班员行为规范考核模拟运行启动会(PPT 36页)

1、班员行为规范考核模拟运行启动会,会议目的,介绍模拟运行的工作计划 说明实施行为规范考核的成功要素,目录,模拟运行的工作计划 实施行为规范考核的成功要素,工作计划,后续的行动计划,存在的若干问题,班组存在对行为规范考核办法可操作性的怀疑 执行上可能延续原有的思路，即班组长或小班负责人不完全的按照考核条款执行 班组可能觉得考核办法比较复杂，产生抵触的想法 班组在制订和完善考核内容时，可能会自然地将标准降低，而不是在现有能力的基础上进行合理的提高 项目组还需要不断加强与班组的拜访和沟通，进一步地深入了解考核的执行情况和班组的真实想法,行为规范考核的3个关键步骤,行为规范考核内容表,行为规范月度绩效评

2、分表,制订每个班组的行为考核内容和加分扣分,每日及时记录班员实际发生的考核内容事项,月末汇总计算每个班员的绩效分数表,行为规范每日打分表,首先，每个班组整理各自的行为考核内容表，并按照行为规范的7个维度归类,行为规范考核内容表,2004年,班组：线路运行班,然后，根据考核内容制订评分标准,行为规范绩效评分标准,2004年,班组：线路运行班,以线路运行班班员K为例，模拟行为规范考核流程,2004年1月线路运行班班员K发生如下的行为考核事项,根据班员K的实际发生考核事项，由班组长或小班负责人及时记录在行为规范每日打分表,行为规范每日打分表,行为规范每日打分表,2004年1月,班组：线路运行班,月末

3、将每个班员本月考核事项的发生次数汇总输入计算机,行为规范月度计分表,2004年1月,班组：线路运行班,计算机将自动进行汇总计算，完成行为规范月度分数汇总表,行为规范月度分数汇总表,2004年1月,班组：线路运行班,根据评分标准，班组长每个月末完成所有班员的行为规范月度绩效评分表,2004年1月,行为规范绩效评分标准,行为规范月度分数汇总表,行为规范月度绩效评分表,目录,模拟运行的工作计划 实施行为规范考核的成功要素,为什么要实施行为规范考核,时间,工作绩效,目标,现在,变革,新的考核体系对工作的影响： 工作分心 困惑 不确定 对变革的反映： 陌生感 个人或集体抵触,变革带来的,绩效项目组的主要

4、任务是帮助员工逐渐接受和承诺，并适应过渡期以达到最佳绩效。,“低谷”,绩效,时间,启动,过渡,我们的挑战是如何有效地控制低谷的宽度和深度,变革给每个人带来的心里感受,改进的程度,快乐的程度,高,低,低,高,痛苦的接近成功者,快乐的成功者,痛苦的尝试成功者,快乐的失败者,不同的管理风格和团队文化,关心员工的程度度,关心工作的程度,高,低,低,高,乡村俱乐部型,团队 管理型,贫乏型,中间型,独裁型,全球最好的公司如何使用团队,内部竞争 通过集中的交流进行创新 灵活,团队存在的问题,员工不愿意参加团队 缺少自信 个人的不安和危险感 淡化组织实施的准则 冲突,The Effects of Change

5、 on Performance: Distraction from everyday job Confusion Uncertainty Common Reactions to Change: Feelings of alienation Group or individual resistance,The Human Side of Change,The effect of change on performance over time Current State Transition State Future State What to Expect Hurdles Normal Feed

6、back Morale Implications,The Change Curve1,1Change Curve, Daryl Connor, Managing at the Speed of Change, 1994,AWARENESS,UNDERSTANDING,BUY-IN,COMMITMENT,Adapted from Daryl Conner Managing at the speed of Change,The Role: Move Targets up the Commitment Curve,Degree of support for the change,Time,Confu

