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1、Quarterly UpdateYou can add your content here. Brief introduction of your report will be preferred to balance the graphic design. 1CONTENTSIntroduction to Our TeamAnnual Training PlanManagement EffectivenessProject Management23Introduction to Our TeamTeam Members Analysis Action PlanOur Team4Directo
2、r of Talent Management OfficeJoe EvansTraining and Development AnalystAndrew BirchTraining CoordinatorDianne LockerTraining System AdministratorCathy LeeOUR MISSIONOur mission is to design the performance module of all positions and relevant training system which will contain training courses of all
3、 works, instructors and coaches, career development routine and employees engagement.Analysis5This analysis covers all departments and defined by all managers and supervisors. The shared space is the basic requirements chosen by samplers.DescriptionAction Plan6AprilProject Kick-off and annual budget
4、 start-lineJulyOrganization development of the new branchMayOrganizational Performance ReviewJuneHRIS introduction & Public platform buildingKey milestones could be added in the charts. Further explanation could be written in the new text box and combine them with the arrow chart.Key milestones coul
5、d be added in the charts. Further explanation could be written in the new text box and combine them with the arrow chart.7Annual Training PlanInternal Training External Training Ongoing CoachingInternal Training8Training NeedsMake a training need survey around all departments and analyze their needs
6、.AdministrationSchedule all training classes according to the need analysis with instructors and students.EvaluationFinish all three out of four levels of evaluation and record the training result. Action plan will be necessary.External Training9Trainees/RequestorsSupervisor/Manager Training Dept. F
7、inance Dept.Training RequestTraining AnalysisTraining PermissionMonitor & PermissionPayment RequestGeneral ManagerTraining Fee PaymentAnnouncementPermissionAttendancePrepare hotel & meal invoices, training report and certificate ReimbursementPay BillsMoney BackOngoing Coaching10Ongoing Coaching is i
8、ntroduced to track the improvement after training.Ongoing CoachingStrategic AwarenessMission VisionDivision CentralizationCustomer-orientationServiceCooperationIndividual DevelopmentQualificationPromotion11Project ManagementLearning System Talent Management PerformanceLearning System12Learning Syste
9、mCourse SystemInstructor Database Evaluation DatabaseTraining Paper FilesA system which will cover all database and delete all paper work.Learning System13ManagersSupervisor AMember a1Member a2Supervisor BMember b1Member b2Supervisor CTraining AdministratorControl and response to all training requir
10、ements in the department.Follow up all training projects and track the completion.Analyze all team members regularly and propose the training or coaching plan.Attend all compulsory training courses and select optional courses according to the quarterly performance.Talent Management14ManagerSuperviso
11、rTeam LeaderTeam MemberInternCareer DevelopmentRecruitment Rotation PromotionPeople on the same ladder are encouraged to rotate* to extend their skills.Its the best method to introduce people of new ideas.Opportunities will be firstly offered in internal recruitment.*Rotation will not just happen in
12、 the same boundaries, but this is a two-way choice.Performance15 The target of 2015 is 2.7 billion each quarter. Its very clear that only Q2 completed the task. Q3 and Q4 are expected data according to the pre-order. This trend is affected by the weak USD. Year-end bonus will be aligned with yearly
13、sales.16Management EffectivenessLeadership Internship CommunicationLeadership17VCSVisual Control StandardCPCCentral Process ControlBEFBeave Elite ForumHigh potential talents will be covered in all three programs. Undergraduate interns are the most preferred people.Internship1821 interns are hired into 5 different departments: HR, Sales, Logistics, Finance, Engineering, Design and Development.Communication19This is a place where you work with love.20Thank you
