朗訊公司內(nèi)部講義—績(jī)效考核與培訓(xùn)

1、績(jī)效考核與培訓(xùn)績(jī)效考核與培訓(xùn)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 G

2、ap-Current Skill vs. Core CompetencyTraining & Performance EvaluationRecruitingTerminationJob EvaluationCompetency ModelPlanningEffective InfrastructureTrainingCompensation&BenefitPerformanceEvaluationPromotionTransfer/RotationMarket Value OrientationC&B StructureCommission PlanStock opt

3、ion managementSpot AwardTraining Needs CollectionTraining EvaluationTraining Resource AnalysisPlanningInformation SharingEmployee Satisfaction360 SurveyPerformance Evaluation SystemObjectiveG&O Setting (with measurement)D Company wants Employees whoAre honest and self-critical, and dedicated to

4、the idea of continuous learning. 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 wo

5、rk for which they are best suited. 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 t

6、o switch between regular duties and special projects. Make others great by investing in their own, and their co-workers, development.建立健全的評(píng)估體系是世界上絕大多數(shù)發(fā)達(dá)國(guó)家的公司成功的重要因素： 崗 位 評(píng) 估 Job Evaluation技 能 評(píng) 估 Competence Evaluation年 資 評(píng) 估 Experience Evaluation業(yè) 績(jī) 評(píng) 估 Performance Evaluation 360 評(píng) 估 360 Survey (con

7、tents base on business needs)評(píng) 估 符 合 企 業(yè) 戰(zhàn) 略 與 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

8、AND DEVELOPMENT . INCLUDING STRETCH ASSIGNMENT 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 RE

9、COMMENDATION . INCLUDING STRETCH ASSIGNMENTS 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/Out

10、standing*Work plans and goals *Commitments(2)Meets/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 R

11、otation4 (10%)High Risk PIP2Training & Development3Training3Potential At Risk 4High Risk PIP4Get Rid OffTALENT FLOW PLANNINGDIRECT REPORTS& KEY POSITIONS BESTREPLACEMENTSNamePosition TitleBACKUP CANDIDATES / POSITION PLANSPositionIncumbentREADY NOWONE TO TWO YEARSPositionIncumbentType of Tra

12、iningFor Training Content:General Skill 通用技能通用技能Technical Related專業(yè)技能專業(yè)技能Selling Skill銷售技能銷售技能Management 管理能力管理能力 LeadershipFor Training Style:In House Training 課堂培訓(xùn)課堂培訓(xùn)On Job Training 在崗培訓(xùn)在崗培訓(xùn)培 訓(xùn) 與 發(fā) 展 的 程 序準(zhǔn)備:員工找出差距提出培訓(xùn)需求和提高方向溝通:根據(jù)員工與公司的需求確定培訓(xùn)方向執(zhí)行:提供相應(yīng)的培訓(xùn)績(jī)效考評(píng)中應(yīng)重點(diǎn)關(guān)注上年差距的改善Training Target SelectionG

13、apCurrent Skill - Core CompetenceCurrent Value - Role ModelDevelopment Needs Derived from Performance AppraisalBuild up core competenceSelf-AssessmentIdentify the gapDevelop Training PlanSampleCurrent Skill vs. Core CompetenceKLevel 4, Expert, recognized as a skill leader Project Management / Leader

14、shipELevel 3, Knowledgeable, can effectively apply skill4 Develops long term project plans to identify critical path and potential issuesYLevel 2, Limited, has basic use of the skill and applications5 Project Facilitation and Execution of tasks and responsibilitiesLevel 1, Does not possess skill6 Effectively sets goals to reach project milestonesTeaming Skills Employee Assessment Manager Assessment7 Effectively involves and leverages each members contribution to obtain results8 Resolves conflicts through open and candid communication with all team members 123412349 Effectively utilizes Re