6/26 Event Recap: 人才发展端变革管理 Change Management in Talent Dev.
On Wednesday, June 26th, Gemini Personnel successfully held the 11th HR Executive Roundtable. The event was organized in collaboration with Tahota (Shanghai) Law Firm at their West Bund AI CBD office space. About 30 HR executives and service providers gathered to join the presentation on the topic “How can enterprises achieve change management in talent development during adversity”, delivered by Chris Zhuang.
Chris Zhuang is the coach and facilitator from Adaptive Leaders, focusing on equipping leaders to adapt faster in volatile environments.
6月26日(周三)，杰迈晶雅成功举办了第十一届人力资源高管圆桌会议。我们与泰和泰（上海）律师事务所合作，在其西岸AI CBD办公空间举办了此次活动。约30位人力资源高管和服务商聚集在一起，参加了由庄理昂Chris主讲的题为 “ 企业如何在逆境中实现人才发展的变革管理 ” 的演讲。
Chris Zhuang是Adaptive Leaders的教练和引导者，该机构专注于帮助领导者更快地适应多变的环境。
During the presentation phase, Chris introduced the theory of“Immunity to Change️” and its underlying secret of how people operate in face of change comes from the very “hardware and software” of our CPU - the brain and its root code. Chris facilitated a series of conversations to surface the concept of “Big Assumption” and how this “Big Assumption” serves and confines us at the same time. Conversations over how to test and expand the “Big Assumption” followed, HR leaders were curious about how to flip the “Big Assumption” to support business leaders to be more open and flexible in communication, collaboration, delegation, and much more. Participants reviewed Adaptive Leaders case studies of “Immunity to Change️” and “Developmental Sprint️” in real corporate learning and development scenarios.
在演讲中，Chris介绍了“变革免疫”理论，以及它关于人们在面对变化时如何运作的潜在秘密，这些秘密来自我们CPU的“硬件和软件”——大脑和它的源代码。Chris通过一系列的交流，分享了“重大假设”的概念，以及这个“重大假设”如何在服务我们的同时限制着我们。接下来是关于如何测试和扩展“重大假设”的讨论，人力资源领导者对如何扭转“重大假设”以支持业务领导者在更开放及灵活地沟通，协作，授权等方面感到好奇。与会者回顾了在真实企业学习和发展情景中的“变革免疫”和“跨越成长”案例分享。
Following the presentation, the executives in the human resources industry had a roundtable experience-sharing session. They shared their talent development challenges, and success stories while also sharing new solutions that they can implement in their organizations. One area that executives considered challenging is the transition from older to younger staff. Recommended successful solutions included promoting younger staff while augmenting older staff into the role of adviser while providing more flexible working benefits, and another solution was giving young talent a fresh start at an independent space outside of the jurisdiction of the senior staff.
演讲结束后，人力资源行业的高管们进行了圆桌经验分享。他们分享了他们的人才发展挑战，成功的案例，同时也分享了他们可以在组织中实施的新解决方案。高管们认为具有挑战性的一个领域是将老员工职能让渡到更年轻的员工。推荐的成功解决方案包括提拔更年轻的员工，同时让年长员工担任顾问的角色，同时提供更灵活的工作福利。另一个解决方案是让新加入的人才在独立的空间重新开始。
We are grateful to all the participants for attending this event, whose mission is to create a knowledge-sharing HR Industry executive community. We are also glad for the cooperation opportunity and support from Tahota (Shanghai) Law Firm and for being able to welcome guests in their exclusive corporate environment.
非常感谢所有参与这次活动的各位，本次活动旨在建立一个专注于知识共享的人力资源行业高管社区。
我们也衷心感谢泰和泰（上海）律师事务所提供的合作机会和支持，使我们能够在他们高端的企业环境中热情迎接来宾。
We plan to hold the next HR Executive Roundtable at the end of July in Shanghai. Interested parties and HR Executives are welcome to inquire about more details and register with Gemini Personnel staff for future event.
我们计划在七月底在上海举行下一个人力资源主管圆桌论坛会。
欢迎有兴趣的机构和人力资源主管咨询更多细节，并向杰迈晶雅员工报名，以备将来的活动。
Register below：
Tel: 021- 64282460
Email: Enquiries@jmgemini.com
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