人力资源职业生涯规划.ppt

Author Reviewer bc DeveloptheIndividuals December1998 Copyright 1998Bain Company Inc JacinthaPeeris DiannaMagnani 专业提供企管培训资料 2 DeveloptheIndividuals KeyElementsofEffectiveLeadership Createasharedvision Mobilizeandinspire Manageforresults Developtheindividuals Effectiveleadershipencompassesfourcoreelements UnderstandthebigpicturePlaninadvanceAligntheteamMaintaindirection BuildenthusiasmMotivatetheteamEnabletheindividuals SticktoarigorousupfrontplanManageaggressivelyTroubleshootChangebehaviorinresponsetofeedback DevelopanexcitingplanforgrowthBethecoachMeasureandcommunicateperformance 专业提供企管培训资料 3 DeveloptheIndividuals OverviewHowtoDeveloptheIndividualsDevelopanExcitingPlanforGrowthBetheCoachMeasureandCommunicatePerformanceKeyTakeaways Agenda 4 DeveloptheIndividuals TheImportanceofDevelopingPeople Source BainWorldwideEmployeeSatisfactionSurvey Opportunitiesforprofessionalandpersonaldevelopmentarecriticalelementsofoverallemployeesatisfaction Importance Howimportantiseachofthefollowing 5 DeveloptheIndividuals Benefits Developingpeoplehassomeobviousbenefits EnhanceOngoingTeamProcess StrengthenQualityofResultsforClients ContributetoLong termGrowthintheBusinessThroughRetention SatisfiedEmployees 专业提供企管培训资料 专业提供企管培训资料 6 DeveloptheIndividuals Agenda OverviewHowtoDeveloptheIndividualsDevelopanExcitingPlanforGrowthBetheCoachMeasureandCommunicatePerformanceKeyTakeaways 7 DeveloptheIndividuals HowtoDevelopPeople Excellenceindevelopingpeoplecanbeachievedthroughthreemajoractivities BetheCoach DevelopanExcitingPlanforGrowth MeasureandCommunicatePerformance Reassess 8 DeveloptheIndividuals Agenda OverviewHowtoDeveloptheIndividualsDevelopanExcitingPlanforGrowthBetheCoachMeasureandCommunicatePerformanceKeyTakeaways 9 DeveloptheIndividuals PlanforGrowth ReviewcapabilitiesrequiredforapersonattheirlevelSolicitinputfromtheindividualReadpreviousperformancereviews withtheindividual spermission Talktotheperson sothermanagersReviewallocatedworkstreamagainstcapabilitiesanddevelopmentneedsandadjustasnecessary Atthebeginningofacase thecaseteamleadershoulddevelopacase specificskillplanforeachteammember Writeaskillplanwiththeindividual shelpDiscusstheplaninaone on oneconversationwiththeindividualtoensurebuy inandenthusiasmforit 专业提供企管培训资料 10 DeveloptheIndividuals SkillPlanMyths Thefollowingaresomecommonmythsandrealitiesaboutskillplans TheskillplanfoundontheconsensusreviewformissufficientforhelpingpeopledevelopSkillplansaredisruptivebecauseworkplansrarelymatchdevelopmentneedsSkillplandiscussionsareverytimeconsumingSkillplansshouldbefiledawayatthebeginningofacaseforreviewattheendofthecase Theconsensusreviewformhighlightsagenericlistofdevelopmentneedsforanindividual Acase specificskillplanfocusedontheindividual sworkstreamsforaparticularcaseisanimportantsupplement Thereareusuallyanumberofwaystomeetagenericdevelopmentneedregardlessofthecase e g aclientexperienceneedonamarketoverviewstreamcouldbeaccomplishedthroughexpertandcompetitorinterviews Oncetheworkplanhasbeendescribed individualsshouldbeaskedtodraftskillplans Askillplanshouldfocusonlyonthetwoorthreemostimportantneeds Reviewinganddiscussingtheplantypicallytakeslessthananhour Thewholepointofaskillplanistoprovideanongoingfocusfordevelopmentneeds Skillplansshouldbereferredtoduringcoachingmeetingsandregularlyreviewedandrevisedduringthecase Myth Reality 专业提供企管培训资料 11 DeveloptheIndividuals SkillPlanImperatives Togetthemostoutofskillplans Everyoneshouldhaveone Skillplansshouldbespecificandactionable EnsurethattheskillplanincludesspecificHLAsthattietothemajordevelopmentalneedsidentifiedintheindividual slatestreview