企业培训_高绩效主管的核心能力培训课程

1 PerformanceManagementEffectiveWorkshop績效突破的人才管理 主講人 簡仁傑助理院長 2 WorkshopObjectives課程目標 UnderstandtheRolesandResponsibilitiesofPeopleManagertoEnhancetheQualityofManagement了解直線主管應扮演的角色及責任 提昇管理品質UnderstandandApplyPerformanceOrientedHRSystemstoIncreasetheValueandPerformanceofPeople學習並應用績效導向的人資系統與工具 提昇員工的價值UnderstandtheManagementToolsandSkills Applytodailywork熟習人才管理的工具和技巧及其應用 3 OverallWorkshopPlan整體訓練計劃 4 OverallWorkshopObjectives整體課程目標 THINK 思考Inward WhatkindofmanagerIam Whataremystrengthsandweaknessesasamanager 內省 我是那一種主管 我有那些強處和弱點 Forward WhatcanIdotobemoresuccessfulinthefuture 往前想 我可以做些什麼將來會更成功 PRACTICE 練習Newtoolsandskillsinpeoplemanagement人才管理的新工具和技巧PLAN 計劃Howtoapplybackinworksetting 如何將所學應用到工作場合 HAVEFUN 5 LearningProcess學習流程 AWARENESS察覺 Keyconcepts toolsandfeltneedfordevelopment主要概念 工具及覺得有發展的需要 TOOL PROCESS工具 流程 PRACTICE練習 APPLICATION應用 Simpletool processtoenhancemanagementeffectiveness簡單的工具 流程以加強有效管理 Practicehowtouseofthetool processeffectively練習如何有效利用工具 流程 Developactionitems發展行動方案 6 Module1Objectives AchievingThroughPeople單元一目標 以人為本的管理 Understandtheimportanceofpeoplemanagementskillsinachievingbusinessresults瞭解要達到企業經營成果人才管理的重要性Understandtherolesandskillsofchangeleadership瞭解變革領導的角色和技巧Personalreflectiononyourrequiredpeoplemanagementcompetencies對自己人才管理能力的反思 7 CompetenciesofEffectiveManagers高績效主管的核心能力 ChangeLeadership變革領導 SettingDirection目標 方向設定 Empowerment Enabling賦能授權 Communication Coaching溝通輔導 ConsequenceManagement賞罰分明 8 UnderstandhowtosetKPIand SMART goalsandclearexpectationsofperformance瞭解如何設定KPI及 SMART 的目標和對績效清楚的期望Understandhowtocommunicateperformanceplanandgetcommitmentofachievinggoals瞭解如何溝通績效計劃 並得到達成目標的承諾Throughcasestudytolearntherightapproachesandskillsofcascadinggoals經由個案研討 學習正確的方法和技巧傳遞目標 ModuleIIObjectives SettingDirection單元二目標 目標 方向設定 9 ObjectiveSetting目標設定 Vision Mission Longtermgoal 願景 使命 長期目標 KeyExpectedAchievement Yearlyobjective Biz KPI 主要期待的成果 年度目標 主要績效指標 CommonDept KPI一般部門的KPI Cross FunctionalKPI跨功能的KPI AgreedObjectives雙方同意目標 ImmediateManager theIndividual 直屬主管 個人 PeriodicalReview定期檢討 Execution執行 PerformanceEvaluation績效評估 Organization Department Individual 10 PrinciplesofObjectiveSetting目標設定的原則 S M A R T Specific明確的Measurable可測量的Achievable可達到的Relevant相關的Time Bound有期限的 11 WRAP UPSettingPerformanceExpectation Reminder總結設定績效期望 提醒重點 1 MakesureCorporateKPIlinksupwithindividualPerformanceObjectives確定公司KPI和個人績效目標連結2 MakesuretoraiseuptheJob Ownership and Accountability ofeachindividual確定提高個人工作 擁有感 和 責任感 3 Makesuretohavethe2 waycommunication use GROOM process確定有雙向溝通 利用 GROOM 流程4 PracticemakesPerfect 熟能生巧 Makesurepracticeandapplicationoflearninghappen 確定做練習和學以致用 12 Module Objectives CommunicationandCoaching單元三目標 溝通輔導課程 