未来职场：让我们向HR说再见？

    例如，运动设备制造商Under Armour在开设新店铺时，会借助互动平台HireVue进行招聘、筛选和录用求职者以及培训员工。但最终将由店铺经理，在人力资源的支持下做出选择。据HireVue披露，通过这种分散化的管理，Under Armour在短短两天内便开设了一家新店铺，将填补工作岗位的时间缩短了35%。

    第二个因素则是技术的扩散。事实上，虽然说“团队中没有小我”，但在团队层面确实部署了更多IT技术——有些技术非常低廉，管理者甚至不需要通过公司繁琐的手续便可以为团队成员购买。例如，15Five软件前10个人的价格为每月49美元，之后每增加一个人的价格为5美元。

    目标设定应用BetterWorks的价格为每月每名用户15美元。BetterWorks联合创始人克里斯•达根回忆说，有一家金融服务公司的CEO最初认为部署这款产品没有任何意义。但后来许多管理者开始自己使用BetterWorks，他也别无选择，开始在应用中输入自己的目标，以便与其他人的目标保持一致。达根说道：“这就是底层员工迫使CEO做出改变的最佳例子。”

    当然，并非每一家公司都做好了让团队领导者承担这一独断职责的准备；自上而下的管理思维在大多数大公司内依旧大行其道。而且，并非每一位团队领导者都具备按这种方式进行成功管理的能力和思维。

    科技公司TELUS的资深高管、《扁平化的员工队伍》（Flat Army: Creating a Connected and Engaged Organization）一书的作者丹•庞蒂弗拉克特表示：“虽然有这些非常出色的工具。但文化才是第一位的。”

    此外，我们很难想象，担心失去权力的人力资源高管不会抵制这种改变。

    但白金汉相信，在团队领导者驱动的公司内，人力资源部的管理者会变得比以往更有价值。白金汉表示：“苹果CEO蒂姆•库克最近声称，‘最重要的数据点在于人。’随着团队领导者的职责发生前所未有的变化，人力资源部将拥有实时的、可靠的人力数据，”而不是提供“过时的、不值得信任的” 数据。

    此外，他们还可以发现公司内真正卓越的做法，并尽量将其复制到其他部门。白金汉说道：“公司将摈弃从核心管理层开始，逐级传达的方式；取而代之的是从局部开始，然后汇聚并推广。”

    我们的工作方式必将发生颠覆性地变化，这个过程虽然缓慢，但将不可阻挡。（财富中文网）

    本文作者瑞克•沃兹曼为克莱蒙特研究生院德鲁克研究会执行董事。他已经出版五本著作，最近正在撰写一本关于二战结束之后，美国雇主与员工社会契约关系变化的历史类图书。    

    译者：刘进龙/汪皓

    审校：任文科

    For instance, athletic-gear maker Under Armour has turned to HireVue, an interactive platform for recruiting, screening, and hiring job candidates, to bring on staff as it opens new retail stores. But it’s the store managers themselves—with HR’s backing—who are making these selections. Through this decentralized arrangement, Under Armour has opened a new store in as little as two days, according to HireVue, and it has cut the time to fill jobs by 35%.

    The second factor is a proliferation of technology. Indeed, while “there is no I in team,” there is ever more IT being deployed at the team level—some of it so cheap that managers can buy the stuff themselves without any corporate rigmarole. For example, 15Five costs $49 a month for the first 10 people, and $5 for each additional person.

    The goal-setting application BetterWorks goes for only $15 per user per month. Kris Duggan, co-founder of BetterWorks, recalls the CEO of a financial services firm who at first saw little point in rolling out the product. But so many of his managers started using BetterWorks on their own that he eventually had no choice but to input his own objectives to keep them in line with everyone else’s. “It was definitely the lower ranks of the organization that was pulling the CEO in this direction,” Duggan says.

    Of course, not every company is ready for their team leaders to assume such an assertive role; a top-down philosophy still prevails inside most large organizations. Nor does every team leader have the skills and mindset to successfully manage this way.

    “You have these really fancy, awesome tools,” says Dan Pontefract, a longtime TELUS executive and the author ofFlat Army: Creating a Connected and Engaged Organization. “But the culture has to be there first.”

    It is also hard to imagine that some HR executives—afraid of losing their authority—won’t resist these changes.

    But Buckingham believes that with team-leader-driven companies, HR officials will have the chance to be more valuable than ever. “Tim Cook recently commented that ‘the most important data points are people,’” Buckingham says. With team leaders tuned in as never before, “HR will finally be in position to have real-time and reliable people data,” as opposed to serving up figures that are “stale and untrustworthy.”

    They’ll also be able to spot pockets of true excellence throughout the organization and try to replicate those. “Rather than having things centrally launched and cascaded down,” Buckingham says, “you’ll have them locally launched and aggregated up.”

    Slowly but inexorably, the world of work is being turned upside down.

    Rick Wartzman is the executive director of the Drucker Institute at Claremont Graduate University. The author or editor of five books, he is currently writing a narrative history of how the social contract between employer and employee in America has changed since the end of World War II.