TestHLAsforreasonableness Unrealisticgoalssetpeopleupforfailureanddisappointment TheendofcasereviewshouldshowachievementonmanyoftheHLAs SkillplansshoulddriveregularPDdiscussions Clearlyidentifyyourexpectationsforthecontent frequency andmethodofupdates Reviewprogressagainsttheirskillplanperiodicallywitheachteammember Everyoneshouldhaveaskillplanthatyoureviewanddiscuss Thisisyouropportunitytoensurethatteammembers expectationsareinalignmentwithyours Fornewpeople youshouldtakethefirstcutattheplanandreviewitwiththeindividual Forexperiencedteammembers theyshouldtakethefirstcut andthenreviewitwithyou 12 DeveloptheIndividuals SkillPlanForm TeamMember Caseteamleader Manager CaseCode Date ScheduledUpdates 13 DeveloptheIndividuals Agenda OverviewHowtoDeveloptheIndividualsDevelopanExcitingPlanforGrowthBetheCoachMeasureandCommunicatePerformanceKeyTakeaways 14 DeveloptheIndividuals HowtoBeaCoach TellmeandI llforget showmeandI llremember letmedoitandI llreallylearn ChineseProverb 专业提供企管培训资料 15 DeveloptheIndividuals BetheCoach Coachingisunlockingaperson spotentialtomaximizetheirownperformance Itishelpingthemtolearnratherthanteachingthem TimothyGalwey TheInnerGameofTennis Effectivecoachingchallengespeoples beliefsandchangestheirbehavior DeanBerry FoundingFatherofINSEAD 专业提供企管培训资料 16 DeveloptheIndividuals EffectiveCoaching WhereyousayitWhenyousayitHowyousayit Coachinginvolvesattentiontobothcontentandprocess Whatyousay Content Process 17 DeveloptheIndividuals CoachingContent Effectivecoachingleavestheindividualclearaboutthechangesneededandmotivatedtomakethem Specific giveexamples describespecificbehaviorsandreactions usequotesorwrittenexamplesFactual donotmakeitpersonal discussfacts events examplesObjective donotbeinfluencedbypreviousperformanceorhearsayfromothercases basefeedbackondirectexperienceDescriptive bedescriptive notjudgmentalBalanced alwaysgivebothpositivesandareasforimprovementActionable discussspecificactionstepsforimprovement Fromyourperspective speakforyourself notforothersOpen honest donotpullpunches donotsugarcoat anddonotoverstateSensitiveoffeelings criticizeactions nottheperson usecarefullanguagePositive expressconfidencethatthepersoncansucceedNon discriminatory avoidanylanguagethatsuggestsracial genderorotherbiasesTentative bemindfulthatyouarepresentingperceptions notabsolutetruthSincere understandthatchangeisdifficult betolerantandwillingtohelp Clear Motivated 18 DeveloptheIndividuals CoachingProcess Whereyousayit Whenyousayit Howyousayit Theprocessofcoachingisascriticalasthecontent Appropriatelocationgivenegativefeedbackinprivate notinfrontofcaseteamorclientgivepositivefeedbackinpublic wheneverpossibleInperson avoidvoicemail especiallyfornegativefeedbackCoachingisanongoingprocess day to dayfeedbackiscriticalFeedbackmustbetimelySchedulesufficienttimeanddonotallowinterruptionsPrepare keepajournalofspecificexamplesSeparatepositivefromnegative andgivepositivefeedbackfirstMakeitadiscussion notaspeechListen questionunderstandtheirperspectiveprobeforbackgroundissues concernsgivethemopportunitytoaskquestionsandrespondCheckforunderstanding summarizeandagreeonkeypoints 19 DeveloptheIndividuals PositiveFeedback Regularpositivefeedbackisabigpartofsuccessfulcoaching Whyispositivefeedbackimportant Motivational increasesindividualsatisfaction willingnesstocontinuecontributingReinforcing explicitlyacknowledgesbehaviorsthataregood encouragescontinuationofpositivebehaviorsCreatesgreateropennesstonegativefeedback buildscredibilityandtrust Whenisitappropriate UponcompletionofagoodpieceofanalysisAfteraneffectivemeetingAfteragoodpresentationAnytimepositivefeedbackisgivenbyathirdparty