主管核心才能介绍--标竿学院

1PerformanceManagementEffectiveWorkshop績效突破的人才管理主講人----簡仁傑助理院長2WorkshopObjectives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3OverallWorkshopPlan整體訓練計劃9:00-13:0014:00-18:00-17:00(day2)19:00-21:00DAY1Module1:單元一•Achievingthroughpeople以人為本的管理•Changeleadership變革領導Module2:單元二•Settingdirection目標/方向設定IntroducingPerformanceManagementsystem績效管理制度介紹DAY2Module3:單元三•Empowerment/Enabling賦能授權•Communication&Coaching溝通輔導Module4:單元四•Consequencemanagement賞罰分明4OverallWorkshopObjectives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….5LearningProcess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6Module1Objectives: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7CompetenciesofEffectiveManagers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9ObjectiveSetting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KPICross-FunctionalKPI跨功能的KPIAgreedObjectives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OrganizationDepartmentIndividual10PrinciplesofObjectiveSetting目標設定的原則Specific明確的Measurable可測量的Achievable可達到的Relevant相關的Time-Bound有期限的11WRAP-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12ModuleⅢObjectives: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13Empowerment:AParadigmShift授權:一種思維轉換AchievingbySelf靠自己達成AchievingthroughOthers藉由他人達成PerformanceManagementLevelLowHigh14ModuleIVObjectives: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15WhatWeWantPRDtoAchieve?CorporateVision/Objectives/StrategybeTranslatedintoClearlyDefinedIndividualGoalsEmployee’sFullParticipation–Fair/EquitableProcessTimelyFeedback,CoachingandCorrectiveActionPeopleAccountableforTheirResultsRewardforPerformanceFocusonImprovement&FutureDevelopmentRegainCompetitiveness!!16PRDProcess1stLevelMGR2ndLevelMGRDot-lineMGRHRGuidelinesEmployeeKPIDeploymentPromotion,Demotion&SeparationDecisionAppraisalExecutionGoal-settingIncentive/Re-wardsSuccessionPlanDevelopmentPlansMeritIncreaseInternalTransferP.R.D.Process17PRDProcessandScheduleAppraisalExecutionGoal-SettingHRDecisions&ActionKPIDeploymentJan-Feb.Jan-Dec.Time2ndMGR1stMGREmployeeHRDivisionClearCompany&Dept.KPIDeployment•Pre-reviewPRDquality&balanceratingdistribution•Providenecessaryguidance•SolvedisagreementbtwInd&1mmMgrifany•Reviewselfevaluation•Discusswithemployee•Signagreement•Recommendationtoemployeeforfutureimprovement•Ongoingfacetofacereview,coaching&counseling•PPadjustment,ifnecessary•ImplementationconfirmedbylinemgrinMar/Sep•Presentresults•Highlightdifficulty&seekassistancefrommgrorHR•Selfevaluation•Providerelevantevidence•ElaboratecareeraspirationanddevelopmentplansFacilitating&TrackingJune&Dec.•Ind/teamgoalidentified&alignedw/KPI•IndividualS.M.A.R.T.Goal•Employee’sinvolvement&input•Acopytomgrsconcerned&HRfortracking18PerformanceManagementCycle績效管理循環SettingPerformanceExpectation(Atthebeginningoftheperiod)設定績效期望(期初)FollowUp(Duringtheperiod)追蹤(期中)PerformanceEval