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绩效考核与培训

绩效考核与培训. Zheng Bin Oct.25, 2002. Main Topic… Effective Infrastructure of HR Company Wants Employee To Be Assessment Path Performance Evaluation Content of Foreign Company Performance Evaluation 9 Blocks Talent Flow Planning Type of Training Training & Develop Process

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绩效考核与培训

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  1. 绩效考核与培训 Zheng Bin Oct.25, 2002

  2. Main Topic… • Effective Infrastructure of HR • Company Wants Employee To Be • Assessment Path • Performance Evaluation Content of Foreign Company • Performance Evaluation 9 Blocks • Talent Flow Planning • Type of Training • Training & Develop Process • Training Target Selection • Find Out Gap-Current Skill vs. Core Competency • Training & Performance Evaluation

  3. Objective Effective Infrastructure Recruiting Compensation &Benefit Training • Job Evaluation • Competency Model • Planning • Market Value Orientation • C&B Structure • Commission Plan • Stock option management • Spot Award • Training Needs Collection • Training Evaluation • Training Resource Analysis • Planning • Information Sharing Performance Evaluation • Employee Satisfaction • 360 Survey • Performance Evaluation System • G&O Setting (with measurement) Promotion Transfer/Rotation Termination

  4. Company wants Employees who… • Are honest and self-critical, and dedicated to the idea of continuous learning. • Set big, bold goals for themselves and their business. • Are committed to Company’s 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 suited.

  5. Company wants Employees who… • Understand the skills and behaviors Company will need in the future—and 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 duties and special projects. • Make others great by investing in their own, and their co-worker’s, development.

  6. 评 估 符 合 企 业 战 略 与 文 化 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 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. Performance Evaluation Content • Employee Self Evaluation: • ACCOMPLISHMENT SUMMARY • (Summarize your accomplishments vs goals in the past year) • KEY STRENGTHS & IMPROVEMENT • KEY DEVELOPMENT NEEDS & ACTION PLANS • Self Assessment of Values • CAREER INTERESTS AND DEVELOPMENT ... INCLUDING STRETCH ASSIGNMENT INTERESTS • Manager Evaluation: • PERFORMANCE SUMMARY AND TREND • (Summarize your view of employee’s accomplishments vs goals in the past year) • KEY STRENGTHS & IMPROVEMENT • KEY DEVELOPMENT NEEDS & ACTION PLANS • 360° Data/Manager Assessment • CAREER DEVELOPMENT RECOMMENDATION ... INCLUDING STRETCH ASSIGNMENTS

  8. Performance Evaluation 9 Blocks Values (come from 360° survey) SIGNIFICANT STRENGTH SOME DEVELOPMENT NEEDSSIGNIFICANT DEVELOPMENT REQUIRED (A) (B) (C) (1) Exceeds/ Outstanding *Work plans and goals *Commitments 3 Potential At Risk 2 Training & Development 1 (10%) Promotion/ Training Performance (2)Meets/ Satisfactory *Work plans and goals *Commitments 2 (15%) Training & Rotation 3 Training 4 High Risk PIP (3) Needs Improvement / Missed *Work plans and goals *Commitments 3 (65%) Training or Job Rotation 4 Get Rid Off 4 (10%) High Risk PIP Demonstrates Values in a Satisfactory Way Does not Adequately Demonstrate Values Consistently Models Values & Serves as a Standard for Excellence

  9. TALENT FLOW PLANNING Position Incumbent Position Title Name BEST REPLACEMENTS DIRECT REPORTS & KEY POSITIONS Position Incumbent BACKUP CANDIDATES / POSITION PLANS READY NOW ONE TO TWO YEARS

  10. Type of Training • For Training Content: • General Skill 通用技能 • Technical Related 专业技能 • Selling Skill 销售技能 • Management 管理能力 • Leadership • For Training Style: • In House Training 课堂培训 • On Job Training 在岗培训

  11. 1. Preparation Feedback 2. Discussion Feedback Feedback Feedback 3. Implementation Feedback Feedback 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

  12. Training Target Selection • Gap • Current Skill  -  Core Competence • Current Value  -  Role Model • Development Needs • Derived from Performance Appraisal

  13. Current Skill vs. Core Competence Develop Training Plan Identify the gap Self-Assessment Build up core competence Sample

  14. 培 训 与 绩 效 的 结 合 培训效果衡量途径: 培训后测试(书面/现场) 本岗位工作业绩评估(本人/直接经理及其上级主管) 360度调查结果 (上级/下级/客户/供应商/同事)

  15. Thank You !

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