e g aclient anexpert Howdoyougiveiteffectively Bespecific providedetailedfeedback ExplainwhytheworkwaseffectiveinobtainingresultsfortheclientSeparateitfromnegativefeedbacksoitisnotdiluted overshadowedAcknowledgepublicly wheneverpossible 专业提供企管培训资料 20 DeveloptheIndividuals TipsforReceivingFeedback Aspartofthecoachingprocess itmayhelptoreviewwiththeteammemberthesetipsforreceivingfeedback Receivingfeedbackwillallowyoutoseethingsaboutyourselfthatyoucouldnotseeinanyotherway Youwillthenbeabletocorrectbehaviorsthatareinhibitingyourgrowth Constructivefeedbackisanimportantgift Everytimeyouareabletouseitwisely youwillhavetakenanotherstepinyourowndevelopment 1 Listencloselytothepersongivingyouthefeedback andtrynottointerrupt 2 Avoidbeingdefensive Thiscanbedifficult especiallyifthepersongivingyouthefeedbackisnothighlyskilled Youmayhavedifferentperceptionsofyourself butitisimportantthatyouunderstandtheperceptionsofothers 3 Assumethefeedbackgiveristryingtobehelpful 4 Trytounderstandthefeedback Ifthefeedbackisnotclear askforclarificationandexamples 专业提供企管培训资料 21 DeveloptheIndividuals TheLearningDilemma Source TeachingSmartPeopleHowtoLearn HarvardBusinessReviewMay June1991 Sometimesoverachieversfinditdifficulttoacceptnegativefeedback Overachieversareunaccustomedtofailure Theymayexhibitdefensivebehavior RationalizationAggressivenessRejectionCynicism Areunwillingto hearfeedbackFailtochangebehaviors Denial Becomedepressed withdrawnShiftbehaviorfrom guardrailtoguardrail i e fromoneextremetotheother Reluctantacceptance Thesebehaviorsareasignalthatthebenefitsofreceivingfeedbackneedtobereinforced 22 DeveloptheIndividuals ReactionstoFeedback Asacaseteamleader youshouldencouragereactionstofeedbackthatdemonstratematurityandaninterestinimproving DenythefeedbackAttributemistakestoexternalfactorsAssumecoachhasnegativefeelingsaboutthedirectreportExpresspassivity havenoreactionTakeanaggressivestancetowardthecoachLaughitoffRejectcoach sauthoritytogivefeedbackShowcynicismaboutimprovementsuggestions Acceptresponsibilityforthebehaviororunderstandthecoach sperceptionsAnalyzewhybehaviorwasshownUnderstandthecoach spointofviewAskformoreinformationEnlistcoach stohelpinunderstandingthefeedbackShowconcernforimprovementListencarefullytofeedbackAcceptfeedbackandcheckinwithothers DefensiveReactions DesiredReactions 23 DeveloptheIndividuals HandlingPushback 1of3 Source AdaptedfromTheDevelopingPeopleWorkbook ForumCorporation Thefirststepinhandlingpushbackistogainabetterunderstandingoftheotherperson spointofview Encourage Confirm Resistthetemptationtorestateyourfeedback defendyourpoints orjumpinwithmoreexamples Encouragetheteammembertosaymoreabouthowheorsheseesthesituation Encouragewithverbalandnonverbalsignals leanforward nod say uh huh Recognizethattherootcauseoftheteammember sobjectionsmaynotbewhatyouthink Youmaybemissingsomeimportantfactsorcontext Listenforbothfactsandfeelingstounderstandtherootcauseoftheissue Useopen endedquestionstouncovertheteammember sview Open endedquestionsbeginwithwordslike What How Tellme Describe and Explain Usesilence itgivestheteammemberanopportunitytoconsiderandexpandonwhathasbeensaid Restatetheteammember sobservations bothfactsandfeelings Summarizewhatyouhaveheard andaskifyouarecorrect Onceyouhaveencouraged questioned andconfirmed youwillhaveabetterunderstandingoftheteammember sperspectiveandreactions Youmayalsohaveuncoveredsomeadditionalfactsyouwerenotawareof Question 24 DeveloptheIndividuals Aftergainingathoroughunderstandingoftheteammember sviewpoint usethesetipstoprovidehelpfulinformationandsupport