文档介绍：外文文献翻译译文
外文原文
原文:
Building a Better HR Team
Contents:
1、Power of Cross-Pollination
2、Generalists or Specialists?
3、Going into the Field
4、Old-School Career Ladders
5、Training Key to New Skill Sets
6、Online Resources
HR Management Agenda
The right mix of skills and experience can give your HR team an edge.
If you've ever imagined a "dream team" of human resource professionals, a collection of diverse talent drawn up to have maximum impact anizational results, it may have had similarities to the People Operations department at Google, the fast-growing pany in Mountain View, Calif.
Google's HR team is built on what Laszlo Bock, vice president of global people operations, calls the "three-thirds" staffing model. Roughly one-third of the team's employees have HR backgrounds and bring expertise in client relations as well as specialty skill areas such as employment law, pensation and benefits. This group also has what Bock calls high-level "pattern recognition" skills, or the ability to anizational trends and anticipate issues even before they're on line units' radar. An example would be predicting ebbs and flows in hiring and attrition.
Another third have little or no human resource experience and were recruited from strategic consulting firms or Google line functions such as engineering or sales. Most in this group are embedded within business units. Staff in this subgroup have "tremendous problem-solving skills and knowledge about how everything outside of HR works," Bock says. "If you can find people with that skill set, plus an aptitude for people-related issues, we've found they partner very well with traditional HR employees."
The final third is a workforce analytics group featuring people who hold doctorates in statistics, finance, organizational psychology and other areas. These analysts help make determinations on matters such as pensation levels that will retain top talent for maximum periods and conducting the right number of interview