提升领导力量.ppt

CorporateLeadership:IncreasingtheLeadershipBenchStrength提升領導力量,EmersonCorporateOverview艾默生公司概况,Foundedin1890成立于1890年Head-quarteredinStLouis,Missouri,USA总部设于美国密苏里州圣路易斯市Globalproductandmarketleadership全球市场和技术领导者Recordofconsistentlong-termperformance持续长期业绩纪录GlobalsalesofUS$13.8bin20022002年总销售額达138亿美元Morethan110,000employeesworldwide全球员工超过十一万名Over60industry-leadingdivisionslocatedinover300manufacturinglocationsin150countries超过60家业界翘楚的子公司超过300个生产基地，分布于世界150多个国,St.Louisheadquarters圣路易斯总部,“2003FortunesWorldsMostAdmiredCompanies”EmersonnamedGlobalTop50AllStar,Overallrank全球排名:#47Industryrank全球电子业排名:#3global9ratingcategories评选标准：socialresponsibility社会责任感innovation革新度long-terminvestmentvalue长期投资价值useofcorporateassets公司资产运用employeetalent员工素质financialsoundness财政状况qualityofmanagement管理质量qualityofproducts/services产品和服务质量globalbusinessacumen全球商务敏锐度,艾默生名列2003财富“全球最受讚赏的公司”全明星企业全球50强,2002SalesbyBusinessGroup2002年销售之业务范畴分布,Electronicsnotjustrecruitforvacantpositions應持續不斷地尋求人才而不是仅仅在有職位空缺時才進行招聘,CorporateMBADevelopmentProgram總公司為新聘MBA的發展項目,Networking網絡,Corporateperformancesoclearlyoutstandingastobeobvioustoall.Resultsobtainedfarinexcessoftherequirementsandindicateearlypromotionpotential.Ratingmustbesupportedwithspecifics.Note:A“good”managermayhaveanoutstandingyearandberated“outstanding”.However,themanagerwhoseperformanceexceedsrequirementsbutdoesnotmakea“significant”contributionshouldberated“commendable”.(2)Commendable值得嘉許Performanceexceedsexpectations.Employeesday-to-dayperformance“excellent”,butnospecialcontributioncanbecited.,(3)Competent有能力Performancecompletelysatisfactoryandsufficientineveryrespect.Meetsallendresultsexpectedofaseasonedandwell-qualifiedemployee.(4)Adequate可接受Resultsnotyetcompletelymeetingrequirementsofallobjectives.Resultsfallsomewhatbelowexpectedlevelsofaccomplishment.Needforfurtherdevelopmentrecognizable,butprogressclearlyevident.(5)NeedsImprovement有待改進Unacceptableperformance.Resultsnoticeablybelowtheexpectedlevel;mayhavetobereplacedifnomajorimprovement.(6)NewinPosition新增職位Noevaluation.,PerformanceCoding业绩评级(Number5),(Orange/Gold),(Green),(Blue),(Yellow),(Red),(White),(1)Outstanding傑出Qualificationsforadvancingtohigh-level(executive)position-highperformance(2)ExceedsExpectations高於期望Clearpotentialforadvancingtohigh-levelpositionorforsubstantiallyincreasedresponsibilitiesatpresentlevel(3)SomePotential有潛質Potentialtohandleexpandedresponsibilitiesatpresentlevelandperhapsonelevelhigher.(4)LimitedPotential有限度的潛能Atornearcapacityinpresentpositionorlimitedduetopersonalfactors.(5)NotPromotable不考慮提升Belowaveragepotential(6)NewinPosition新增職位Noevaluation.,PotentialAppraisal潜力的评级,(1)ReadingReplacement預備替補Within30days(nominalorientation)(2)PendingReplacement等待替補Within1year(afterspecificexperienceinselectareas)(3)FutureReplacement將來替補Within3years(afterspecificexperienceordevelopment),DegreeofReadinessCoding(Number10)替補的等级,(Orange/Gold),(Green),(Blue),(Yellow),(Red),(White),Color-me-GreenChart圖表,CareerDevelopment事業發展,Nolongerafixedpathinastructuredcareerladder沒有固定路徑的事業發展階梯,Enrichment擴大職責范圍,Lateral橫向調動,Rotation輪調,Relocation跨区调动,AcrossFunctions跨職能,AcrossCountries跨國家,AcrossDivisions跨分公司,EstablishandmaintainthedatabaseofthehighpotentialemployeesinAsia建立及維持亞洲地區之高潛質員工名單的內容Facilitatetheemployeemovement/promotioninEmersonplatform配合及推動員工在艾默生公司裹之調動和晉升,CareerDevelopment事業發展,BuildingEmersonLeadershipPlatform建立艾默生領導平台,Identification發掘人才,Assessment人才評估,LeadershipDevelopmentProcessMigrationfromonecountrytoanother;Processbottleneck如:新的業務開展;產品從一個國家轉移到另一個國家的過程;過程的瓶颈,ActionLearningProject行動學習項目,Development&Mentoring發展與指導,BuildingEmersonLeadershipPlatform建立艾默生領導平台,Identification發掘人才,Assessment人才評估,LeadershipDevelopment&Mentoring領導能力發展和指導,Evaluation項目評估,OrganizationReview組織測評,360Feedback360反饋ClimateSurvey組織氣氛調查Psyche-test性格測試,360Feedback360反饋ClimateSurvey組織氣氛調查TurnoverRateofHighPots高潛質員工之流失率Replacementratefrominternalcandidates員工填補空缺的比率,FeedbacktoManagement向管理層反饋,PUMPINTALENT吸納人才,KeyEnablersforLeadershipdevelopment領導能力發展的重要元素,CEOscommitmentinleadershipdevelopmentCEO对领导能力发展的承诺Managementteamsembraceatalentmindset管理層應具“重視人才發展”的理念Establishan“HumanCapitalAppreciationFund”tofinanciallysupportthedevelopmentinitiatives建立一個“人力資本增值基金”從經濟上支持人才發展計劃Sharethetalentpoolacrossthedivisions各分公司間願意分享人才SystemsareinplacetosegmentAplayers,BplayersandCplayers有系统划分各A、B、C不同级别的员工,KeyEnablersforLeadershipdevelopment領導能力發展的重要元素,ManagementcommitstoserveasaMentor,FacultyMember,andSponsorinthedeliveryoftheprogram管理層致力參與此計劃并作為計劃