7、sion,Negative Perception,Decision not to implement,Change aborted after brief / extensive implementation,No contact = unaware,Awareness Phase,Acceptance Phase,Commitment Phase,Decision not to Support,Adoption,Installation,Contact,Awareness,Understanding,Positive Perception,Unawareness,Confusion,Nega

8、tive Perception,Aborted After Implementation,Degree of Support for Change,Time,Negative Responses,Research indicates that people go through three key phases that lead to commitment. Speed may vary but people will go through all phases,Change Acceptance Curve,Key outcomes can be expected during each

9、phase of the Change Acceptance Curve,Awareness Phase,“I know that the ACE project is happening, what it is, why it is needed, and what it aims to achieve”,Acceptance Phase,“I can explain how the ACE project affects me, and I have a positive attitude about the changes I will need to make”,Commitment

10、Phase,“I support the changes associated with the new system and am actively involved in making the implementation work”,Change Acceptance Curve,Degree of Support for Change,Time,The Change Coordination teams key objective is to help people move along the Change Acceptance Curve to reach optimum perf

11、ormance through acceptance and commitment,“Valley of Despair”,Performance,Time,GoLive,Transition,Communication Framework,The team is identifying the level of commitment required for each stakeholder, based on the following “Commitment Curve:”,Degree of Commitment,Project Schedule (Time),Individual C

12、hange Curve,Acceptance,Evaluation,Trial Run,Knowledge,Awareness,Results,The Key: User Participation,Awareness,Understanding,Buy-in,Ownership,Build stakeholder involvement and ownership by generating awareness, understanding, buy-in, commitment, and action.,Building Ownership for PVCOARS Data Integri

13、ty,The key objective of PVCOARS Data Integrity program should be to rapidly build ownership of the process changes among key stakeholder groups, and to seamlessly transition the workforce to the Prevention process changes:,Awareness,Commitment,Buy-in,Understanding,Degree of Involvement & Ownership R

14、equired,Elapsed Schedule,Encounters change Realizes change is imminent,Accepts nature and intent of change,Works toward change Invests time in change Articulates commitment to goals of change,Articulates the change as norms Articulates his/her personal ownership of the change,Action,Participates in

15、facilitating change Attends training Changes behaviour or procedures to support process changes,Building Ownership for PVCOARS Data Integrity (cont.),The key objective of PVCOARS Data Integrity program should be to rapidly build ownership of the process changes among key stakeholder groups, and to s

16、eamlessly transition the workforce to the Prevention process changes:,Degree of Involvement & Ownership Required,Elapsed Schedule,Training and performance support continue to deepen “Commitment” and lead to “Action.”,Communications activities typically address earlier stages of building “Awareness,”

17、 “Understanding” and “Buy-in.”,Evaluate the above statements using the scale provided: 1=Strongly Disagree 2=Disagree 3=Neutral 4=Agree 5=Strongly Agree,Navigation,1. Different change initiatives are integrated in the minds of management. 2. Different change initiatives are integrated in the minds o

18、f employees. 3. Management prioritizes the use of resources. 4. Change initiatives work together. (The left hand knows what the right hand is doing.) 5. Costs and benefits of all projects are managed as a whole.,Leadership,Senior Management: 1. serve as effective role models for desired behaviors 2.

19、 are strong sponsors of change 3. hold managers and supervisors accountable for contribution to successful change 4. provide coaching and counseling related to change leadership 5. effectively communicate about change (reasons for, benefits, strategies),Enablement,1. Processes are redesigned to elim

20、inate non-value added activities. 2. Organization structure is designed to fit future needs. 3. Competencies for the new organization are being identified. 4. Training supports new skill and behavioral requirements. 5. Performance management and reward systems are redesigned to fit the new organizat

21、ion.,Ownership,People affected by change: 1. are involved in the process in a meaningful way 2. believe their ideas and concerns are being heard and responded to 3. understand of the need for change 4. believe the change is positive for the company 5. receive effective communications (timely, relevant, hone