朗讯公司内部讲义—绩效考核与培训（英文PPT 15页）

绩效考核与培训ZhengBinOct.25,2002MainTopic…•EffectiveInfrastructureofHR•CompanyWantsEmployeeToBe•AssessmentPath•PerformanceEvaluationContentofForeignCompany•PerformanceEvaluation9Blocks•TalentFlowPlanning•TypeofTraining•Training&DevelopProcess•TrainingTargetSelection•FindOutGap-CurrentSkillvs.CoreCompetency•Training&PerformanceEvaluationRecruitingTermination•JobEvaluation•CompetencyModel•PlanningEffectiveInfrastructureTrainingCompensation&BenefitPerformanceEvaluationPromotionTransfer/Rotation•MarketValueOrientation•C&BStructure•CommissionPlan•Stockoptionmanagement•SpotAward•TrainingNeedsCollection•TrainingEvaluation•TrainingResourceAnalysis•Planning•InformationSharing•EmployeeSatisfaction•360Survey•PerformanceEvaluationSystemObjective•G&OSetting(withmeasurement)CompanywantsEmployeeswho…Arehonestandself-critical,anddedicatedtotheideaofcontinuouslearning.Setbig,boldgoalsforthemselvesandtheirbusiness.ArecommittedtoCompany’ssuccess.Havepassionforimprovingselfcompetencyandmakingitmeettheneedsofourcustomers.Regularlyassesstheirbusinessinterestsandcompetenciestodeterminethekindsofworkforwhichtheyarebestsuited.CompanywantsEmployeeswho…UnderstandtheskillsandbehaviorsCompanywillneedinthefuture—andarewillingandabletorespondquicklyandflexiblytodevelopthosecapabilities.Developthecompetenciestomoveeasilyacrossfunctionalboundariesandareabletoswitchbetweenregulardutiesandspecialprojects.Makeothersgreatbyinvestingintheirown,andtheirco-worker’s,development.建立健全的评估体系是世界上绝大多数发达国家的公司成功的重要因素：岗位评估JobEvaluation技能评估CompetenceEvaluation年资评估ExperienceEvaluation业绩评估PerformanceEvaluation360°评估360°Survey(contentsbaseonbusinessneeds)评估符合企业战略与文化PerformanceEvaluationContentEmployeeSelfEvaluation:•ACCOMPLISHMENTSUMMARY(Summarizeyouraccomplishmentsvsgoalsinthepastyear)•KEYSTRENGTHS&IMPROVEMENT•KEYDEVELOPMENTNEEDS&ACTIONPLANS•SelfAssessmentofValues•CAREERINTERESTSANDDEVELOPMENT...INCLUDINGSTRETCHASSIGNMENTINTERESTSManagerEvaluation:•PERFORMANCESUMMARYANDTREND(Summarizeyourviewofemployee’saccomplishmentsvsgoalsinthepastyear)•KEYSTRENGTHS&IMPROVEMENT•KEYDEVELOPMENTNEEDS&ACTIONPLANS•360°Data/ManagerAssessment•CAREERDEVELOPMENTRECOMMENDATION...INCLUDINGSTRETCHASSIGNMENTSPerformanceSIGNIFICANTSTRENGTHSOMEDEVELOPMENTNEEDSSIGNIFICANTDEVELOPMENTREQUIRED(A)(B)(C)DemonstratesValuesinaSatisfactoryWayDoesnotAdequatelyDemonstrateValuesConsistentlyModelsValues&ServesasaStandardforExcellence(1)Exceeds/Outstanding*Workplansandgoals*Commitments(2)Meets/Satisfactory*Workplansandgoals*Commitments(3)NeedsImprovement/Missed*Workplansandgoals*CommitmentsValues(comefrom360°survey)PerformanceEvaluation9Blocks1(10%)Promotion/Training2(15%)Training&Rotation3(65%)TrainingorJobRotation4(10%)HighRiskPIP2Training&Development3Training3PotentialAtRisk4HighRiskPIP4GetRidOffTALENTFLOWPLANNINGDIRECTREPORTS&KEYPOSITIONSBESTREPLACEMENTSNamePositionTitleBACKUPCANDIDATES/POSITIONPLANSPositionIncumbentREADYNOWONETOTWOYEARSPositionIncumbentTypeofTrainingForTrainingContent:•GeneralSkill通用技能•TechnicalRelated专业技能•SellingSkill销售技能•Management管理能力LeadershipForTrainingStyle:•InHouseTraining课堂培训•OnJobTraining在岗培训培训与发展的程序准备: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TrainingTargetSelection•GapCurrentSkill-CoreCompetenceCurrentValue-RoleModel•DevelopmentNeedsDerivedfromPerformanceAppraisalBuildupcorecompetenceSelf-AssessmentIdentifythegapDevelopTrainingPlanSampleCurrentSkillvs.CoreCompetenceKLevel4,Expert,recognizedasaskillleaderProjectManagement/LeadershipELevel3,Knowledgeable,caneffectivelyapplyskill4DevelopslongtermprojectplanstoidentifycriticalpathandpotentialissuesYLevel2,Limited,hasbasicuseoftheskillandapplications5ProjectFacilitationandExecutionoftasksandresponsibilitiesLevel1,Doesnotpossessskill6EffectivelysetsgoalstoreachprojectmilestonesTeamingSkillsEmployeeAssessmentManagerAssessment7Effectivelyinvolvesandleverageseachmemberscontributiontoobtainresults8Resolvesconflictsthroughopenandcandidcommunicationwithallteammembers123412349EffectivelyutilizesRewardsandRecognitionforteamsuccessProficiencyLevels:ProficiencyLevels:培训效果衡量途径:1.培训后测试(书面/现场)2.本岗位工作业绩评估(本人/直接经理及其上级主管)3.360度调查结果(上级/下级/客户/供应商/同事)培训与绩效的结合ThankYou!