218朗讯公司内部讲义—绩效考核与培训ppt课件

1、绩效考核与培训Zheng Bin Oct.25, 2002Main TopicEffective Infrastructure of HRCompany Wants Employee To BeAssessment PathPerformance Evaluation Content of Foreign CompanyPerformance Evaluation 9 BlocksTalent Flow PlanningType of TrainingTraining & Develop ProcessTraining Target SelectionFind Out Gap-Current

2、Skill vs. Core CompetencyTraining & Performance EvaluationRecruitingTerminationJob EvaluationCompetency ModelPlanningEffective InfrastructureTrainingCompensation&BenefitPerformanceEvaluationPromotionTransfer/RotationMarket Value OrientationC&B StructureCommission PlanStock option managementSpot Awar

3、dTraining Needs CollectionTraining EvaluationTraining Resource AnalysisPlanningInformation SharingEmployee Satisfaction360 SurveyPerformance Evaluation SystemObjectiveG&O Setting (with measurement)Company wants Employees whoAre honest and self-critical, and dedicated to the idea of continuous learni

4、ng. Set big, bold goals for themselves and their business. Are committed to Companys success. Have passion for improving self competency and making it meet the needs of our customers. Regularly assess their business interests and competencies to determine the kinds of work for which they are best su

5、ited. Company wants Employees whoUnderstand the skills and behaviors Company will need in the futureand are willing and able to respond quickly and flexibly to develop those capabilities. Develop the competencies to move easily across functional boundaries and are able to switch between regular duti

6、es and special projects. Make others great by investing in their own, and their co-workers, development.建立健全的评价体系是世界上绝大多数兴隆国家的公司胜利的重要要素： 岗 位 评 估 Job Evaluation技 能 评 估 Competence Evaluation年 资 评 估 Experience Evaluation业 绩 评 估 Performance Evaluation 360 评 估 360 Survey (contents base on business needs)

7、评 估 符 合 企 业 战 略 与 文 化 Performance Evaluation ContentEmployee Self Evaluation:ACCOMPLISHMENT SUMMARY (Summarize your accomplishments vs goals in the past year)KEY STRENGTHS & IMPROVEMENTKEY DEVELOPMENT NEEDS & ACTION PLANSSelf Assessment of ValuesCAREER INTERESTS AND DEVELOPMENT . INCLUDING STRETCH A

8、SSIGNMENT INTERESTSManager Evaluation:PERFORMANCE SUMMARY AND TREND (Summarize your view of employees accomplishments vs goals in the past year)KEY STRENGTHS & IMPROVEMENTKEY DEVELOPMENT NEEDS & ACTION PLANS360 Data/Manager AssessmentCAREER DEVELOPMENT RECOMMENDATION . INCLUDING STRETCH ASSIGNMENTS

9、PerformanceSIGNIFICANT STRENGTHSOME DEVELOPMENT NEEDS SIGNIFICANT DEVELOPMENT REQUIRED (A)(B)(C)Demonstrates Values in aSatisfactory WayDoes not AdequatelyDemonstrate ValuesConsistently Models Values &Serves as a Standard for Excellence(1) Exceeds/Outstanding*Work plans and goals *Commitments(2)Meet

10、s/Satisfactory*Work plans and goals *Commitments(3) Needs Improvement/ Missed*Work plans and goals *CommitmentsValues (come from 360 survey)Performance Evaluation 9 Blocks1 (10%)Promotion/ Training2 (15%)Training & Rotation3 (65%)Training or Job Rotation4 (10%)High Risk PIP2Training & Development3Tr

11、aining3Potential At Risk 4High Risk PIP4Get Rid OffTALENT FLOW PLANNINGDIRECT REPORTS& KEY POSITIONS BESTREPLACEMENTSNamePosition TitleBACKUP CANDIDATES / POSITION PLANSPositionIncumbentREADY NOWONE TO TWO YEARSPositionIncumbentType of TrainingFor Training Content:General Skill 通用技艺Technical Related

12、专业技艺Selling Skill销售技艺Management 管理才干 LeadershipFor Training Style:In House Training 课堂培训On Job Training 在岗培训培 训 与 发 展 的 程 序预备:员工找出差距提出培训需求和提高方向沟通:根据员工与公司的需求确定培训方向执行:提供相应的培训绩效考评中应重点关注上年差距的改善3. ImplementationFeedbackFeedbackFeedbackFeedbackFeedbackFeedback1. Preparation2. DiscussionTraining Target SelectionGapCurrent Skill - Core CompetenceCurrent Value - Role ModelDevelopment Needs Derived from Performance AppraisalBuild up core competenceSelf-AssessmentIdentify