Mechanisms Create Talent

Name: Mechanisms Create Talent
ISBN: 9787540258191

Peng Jianfeng / 尚艳玲Beijing Yanshan Press · ChinaJul 2021

Rating 4.1

Word count: 139K words
Chapters: 88
ISBN: 9787540258191

Summary

Innovation and talent have become new drivers of sustained growth for Chinese enterprises. How to activate the creative power of individual value and provide an enabling platform for realizing that value is the core challenge for companies seeking new prosperity.

Talent management requires a revolution in cognition and thinking. How can we re-understand people, perceive people, and respond to the new needs of the era and of individuals—through mechanism innovation and value management—to empower individuals, manage people, and help them succeed? This book provides the answers.

The content is drawn mainly from selected original articles published in the Huaxia Cornerstone Management Review magazine from 2016 to 2020, articles edited and compiled by the Huaxia Cornerstone Management Review WeChat account, and articles by members of the Huaxia Cornerstone expert author team published in other media.

Editor's review

Mechanisms Create Talent is a major work by renowned human resources scholar Professor Peng Jianfeng, focusing on the central question of organizational management—how to continuously inspire, cultivate, and retain talent through systematic mechanism design rather than relying on individuals or chance. As one of the founders of China's human resource management field, Professor Peng combines theoretical depth with practical insight, and this book is the crystallization of his years of thinking. The core argument is that talent is not simply "discovered" but "created" through scientific "mechanisms." The book systematically expounds the complete talent management value chain—from strategic alignment and value evaluation to value distribution—building a logically rigorous and highly operable framework. Compared with many HR books that focus on techniques or pile up cases, this book emphasizes underlying logic and systems thinking, elevating HR management to the level of organizational capability building. Reading it gives managers a macro perspective beyond daily affairs and helps them integrate scattered management actions into a self-driven, adaptive organic system, thereby fundamentally solving long-term challenges such as building a talent pipeline and energizing the organization. For decision-makers pursuing long-term organizational health, this book offers a blueprint for building a "talent production line," with far-reaching value.

Who it's for

A good fit for

Founders, CEOs, and senior executives seeking to build a systematic talent management system
HR directors and professionals wishing to deepen theoretical understanding and optimize existing mechanisms
Management scholars and consultants with strong interest in organizational development and talent strategy
Management teams facing talent bottlenecks in fast-growing companies

Not a good fit for

Junior HR practitioners seeking only quick guides on recruiting or interviewing techniques
General readers looking for light workplace stories or scattered cases

Reading tips

Read the whole book first to grasp the overall framework, then closely read chapters relevant to your company's pain points
As you read, use the book's models to map or reflect on your own organization's "talent management value chain"
Compare the book's theories with your own management practice and consider the feasibility and potential resistance of mechanism design

About the publisher

Beijing Yanshan Press China · Founded in 1985

Beijing Yanshan Press is a publisher distinguished by its focus on cultural relics and museology, Beijing regional history and literature, fine literature, and classical documents and ancient books, forming a publishing direction known as the “four literary and one ancient” approach. According to in-house data, the press has published 190 titles, covering social psychology, inspirational growth, Eastern philosophy, popular science, martial arts fiction, and management. Representative books include Maslow’s Motivation and Personality, Carnegie’s How to Win Friends and Influence People, Chen Lisheng’s Wang Yangming’s “Unity of All Things”, Zhang Jiexin’s The Three Heroes and Five Gallants, and Peng Jianfeng’s Mechanisms Create Talent and Reimagining the Organization. Its author resources include Maslow, Carnegie, Fang Shihua, and Zheng Sijie. Public information is limited; its publishing features emphasize classic translations, academic research, and the organization and dissemination of traditional martial arts texts.

