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1、绩效考核与培训Zheng Bin Oct.25, 2002Main TopicEffective 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
2、-Current Skill vs. Core Competency Training & Performance EvaluationRecruitingTerminationJob Evaluation Competency Model PlanningEffective InfrastructureTrainingCompensation &BenefitPerformance EvaluationPromotionTransfer/RotationMarket Value Orientation C&B Structure Commission Plan Stock option ma
3、nagement Spot AwardTraining Needs Collection Training Evaluation Training Resource Analysis Planning Information SharingEmployee Satisfaction 360 Survey Performance Evaluation SystemObjectiveG&O Setting (with measurement)Company wants Employees whoAre honest and self-critical, and dedicated to the i
4、dea 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 work fo
5、r 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 to swi
6、tch between regular duties and special projects. Make others great by investing in their own, and their co-workers, 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 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
7、 base on business needs)评 估 符 合 企 业 战 略 与 文 化 Performance Evaluation ContentEmployee 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 DEVE
8、LOPMENT . INCLUDING STRETCH ASSIGNMENT INTERESTSManager Evaluation: PERFORMANCE SUMMARY AND TREND (Summarize your view of employees accomplishments vs goals in the past year) KEY STRENGTHS & IMPROVEMENT KEY DEVELOPMENT NEEDS & ACTION PLANS 360 Data/Manager Assessment CAREER DEVELOPMENT RECOMMENDATIO
9、N . INCLUDING STRETCH ASSIGNMENTS PerformanceSIGNIFICANT STRENGTHSOME DEVELOPMENT NEEDS SIGNIFICANT DEVELOPMENT REQUIRED(A)(B)(C)Demonstrates Values in a Satisfactory WayDoes not Adequately Demonstrate ValuesConsistently Models Values & Serves as a Standard for Excellence(1) Exceeds/ Outstanding *Wo
10、rk 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 Rotation4
11、 (10%) High Risk PIP2 Training & Development3 Training3 Potential At Risk 4 High Risk PIP4 Get Rid OffTALENT FLOW PLANNINGDIRECT REPORTS & KEY POSITIONSBESTREPLACEMENTSNamePosition TitleBACKUP CANDIDATES / POSITION PLANSPositionIncumbentREADY NOWONE TO TWO YEARSPositionIncumbentType of TrainingFor T
12、raining Content:General Skill 通用技能Technical Related专业技能Selling Skill销售技能Management 管理能力LeadershipFor Training Style:In House Training 课堂培训On Job Training 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Training Target SelectionGapCurrent Skill - Core CompetenceCurrent Value - Role ModelDevelopment Needs Derived from Performance AppraisalBuild up core competenceSelf-AssessmentIdentify the gapDevelop Training PlanSampleCurrent Skill vs. Core Competence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Thank You !
