HR is an indispensable force in the organization—OD助力战略性HR的养成

前言

2024年，无论是组织还是个体都从不同多角度感受到了"经济放缓"带来的冲击。不可否认，我们正在经历从未有过的经济发展的下行通道，曾经的一路狂奔，曾经的飞速增长，都彷佛遥不可及。商业环境的不确定性和多变性也在不断的加剧，这让无论是业务的发展和组织的发展，人才的培养都越变得越发的艰难。在这样的环境下，组织呼唤更懂组织，懂人，懂业务的专业人士，这就需要HR能跨出选/育/用/留的专业边界，向前跨出一大步，去听懂业务方的语言，理解业务的运作逻辑，尊重业务方的决策，体谅业务方，并帮助业务方无论在成功还是失误中都能获得最大的学习和沉淀。在不确定的环境下努力挣扎的业务方也是需要被看见，被理解，被懂得。

组织期待战略性HR们能够真正与CEO、与业务一号位们同仇敌忾，并肩作战。因为这样的HR是游刃有余的，是处惊不变的，是不可或缺的组织宝贵的财富。因为他们不仅有丰富的HR专业经验，也有组织发展的理论和实践，能够和业务方共同站在组织的整体，共同定义他们的问题，共同寻找解决方案，帮助他们在做业务的进程中查缺补漏。

助力组织发展是每一位战略性HR的梦想和追求，它也是一个长期的不断自我成长和实践修炼的旅程。能够理解组织，创造价值的战略性HR的养成是无法一蹴而就，它需要信念，需要坚持，需要尝试，也需要认知的补给特别是对组织的理解。这门课程旨在帮助HR们增强对组织和组织运作的基本规律的认知，建立组织系统的整体视角，能够更加从容的拥抱和理解组织变革，能够兼顾组织和个人的需要，重新构建HR服务组织的方式，也由此去构建HR的专业能力。

Introduction

In 2024, the impact of the "economic slowdown" is evident across organizations and individuals, presenting unprecedented challenges in economic development. The rapid growth once enjoyed now seems distant, as uncertainty and business volatility increase. This environment demands professionals adept in understanding people, business, and organizational dynamics.

HR professionals must move beyond traditional roles to deeply engage with business operations. They need to respect and empathize with business decisions, facilitating learning from both successes and failures. Businesses struggling in uncertain times require recognition and understanding. Strategic HR is expected to collaborate closely with CEOs and business leaders, becoming indispensable organizational assets.

This course aims to enhance HR professionals' understanding of organizational operations, establish a holistic organizational system view, and effectively manage and understand organizational change. It seeks to balance organizational and individual needs, redefine HR's role, and build professional HR competence.

课程目标

1. 学习有关组织和组织变革的知识，帮助组织成长是战略性HR的愿望，同时也是持续自我提升和实践的旅程。

2. 能找到与业务工作的切入点和整合点，熟练运用HR的专业知识和组织发展知识，使其与业务目标保持一致，识别问题并协同找到解决方案。

3. 更新HR在组织工作中的定位，创造并实现业务价值

4. 为HR专业能力的未来发展带来新的思维和行动方案

Objectives

1.Learn about organizations and organizational change related knowledge, helping organizations grow is a strategic HR's aspiration and a journey of continuous self-improvement and practice.

2.Be able to intelligently find the pivot point and integration with business work, bring extensive HR expertise and organizational development knowledge, enabling them to align with business objectives, identify problems, and collaboratively find solutions.

3.Develop a new orientation and understanding of HR's role and perspective.

4.Bring new thinking and finding a course of action for the future development of the HR's professional competences

课程收获

1.能够帮助学员看见组织，理解组织和组织变革

2.能够在日常工作中更加懂得业务方，同时能将OD 视角纳入HR工作内容

3.HR在组织发展过程中的角色定位和不可或缺的作用

4.明晰个人未来HR专业成长的路径和方向

Your Benefits

1.Gain a grounded theoretical knowledge of organizations and organizational development

2.Be able to understand differences in human behavior and patterns in the context of business

3.Understand the different levels of the organizational system and the impact of HR in OD

4.Realize basic methods and concepts of OD work, being able to incorporate OD perspectives into HR

课程对象

• 中小企业的HR领导者，专注于推动支持业务可持续发展增长的管理领导层
• 拥有5年以上人力资源、团队发展或组织发展1-2个模块的工作经验，寻求深化其战略和组织发展技能
• 大型企业支持业务一号位的HRBP，中大型企业中的HRBP、COE、OD/OC经理和专家，关注并实践跨业务单元的整合

Target Groups

• HR Leader in SMEs, focusing on driving HR initiatives that support business growth and sustainability
• 5+ years experiences for 1-2 modules in Human Resources, Team Development, or Organization Development, who are seeking to deepen their strategic and organizational development skills.
• HRBP, COE, OD/OC managers and specialists in medium and large enterprises, who have interest in integrating across all business units

课程内容

Check -In开场：认识彼此，了解期待

第一部分：理解组织和组织运作的基本框架：

1. 什么是组织？

2. 认识组织系统的不同层级

3. 理解组织过程中的关键要素

小组讨论：我的工作对组织产生的影响是什么？

第二部分：组织发展理论之组织变革

1. 组织发展理论： 库特勒温的三个阶段

2. 变革的台前和幕后的要素

3. 组织变革的过程管理

小组讨论，在你的组织变革中，你认为HR有哪些可为之处？

第三部分：组织常见的议题探寻，分组讨论和共创

1. HR如何与业务建立信任关系？（人际关系的议题）

2. HR如何支持新业务新部门的成立？ （团体议题）

3. HR如何支持跨部门协同？打破部门墙？（团队间的议题）

4. HR如何支持业务做好复盘？（组织议题）

以上将采取小组共创的方式对议题进行探讨，如果有更多大家共同关心的问题，可以共同探讨。

第四部分：战略性HR在组织中的作用和养成

1. 战略性HR的作用和角色定位

2. 构建HR的系统性视角

3. HR的OD能力培养要点

4. 个人活动：制定未来的职业发展方向和行动规划

Check Out：反思课程收获&解惑

Course content

Check-in Opening:

1. Getting to know each other

2. What's your expectation?

Part I: Basic Framework for the Functioning of Organizations and Groups

3. What is an organization?

4. Recognizing the different levels of the organizational system

5. Understanding the key elements of the organizational process

Panel discussion: what impact does my work have on the organization?

Part II: Organizational Development Theory: Organizational Change

1. Organizational Development Theory: Kurt Lewin's 3-Stage Model

2. Elements of change in front of and behind the scenes

3. Process management of organizational change

Group discussion: What do you think HR can do in your organization's change?

Part III: Exploring Common Issues in Organizations:

1. How does HR build trust with the business? (Human relations topics)

2. How can HR support the creation of new departments for new businesses? (Group topic)

3. How can HR support cross-departmental collaboration? Breaking down departmental walls? (Inter-team topics)

4. How can HR support the business in doing a good review? (Organizational Issues)

The above topics will be explored in small co-creation groups, and if there are more issues of common interest, they can be discussed together. (Breakout Sessions and Co-Creation)

Part IV: The Organizational Role and Nurture of Strategic HR

1. The role and definition of strategic HR

2. Building a Systemic Perspective on HR

3. OD essentials Competencies for HR

4. Individual activities: Career paths and Action planning

Check Out: Reflecting on Lessons Learned