优秀企业的员工业绩评估和员工发展体系(1).ppt

EffectivePerformanceManagement-ACaseStudy,RobertH.Xiao,PhDHRDirector,People&OrganizationDevelopmentPhilipsChinaCorpHR,AgendaWhyperformancemanagement?Whatistheprocess?Howtomakeitwork?Valuealignment/topdowndriveLinkingrewardsanddevelopmentAspectsofinfrastructureCommunication/educationPartofthecultureWheretostart?,Whyperformancemanagement?,BasicmanagementcyclePlanning,organizing,staffing,leading,andcontrollingFundamentalcorporateinfrastructureConsistencyinmeasuring/rewardingSustainabilityinbusinessandpeople,Whatistheprocess?,AnnualprocessPastreviewandnextgoalsettingAppraisalprocess:rewardsIndividualdevelopmentplanningOn-goingreviewanddocumentationGlobalaligned,PhilipsWay:PeoplePerformanceManagement(PPM)isaprocesswhichhelpstoalignpersonalandbusinessobjectivesdrivenbythePhilipsway:oneculture,onebrand,onecompanyoneglobalapproachforPeoplePerformanceManagementsupportingtheimprovementofbusinessresultsforPhilips,PPM:acyclicalprocess,Howtomakeitwork?-valuealignment&topdowndrive,AperformanceorientedvaluesystemCompanyvalueasthecorethroughoutorganizationValuederivedcriteriaintheorganizationstructureandsupportingsystem(HR)DeterminationshownfromthetopLeadersbeingdrivenbythesameprocess,OurValues,Delightcustomers,Wedelightourcustomersbyanticipatingandexceedingexpectationstherebycreatingsustainablemarketleadership,Deliveroncommitments,Wepursuebusinessexcellence,beingrigorousindeliveringonourcommitments,Developpeople,Weinspireandenableeachothertouseourcreativityandentrepreneurialflair,andtomaximizeourpotential,Dependoneachother,Weworkas“onePhilips”inanenvironmentoftransparencyandtrusttomobilizeourcollectivecompetenceandthatofourbusinesspartners,Values,Howtomakeitwork?-linkingrewardsanddevelopment,TightlinkagebetweenperformanceoutcomeandrewardsEmbeddedindividualdevelopmentprocess,PhilipsWay:LinksbetweenPPMandotherHRareas,Salary&Annualincentive,IndividualDevelopment,Howtomakeitwork?-aspectsofinfrastructures,FullrangeofdocumentationOn-linereviewsystemPerformancedistributionCalibrationprocess,PhilipsWay:,DocumentationJobdescription(JD)Businessbalancedscorecard(BBS)Personalcontributionagreement(PCA)Individualdevelopmentplan(IDP)On-linePPMPPMisanon-linesystemGuideddistribution10%,20%,50%,15%,5%CalibrationprocessManagementteamdiscussion,Howtomakeitwork?-communication/education,DefinedrolesandresponsibilitiesinPPMFullcoverageofcommunicationOngoingupdatesDeadlinesandconsequences,PhilipsWay:Rolesandresponsibilities,ImplementationLeadersExperts/facilitatorsofPPMtrainingTutors(OperationalHRManagers)RegionalAdministratorsPPMProjectTeamCorporateHRM,Howtomakeitwork?-partoftheculture,BusinessachievementneedssystematicdriveinmanagingperformancePerformancecomesfromemployeeManagementjobistoenhanceemployeeperformance,PhilipsWay:AneffectivePPMprocessisaboutthedialoguebetweenmanagerandemployee,Employees,Managers,UnderstandhowtheycontributetobusinessresultsUnderstandwhatisexpectedfromthemUnderstandtowhatextenttheymeettheseexpectationsDevelopthemselves,DeployandrealizebusinessgoalsSetclearobjectivesandevaluateperformanceDeveloppeoplesotheycanaddmorevalue,Wheretostart?,Aperformancemind