What are the good working modes?

What are the good working modes? Work is an important part of our life. Our working hours in a day are 1/3. Different jobs have different working modes, but sometimes working mode is the key to work efficiency. What are the following good working modes?

What are the good working modes? 1 1, practice method.

It refers to the first-hand information that staff members need to learn in order to master the job requirements.

Advantages: you can accurately understand the actual tasks of the work and the requirements for physical strength, environment and society, which is suitable for those jobs that can be mastered in a short time. Disadvantages: not suitable for jobs that require a lot of training and danger.

2. Observation method.

Refers to the relevant personnel directly to the scene, personally observe and collect the operation of one or more staff members, and record the information about the work content, tasks, working relationship, the role of people and work, working environment and conditions in the form of words or charts.

Advantages: it is more suitable for jobs whose work content is mainly completed by physical activities.

Disadvantages: it is not suitable for mental work and intermittent work to deal with emergencies.

Steps: Get a preliminary understanding of the position information, interview and merge the position information, and verify the position description.

3. interview method.

Get job information through personal talk or group interview. Examples of typical interview methods: what job to do, main responsibilities, how to accomplish it, where to work, education, experience, ability or professional qualifications required for the job, and what are the performance standards? What is the working environment and conditions?

Advantages: it is more suitable for complex work and cannot be directly observed and practiced. Can directly and quickly collect a large number of job analysis data.

Disadvantages: employees tend to exaggerate their responsibilities and work difficulty, resulting in job analysis data can not reflect the real situation.

4. Questionnaire survey.

The effect of questionnaire survey method depends on the structural degree of questionnaire. It is best to have both structural and open problems.

Advantages: the required data can be obtained quickly, saving time and cost, the sample size can be relatively large, the data can be quantified, and the data can be processed by computer.

Disadvantages: It takes time, manpower and material resources to design the questionnaire, and the cost is high. Respondents may not seriously reflect the real situation, which will affect the quality of information.

5, key event technology

Refers to events that have a significant impact on post work in the process of labor. By comprehensively recording employees' behaviors in or related to this position, we can get enough information and summarize the characteristics of the position and the requirements for employees.

Content: including background and reasons; Employee behavior; Consequences; Employee's control ability

Advantages: It clearly reveals the dynamic nature of work.

Disadvantages: the investigation is time-consuming and the process is long, and only a certain number of key events can meet the needs.

6. Logarithmic method

Content: It means that workers write down the details of their work continuously every day for a period of time, including time, methods, work contents, work procedures, etc. To understand the nature of the work. This method can be taught well when combined with interview.

Advantages: First-hand information can be obtained directly.

What are the good working modes? What do you mean by working mode? 1

That is, "996" means working hours are from 9 am to 9 pm, and working six days a week. Generally speaking, the working hours are relatively long, and the daily working hours are nearly 12 hours.

Work is a Chinese word with two parts of speech: verb and noun. As a verb, it means operation, action, operation, operation and so on.

As a noun, it means engineering, production, commerce, tasks, occupations, people engaged in various crafts, etc. The concept of work is labor production, which mainly refers to labor.

A person's job is his role in society.

In socialist countries, work is the role orientation of every worker in social division of labor, which embodies social value and self-value. The so-called labor is the process in which workers transform the means of production into means of subsistence through labor (including manual labor and mental labor) to meet people's survival and the continuous development of society.

What a person does depends on his social environment and personal ability (including cognition), so he can't look at his work with colored glasses.

What are the good working modes? 3. Four working modes in the future.

In the future, organizations will become flexible, global and transparent.

Labor force and labor force are always necessary elements of an organization, but the form of the organization itself will become more diversified. Work will become more organized and structured, and gradually present itself in new forms other than "regular full-time".

So, how should the leaders of the organization control this emerging and digital labor ecosystem? In the face of future changes, where should the enterprise organization go?

The alliance of human resources executives and other leaders provides us with important clues. They gathered together through Chreat (global alliance of re-imagining human resources, employment choices, talents and enterprises), a "global alliance of re-imagining human resources, employment methods, talents and enterprises", analyzed how organizations must evolve to meet future challenges, found out key measures to accelerate this evolution, and designed specific implementation plans.

The leader of this global alliance summed up five basic forces to promote organizational change to describe the trend of organization and human resource management.

1, social change and organizational reconstruction

For stakeholders, the future organization will become more transparent and flexible, and the organizational form will develop in the direction of balanced development of multilateral forces, and it will be more and more project-based. Talents will participate in organizational work for consistent value goals, not just for economic benefits. In addition to the traditional hierarchy and work contract, interpersonal network and external cooperation will promote the horizontal management, leadership and collective cooperation of the organization.

2. Inclusive global talent market

Women and non-whites will become the majority of the talent market, and with the increase of life expectancy, the labor force will be composed of multiple generations. Social policies will gradually support those jobs that are different from traditional full-time jobs and have no clear boundaries. The subdivision of posts and human resources makes the policies, behaviors, responsibilities, salaries and benefits of organizations more differentiated. Job seekers can also choose jobs through the recommendation of acquaintances and opinion leaders.

3. A truly interconnected world

With the help of personal mobile devices to communicate with the world in real time, work is becoming more and more virtual, which can happen anytime and anywhere. Cross-border cooperation and social networks have enhanced organizational capabilities and redefined the fairness and attractiveness of careers, further studies and workplaces.

