「釋義」

組織網(wǎng)絡(luò)分析法(ONA)是一種研究正式組織內(nèi)的通信和社會(huì)技術(shù)網(wǎng)絡(luò)的方法。這種技術(shù)建立了組織系統(tǒng)的人員、任務(wù)、群體、知識(shí)和資源的統(tǒng)計(jì)和圖形模型。ONA的基礎(chǔ)是社會(huì)網(wǎng)絡(luò)理論，更具體地說，是動(dòng)態(tài)網(wǎng)絡(luò)分析。

「應(yīng)用場(chǎng)景」

可以用組織網(wǎng)絡(luò)分析法（organizational network analysis，簡(jiǎn)稱ONA）來發(fā)現(xiàn)隱性明星。ONA用于分析的材料是內(nèi)部調(diào)查和電子通信內(nèi)容，比如，電子郵件、即時(shí)通信及其他指標(biāo)（比如，某位員工被同事找尋、提及或指派到協(xié)作項(xiàng)目的次數(shù)），目的是找到平時(shí)被領(lǐng)導(dǎo)者和人力規(guī)劃系統(tǒng)所忽視的人和模式。我們發(fā)現(xiàn)，研究涉及的企業(yè)里參與了最具附加值協(xié)作活動(dòng)（通常占所有協(xié)作活動(dòng)的20%到35%）的3%到5%員工中，至少有一半未在人才管理系統(tǒng)中被認(rèn)定為高潛力人才。而我們要求負(fù)責(zé)組建敏捷團(tuán)隊(duì)的領(lǐng)導(dǎo)者列出公司最搶手的員工，他們的了解總是很膚淺：只能準(zhǔn)確說出三四個(gè)人的名字。但使用ONA通常能得到更加全面的隱性明星員工名單。

You can use organizational network analysis (ONA) to identify your hidden stars. ONA analyzes data from internal surveys and electronic communications, like email and instant messaging, and other metrics—for instance, the number of times someone is sought out by colleagues, mentioned, or assigned to collaborative projects—to surface people and patterns that are typically overlooked by both leaders and workforce planning systems. In fact, when we looked at the 3% to 5% of employees who accounted for the most value-added collaborations (usually 20% to 35% of them) in organizations in our research, we found that at least half of those people hadn’t been identified as high potentials in talent management systems. And when we’ve asked the leaders charged with assembling agile teams to list their company’s most in-dem and employees, their knowledge has always been shallow: They can accurately name only three or four. When we use ONA, however, we typically get a much more comprehensive list.? ? ? ? ? ??

以上文字選自《哈佛商業(yè)評(píng)論》中文版2021年3月刊《選擇合適人才實(shí)施敏捷轉(zhuǎn)型?》

阿莉婭·克羅克（Alia Crocker）| 文

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