DisagreeswithyourdescriptionofthesituationAgrees butcitesfactorsbeyondhisorhercontrol Providemoreaccurateorobjectiveobservationsthatincludetheteammember sexperiences alongwithotherfactstheteammembermaynotbeawareof Provideandaskforsomesuggestionsforthingstodothatarewithinhisorhercontrol Identifywaysyoucanhelp So whathappensisthattheotherteamgivesyoudatathatconflictswithyours andyoudonotknowhowtoreconcilethem Thismakesithardforyoutoproceedonschedule Isthatright Iunderstandyoufeelyoucannothelpitiftheclientdoesnotprovidethedata Howaboutifyou MaybeIcouldhelpby Iftheteammember Thenyoushould Example Source AdaptedfromTheDevelopingPeopleWorkbook ForumCorporation HandlingPushback 2of3 专业提供企管培训资料 25 DeveloptheIndividuals Checktoseeifwhatyousaidmakessenseandifyouarebothinagreementaboutwhatisgoingonandhowtoproceed Continuebyaskingtheteammemberforhisorhersuggestionsforimprovementgoingforward Agrees butdoesnotseewhyitisimportantAgrees butsayshisorherintentionwasdifferent Describetheimportanceoftheissue howitaffectstheteam youpersonally and ortheteammember Offerobservationsonthedifferencesbetweentheperson sintentionandtheactualresultsofthebehaviororperformance Iknowdoingaworkplandoesnotseemimportanttoyou Thereasonitisimportanttotheteamisthatitallowsusto Iseeyourintentionwastobehelpful butwhenyou Isawitasyoudoubtingtheteam Maybeyoucanbemorehelpfulby Source AdaptedfromTheDevelopingPeopleWorkbook ForumCorporation HandlingPushback 30f3 Iftheteammember Thenyoushould Example Evenwhentheteammemberagreeswithwhatyouhavetosay heorshemaybenefitfromreceivingfurtherinformation 专业提供企管培训资料 26 DeveloptheIndividuals CoachingExamples 1of2 Dave Inoticedonthefollowingoccasions youputdowntheQAmanager sanalysisinfrontofherboss Dave yourcockinessinfrontofclientsbordersonrudeness Jan youshoulduseopen endedquestionstoexploretheplantmanager sobjections Thiswillgiveyouinformationyoucanusetoinfluencehim Jan inthefuture youshouldcapitalizeonyournaturalcharmtoinfluencetheskepticalplantmanager Dothis Avoidthis Dothis Avoidthis Theobjectiveofcoachingistoimproveaperson sbehavior 27 DeveloptheIndividuals CoachingExamples 2of2 Steve I dliketogiveyousomefeedbackonsomethingyousaidaboutourbillingprocedurestotheplantmanagerduringtoday stour Theteamthoughtyouwereprettyoutoflinetodaywhenyoublurtedoutthatbillingcomment Donna IgetfrustratedwhenI mtryingtomakeapointincaseteammeetingsandyoufinishmysentencesforme Donna stoptryingtosteponmejusttogetpromoted Dothis Avoidthis Dothis Avoidthis 28 DeveloptheIndividuals Agenda OverviewHowtoDeveloptheIndividualsDevelopanExcitingPlanforGrowthBetheCoachMeasureandCommunicatePerformanceKeyTakeaways 29 DeveloptheIndividuals GoalsoftheWrittenPerformanceReview Thewrittenreviewistheprimarymechanismformeasuringresults MeasureperformanceagainstgoalsandobjectivesEstablishnewgoalsIdentifytrainingneedsEnsureconsistencybetweenevaluationsandsalaryincreasesandpromotionrecommendationsProvidedocumentation 专业提供企管培训资料 30 DeveloptheIndividuals PerformanceReviewContent Performancereviewsinclude ClearandconciseConsistentwithrating salaryincrease andpromotionrecommendation MostImportantMessage Mostimportantpointsrevieweeshouldtakeaway Specificexamples notassumptionsBalanced bothpositiveandnegativefeedbackOwnobservations speakforyourself donotspeakforothersSituationsbeyondreviewee scontrol ifappropriate HistoricalDescription Basisofmostimportantmessageanddevelopmentobjectives Clear specificactionstepsPrioritizedbasedonimportanceofskillsandsizeofgap Start stop andcontinue format optional DevelopmentObjectives Keytoskillplandevelopment 31 DeveloptheIndividuals ThePerformanceReviewProcess