4. The rapid development of technological change.

Robots, unmanned vehicles, commercial sensors, artificial intelligence and the Internet of Things will reconstruct the labor ecosystem, so that the flexible, decentralized and instant labor force can adapt to rapid business reengineering. Organizations and talents will adopt automated processes to cope with the rapid changes and upgrades of technology, thus achieving a balance between long-term goals and flexibility in an uncertain environment.

5. Human-computer interaction and cooperation

Analysis, algorithms, big data and artificial intelligence have gradually replaced traditional jobs and created new jobs in the field of human-computer cooperation. Organizations and talents will optimize the human-computer interaction interface through conception and design, rather than choose to refuse.

These development trends will not have an equal impact on all organizations, so it is very important for leaders to analyze the current situation and future development of organizations and formulate development strategies for organizations and talents according to the situation.

CHREATE leader team has made an analysis matrix according to the degree of democratization of the work (the influence of the above three trends on the organization and the degree of technical authorization (the influence of the latter two trends), as shown in the following figure.

The above four quadrants describe four different types of organizations and their completely different strategies, talents and work management strategies:

Mode 1: Existing working mode

Like most jobs now, this kind of jobs often have similar technical connections and work arrangements, mainly relying on formal full-time employment relationships. The working mode falling into this quadrant means a unified office location and physically connected employees and daily work. Like those technical jobs related to safety facilities, sterile spaces, oil rigs, retail online stores, etc. If you try to connect employees through cloud computing, it may lead to high expenses and even violate relevant laws and regulations. The requirements of politics, norms and social normality may also contribute to this working mode. Under the stable working condition, rich welfare and performance system, the working mode of this quadrant will be optimized.

Mode 2: Extremely fast working speed

Compared with the ever-changing technological changes, the development of organizational management and work forms is relatively slow. Faster, better and cheaper technologies such as personal mobile devices and human resource management information systems based on cloud computing will support the traditional working relationship. The working mode of this quadrant includes call center, and these employees will work remotely or at home, such as JetBlue call center. In addition, IBM's Watson artificial intelligence technology can cooperate with oncologists to help them carry out medical research. Nowadays, many human resources technology products are devoted to the automation of traditional human resources system and working relationship management through the use of equipment, cloud-based learning, smart phone App and remote performance observation.

Mode 3: New Concept Work

This new employment model has developed to platforms, projects, special events, freelancers, competitions, contract workers, services and part-time jobs, but the development of supporting technologies is relatively slow. Some common platforms serving freelancers belong to the above situation, such as UpWork, Tongal, Gigwalk, Xingfutong, Lingge and so on.

This working mode also includes the internal innovation of the employment system. For example, consider organizing freelancers, contract workers and part-time jobs in the human resources system; Use social tools to track and communicate with passive job seekers, or hold innovation competitions on social media platforms, so as to improve the traditional' employment relationship system'.

Mode 4: Super Authorization Mode

Technology that accelerates progress and more democratic work arrangements will advance each other in a circular way. New working forms and technical modes include on-demand artificial intelligence, extreme personalization and security, and accessible cloud databases. These databases will not be controlled by any single employer, and provide search locations for positions and candidates, so that similar jobs and labor can be paired with each other.

This database will include talents' abilities, professional qualifications, recruitment conditions, work background, knowledge level, learning materials and benefits. IBM's open talent market system allows hiring managers to break down their work into short-term events and publish them to people inside and outside the organization. Everyone participates in bidding through the platform, the team completes the work, and tracks the historical progress and work ability. The above operations will be supported by the same working language of man-machine cooperation, and will continue to make progress in the cooperation mode of artificial intelligence and human judgment similar to Watson.

In less than 10 years, the working patterns in the above four quadrants will appear in the labor ecosystem. In these four working modes, an enterprise may change from one to another, which depends entirely on the strength and timing of the basic forces in enterprise 5.

Applying the above strategic map to your entire organization, you can ask these questions: "Is there a better quadrant for us?" Or "should we pursue the super authorization mode at the top right?"

However, it is more likely that your company contains many different job categories, which conform to different quadrant work modes. The manufacturing department may have mapped the category of "existing working mode"; The supply and marketing department may have mapped the category of "extremely fast working mode"; Professional technicians and software R&D departments may embody "working mode under new concept"; The creative department may be the most suitable for the "super-authorized mode".

So, how can we use this strategic map to control the evolving human ecosystem?

The answer is to locate the current situation of the enterprise on the strategic map, and then determine the target positioning after 1-3 years. Then ask, "From today to the future, where can we create the greatest value or minimize the risk?"

Quote beyond HR (a page in the book, you can use the strategic map to deal with problems encountered at all levels of strategy and work:

How to define strategic success and the value of stakeholders?

What kind of strategic positioning must we determine, implement and adhere to?

What are the important processes and changes that we must implement?

What are the important resources that we must acquire, utilize, cultivate and protect?

What key organizational structure, interpersonal relationship, jobs and talent pool will have the greatest impact on the development of enterprises?

What changes must be made in working methods, organizational culture, employee participation and human resource management?

The pace of work mode evolution is accelerating, and its influence is bound to be enormous. From now on, you should establish a navigation system and directly face the related problems, so as to control all future changes.