IT Strategy资讯科技策略

“Managing supply chain is about managing uncertainty and variability. "有效管理，供应链管理是有关的不确定性和多变性。 This same uncertainty exists inside companies with regard to talent development. 这同样存在着不确定性，公司内部对于人才的发展。 Companies rarely know what they will be building five years out and what skills they will need to make that happen; they also don’t know if the people they have in their pipelines are going to be around.” Thus, Wharton management professor 公司很少知道他们将被建设五年了，什么技巧，但他们必须作出这样的情况，他们也并不知道，如果人，他们都在自己的管道都将围绕" ，所以，沃顿商学院管理学教授 Peter Cappelli 彼得卡普利 draws a compelling parallel between Supply Chain Management and Talent Management in his book titled 得出了令人信服的平行之间的供应链管理和人才管理，在其所著的名为 Talent on Demand 人才需求 . 。 Also read a good overview of this book is at 也看到了一个很好的概述，这本书是在 Knowledge@Wharton 沃顿知识在线 . 。

Cappelli has defined the term “Talent Management” which simply means “trying to forecast what we are going to need, and then planning to meet that need,” and according to the author, the definition of supply chain management is essentially the same: “We think that demand for our products next year is going to be ‘X’. 卡普利界定而言， "人才管理" ，简言之，即"试图以预测什么，我们现在需要，然后规划，以满足这种需要， " ，并根据作者的定义，供应链管理，基本上是相同的： "我们认为产品需求明年将会英尺× ' 。 How do we organize internally to meet that demand?” Organizations have made phenomenal progress in Supply Chain Management over the past couple of decades. Using IT, companies like Dell, Wall Mart, and UPS have streamlined Supply Chain. But for some reason Talent Management has not gotten the same level of attention by any organization. 我们如何组织内部，以满足这些需求吗？ "组织已经取得了惊人的进展，供应链管理在过去数十年间，利用它，企业，如戴尔，沃尔玛墙，和UPS已精简供应链，但由于某些原因，人才管理并没有得到同等程度的重视任何组织。 According to the author, part of the problem is that many companies are locked into an older paradigm based on the assumption that they can accurately meet their talent needs through static forecasting and planning models, even though the global marketplace is an increasingly unpredictable. Thus, companies can now exploit their understanding of Supply Chain management and apply it to its Talent Management. One of the Supply Chain practices that Cappelli relates to Talent Development is shortening the forecasting cycle. It’s well documented fact in Supply Chain Planning, that shorter forecasting cycle leads to diminished ‘ 据作者，问题的部分原因是许多公司正陷入一个旧的范式所依据的假设是，他们能够准确地满足他们的人才需求，通过静态预测和规划模型，即使全球市场是一个日益难以预测，因此，公司现在能够利用其在了解供应链管理及运用它来其人才管理，其中一个供应链的做法卡普利涉及到人才开发，是缩短预测周期 ， 它的有案可稽的事实，在供应链规划，即短预报周期导致缩水' Bullwhip effect 牛鞭效应 ’ – a major problem with inventory management. Shorter and more frequent dynamic forecasting will lead to ‘just in time’ need for talent. Thus the propensity to mismatch between supply and demand for talent can be mitigated. Mismatched supply and demand for Talent is the biggest challenge faced by organizations according to McKinsey study titled “ ' -一个主要问题，与库存管理。较短，并更频密的动态预测，将导致'只是在当时确实需要人才，因此，正当的供求错配，为人才可以得到缓解。匹配供给和需求，为人才是最大的挑战，面临着由组织根据麦肯锡研究名为" Making Talent a Strategic Priority 使人才的一个战略重点 ” . (Also read my blog " （ 也看过我的博客 War for Talent? 人才争夺战？ ). ） 。

Both Cappelli and the McKinsey study point that companies are still lagging behind when it comes to adopting more efficient talent management techniques. A new approach to talent management is needed for two key reasons, according to Cappelli: On the public policy side, companies are not developing the talent the US needs to stay competitive. 双方卡普利和麦肯锡研究指出，公司还落后时，它采用更有效的人才管理技术。一种新方法，以人才管理，是需要两个关键原因，根据卡普利：对公共政策方面，公司都没有发展人才美国需要保持竞争力。 On the employer side, most of the companies aren’t doing talent planning, or their planning is wrong, even as their ability to hire on a just-in-time basis is eroding. 对资方，大部分的公司都没有做人才规划，或他们的规划是错误的，即使他们有能力租用一时间刚刚好基础正在侵蚀。

It’s surprising to find that in study after study results show that, firms are poorly managing their talent. Why is it so difficult? Is it because of organization structure in which HR is not involved in setting up Business Strategy for the firm and are thus unaware of the talent need? 它的令人惊讶地发现，在一次又一次的研究结果表明，企业管理不善，他们的才华。为什么这样难？是因为它的组织结构中，人力资源是不参与成立的经营策略，为公司，并因此，不知道该人才需要的人呢？ Organizations cannot afford to continue traditional talent management.  Hypercompetitive global environment calls for ‘Just in Time’ Talent Management. 组织不能继续传统的人才管理。 hypercompetitive全球环境呼唤正义，在时间'的人才管理。

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Tags:标签： Talent Management人才管理 , ， Business Strategy商业策略 , ， Supply Chain Management供应链管理 , ， Talent on Demand人才需求 , ， JIT JIT的

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