版权信息
导读
第一篇洞见篇
一、数字化转型与人才管理新思维
（一）人才管理需要认知与思维革命
（二）从线性思维到生态思维的人才管理认知十变
二、品质发展时代的人才领先战略
（一）人才多不等于有效，应给予其实现价值的机会
（二）持续人才领先，要有人才经营意识
（三）机制创新：组织变革和人才激活
三、组织变化的六大趋势
（一）生态化战略思维与人才跨界融合
（二）平台化+分布式组织模式
（三）人才事业合伙化
（四）领导赋能化
（五）运营数字化
（六）要素社会化
四、华夏基石事业合伙制的32字主张
（一）价值主张产生的背景
（二）内涵解析
五、人才效能提升的六大机制创新
（一）不确定性时代把握人力资源管理的关键变化
（二）中等收入陷阱下的效率管理挑战
（三）数字经济带来的人的变化
（四）人是目的，人力资源管理发展的新阶段
（五）以人才效能为核心的机制创新
六、人力资源真正要变的是管理范式
（一）管理范式基于假设系统
（二）财富创造机制决定了管理范式
第二篇方法篇
一、HR三支柱“中国化”后什么样
（一）HR三支柱间的冲突：健康大混序
（二）HR三支柱：“协同问题”的救世主
（三）中国企业HR三支柱模式
二、八大方法突破企业成长人才瓶颈
（一）商业模式的设计应包括人才的易获得性
（二）真正把人作为最重要的资源
（三）机制先于管理：人才是牵引出来的
（四）团队裂变先于组织裂变
（五）领导先于机制：人才是被唤起的
（六）训战结合：人才是选拔出来的
（七）组织拆分：人才是分出来的
（八）向外整合：合出来的人才
三、跳出考核看组织绩效提升
（一）绩效管理为何难：重识绩效管理
（二）绩效管理什么样：重构绩效管理思维
（三）绩效管理如何做，重建绩效管理体系
四、事业合伙人：用“资合”寻求“智合”
（一）用“资合”的法律结构表达“智合”的管理逻辑
（二）实现事业合伙人机制要完成七个转变
（三）事业合伙人机制一定要以共担为前提
（四）志同道合、合作与共享、资源与能力
（五）事业合伙人机制的十个注意事项
五、新生代员工怎么管
（一）重构管理认知，HR要具备五大新思维
（二）激活人才，全面认可激励的实践探索
六、人才经营是后阿米巴时代的经营基石
（一）阿米巴经营在中国
（二）企业为什么要引入阿米巴经营
（三）阿米巴经营与人才成功
（四）阿米巴经营人才的培养方式
（五）阿米巴经营的哲学与实学
（六）小结：阿米巴经营是先合后分
七、分钱是个技术活
（一）分配机制中核心问题与解决之道
（二）激励与约束机制把握两个关键点
（三）国际化企业分配文化与国内的差异
第三篇研讨篇
一、对话：“冲上山头怎么分成果”
（一）经营衍生的管理命题
（二）知本论与干部能上能下机制
（三）《华为基本法》对人力资源的顶层设计与战略思考
（四）华为人力资源体系建设
二、组织变革下的干部队伍建设与干部管理
彭剑锋：坚持干部队伍建设三要素
吴春波：华为干部管理的八大系统
郝照平：“四支队伍”推动航天事业由大到强
张建国：企业经营的根本在干部
孙波：干部是一种管理者角色
王伟：干部是追随者、引领者和HR
讨论一拿职位还是角色来定义“干部”
讨论二是激励为主还是适度制造紧张
讨论三流程制度会不会限制人才脱颖而出
三、平台赋能性自主经营
李志华：后阿米巴时代的“六脉”精髓
邹轩：阿米巴的创新实践成就中梁地产
鞠宪钢：走出阿米巴的实践误区，创新发展中国阿米巴
彭剑锋：平台赋能型自主经营体：后工业化时代经营管理新范式

FAQ

Is this book too theoretical and difficult to understand?

The book does have a solid theoretical framework, but Professor Peng is skilled at explaining things with clear logic in a context close to Chinese enterprises, supplemented by necessary models and charts. For readers with management experience, the threshold is not high, and the insights far exceed those of a how-to manual.

Are the mechanism designs in this book suitable for SMEs?

Absolutely. The book explains universal principles and logic, and its value lies in providing a thinking framework. SME managers can draw on the core ideas, simplify them according to their resources and development stage, and build streamlined, effective mechanisms suited to their own characteristics, avoiding future bloat.

How does this book differ from the author's other works (such as Introduction to Human Resource Management)?

Introduction to Human Resource Management is a comprehensive foundational textbook covering all HR functional modules. Mechanisms Create Talent is more focused and in-depth, concentrating specifically on how "mechanisms" systematically act on the core process of "talent creation." It deepens and elevates the former, with a more strategic and top-level design orientation.

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About the author

Peng Jianfeng Author · Chinese · 1961

Peng Jianfeng, born in 1961, is a professor and doctoral supervisor at Renmin University of China, chairman of Huaxia Cornerstone Management Consulting Group, and vice president of the China Human Resource Development Research Association. He is one of the founders of the human resource management discipline in China. He has long been engaged in teaching, research, and consulting in human resource management and has participated in projects such as the Huawei Basic Law, exerting influence in both academic management circles and the business world. His writing is grounded in Chinese corporate practice and combines theoretical analysis with case studies, focusing on the relationship between mechanism design, organizational change, corporate culture, and business performance, while continuing to explore the nature of organizational operation in the digital age and how senior executives can drive high growth. Seven of his works are included in the collection, covering topics such as talent mechanisms, organizational imagination, and chaos and order.

尚艳玲 Author

Shang Yanling is a Chinese author of books on management. Publicly available information about her is limited, and details such as her nationality, dates of birth and death, and English name are not clearly recorded. Four of her works are currently included in the collection: Mechanisms Create Talent, Reimagining the Organization, Using Corporate Culture to Improve Business Performance, and How Senior Executives Can Create High Growth for Their Companies. These titles show that her writing focuses on practical topics such as organizational mechanisms, corporate culture, talent management, and the effectiveness of senior managers. Judging from her subject matter, she addresses business managers and those building organizations, and tends to discuss management issues through focused thematic exposition, centering on how organizations can motivate talent, how culture affects business performance, and how senior executives can drive growth. Because verifiable background material on the author is limited, her writing style and influence await further documentation.