Therearefourstepsintheperformancereviewprocess DeveloptheContent PreparetoDelivertheReview ConducttheReview PreparetoWritetheReview ConductaninterimreviewDetermineareasforimprovementattheendofeachcaseForconsensusreviews talktoinputreviewers EvaluateperformancegapsDetermineimprovementobjectivesIdentifyresourcesDevelopmostimportancemessagesupportedbydata AnticipateareasofdisagreementThinkofhowtoestablishadialogueSchedulethemeetinginadvanceKeeptheappointmentDonotallowinterruptions EstablishapositiveandopenclimateProvidespecificexamplesListenMakesuretherevieweeunderstandswheretofocusCheckinwiththereviewee 32 DeveloptheIndividuals PreparetoWritetheReview Beforewritingthereview ConductatleastoneinterimreviewwiththeteammemberAttheendofeachcase determinekeyareasforimprovementForconsensusreviews talktoinputreviewersflaginconsistenciesgainconsensusonkeymessagesincludeotherreviewers examplesandanecdotessubmitdrafttoinputreviewersforfeedback 33 DeveloptheIndividuals DeveloptheContent Whenwritingthereview ReviewdevelopmentplanforprevioussixmonthsEvaluategapsbetweenplanandperformanceDeterminethemostcriticalperformanceimprovementobjectivesIdentifyresourcestheteammembercantaptogaintherequiredskills e g BVUmodules trainingsessions colleagues Developmostimportantmessagetietoratingfocusonexpectedbehaviorchangesifappropriate includepromotionmessageSupportmostimportantmessagewithdatabespecificciteexamplesandcriticalincidentsincludepositiveandnegativefeedback 34 DeveloptheIndividuals WritingWatchouts Followtheseguidelineswhenwritingthereview ThinkbeforewritingProvidespecificexamplesofbehavior notconclusionsIncludepositiveandnegativefeedbackBescrupulouslyhonestReflectaccuratelyotherreviewers commentsRespectconfidentialityAvoidjargon useplainlanguageadjectivequalifiers useactiveverbsassumptionsaboutdirectreport sknowledgefrequencystatementsrelyingsolelyonquantitativevalues describebehaviorandconsequencesDonotmakecommitmentsyoucannothonorIfappropriate describesituationsbeyondreviewee scontrol 35 DeveloptheIndividuals PreparetoDelivertheReview Anticipatepotentialareasofdisagreementandfrictionenvisionreviewee sdefensivereactionandpreparetorespondinawaythatwillhelptherevieweeunderstandandacceptthefeedbackbeawareofyourownresponsetoconflict goforwin winThinkofhowtostructurethecoachingasadialogueandhowtocreateaclimateofopennessSchedulethereviewmeetingseveraldaysinadvanceKeeptheappointmentEliminatedistractionsandavoidinterruptions Afteryouhavewrittenthereview preparetodeliverit 专业提供企管培训资料 36 DeveloptheIndividuals ConducttheReview EstablishapositiveandopenclimateLimitfeedbacktoissuesrelevanttothejobDiscussperformanceissuesindescendingorderofimportanceGiveconcrete behavior basedfeedbackonstrengthsandareasforimprovementIfrevieweedisagrees reflectyourunderstandingofwhatheorsheissayingWeightthevalidityofnewinformationAvoidarguingAsktherevieweetosummarizethethreemostimportantareasfordevelopmentContactforfollow up checkpoints andassistance Helptherevieweelearnandgrowfromthefeedback 37 DeveloptheIndividuals WrittenFeedbackExamples 1of3 Inclientmeetings Stevedidnotdefendhisanalysis OnKLM hereliedonaconsultanttobailhimout Steve slackofconfidenceisamajorconcernofotherteammembers AnnefailedtoidentifycriticalpathissuesonbrandingBDPs ShealsoproducedherownslidesonZBD Annefrequentlymismanageshertime Dothis Avoidthis Dothis Avoidthis Makeyourstatementsclearandbackthemupwithexamples 38 DeveloptheIndividuals WrittenFeedbackExamples 2of3 Onthefollowingoccasions Stacypresentedtotheclientnumbersshedidnotcheckforaccuracy Ourcredibilitywiththeclientsufferedasourconclusionschangedandthenumbersvaried S