UnderstandthefactorsofCommunication瞭解溝通要素UnderstandtheimportanceofbeingaCoachforapeoplemanager瞭解做為一個人員管理者的輔導員的重要性Workonthecoachingprocess The GROW model工作教導流程做做看 GROW 模式UnderstandandPracticetheCoachingskills輔導技巧的瞭解和練習 13 Empowerment AParadigmShift授權 一種思維轉換 AchievingbySelf靠自己達成 AchievingthroughOthers藉由他人達成 Performance ManagementLevel Low High 14 ModuleIVObjectives ConsequenceManagement單元四目標 賞罰分明 UnderstandthePhilosophyandPrincipleofRewardManagement瞭解薪酬管理的理念和原則WorkontheIndividualDevelopmentorImprovementPlan著手進行員工個人發展或改善計劃Understandhowtohandlepoorperformer瞭解如何處理績效不佳的員工 15 WhatWeWantPRDtoAchieve CorporateVision Objectives StrategybeTranslatedintoClearlyDefinedIndividualGoalsEmployee sFullParticipation Fair EquitableProcessTimelyFeedback CoachingandCorrectiveActionPeopleAccountableforTheirResultsRewardforPerformanceFocusonImprovement FutureDevelopment RegainCompetitiveness 16 PRDProcess 1stLevelMGR 2ndLevelMGR Dot lineMGR HRGuidelines Employee KPIDeployment Input Promotion Demotion SeparationDecision Appraisal Execution Goal setting Incentive Re wards SuccessionPlan DevelopmentPlans MeritIncrease InternalTransfer Output P R D Process 17 PRDProcessandSchedule Appraisal Execution Goal Setting HRDecisions Action KPIDeployment Jan Feb Jan Dec Time 2ndMGR 1stMGR Employee HRDivision ClearCompany Dept KPIDeployment Pre reviewPRDquality balanceratingdistributionProvidenecessaryguidanceSolvedisagreementbtwInd 1mmMgrifany ReviewselfevaluationDiscusswithemployeeSignagreementRecommendationtoemployeeforfutureimprovement Ongoingfacetofacereview coaching counselingPPadjustment ifnecessaryImplementationconfirmedbylinemgrinMar Sep PresentresultsHighlightdifficulty seekassistancefrommgrorHR SelfevaluationProviderelevantevidenceElaboratecareeraspirationanddevelopmentplans Facilitating Tracking June Dec Ind teamgoalidentified alignedw KPIIndividualS M A R T GoalEmployee sinvolvement inputAcopytomgrsconcerned HRfortracking 18 PerformanceManagementCycle績效管理循環 SettingPerformanceExpectation Atthebeginningoftheperiod 設定績效期望 期初 FollowUp Duringtheperiod 追蹤 期中 PerformanceEvaluation Attheendoftheperiod 績效評估 期末 ObjectiveSetting目標設定 Expectedoutcome期待結果 Expectedstandard期待標準 Performanceplan績效計劃 Empowering Enabling Coaching Motivating Counseling Correcting Documentation App Interview Reward Recognition ImprovementPlan Training Development TheCORE Communication FeedbackGiving Consensus Commitment 19 PerformanceManagementProcess績效管理流程 PerformancePlan績效計劃 Atthebeginningoftheyear 根據 工作描述 BusinessFocus 接下來6 12個月的業務重點 KPI 課 部門目標 目標設定 SMART原則 需經雙方討論且同意 PeriodicReview定期考核 Duringtheperiod 主管 授權 諮商輔導 PreparationforAppraisalInterview BeforetheAppraisal 評鑑面談準備 個人準備 瞭解如何填寫評估表 員工先完成自我評估部份 準備concerns 議題在評鑑會議中討論 主管準備 Review員工的自我