; the key factor to future success is the Real Intelligence
& Wisdom among talents.
人才决定组织发展，而非组织决定人才去留Talents determines the development of organization, but not the organization decides the career destination for talents.
知识的分享与累积是组织与社会进步的原动力The celebration and accumulation of knowledge and experience is the motive force of advancement for organization and
society.
结语：给企业的建言Recommendations to Corporates
伟大的改变并非遥不可及。- 希思(Chip Heath)，斯坦福大学商学院组组织行为学教授
第42届全球人才评鉴高峰会
暨领导人才发展论坛THE 42ND INTERNATIONAL
CONGRESS ON ASSESSMENT CENTER METHODS
AND DEVELOPING LEADERSHIP TALENT
