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1、绩效考核与培训,Zheng Bin Oct.25, 2002,Main 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 G
2、ap-Current Skill vs. Core Competency Training & Performance Evaluation,Recruiting,Termination,Job Evaluation Competency Model Planning,Effective Infrastructure,Training,Compensation &Benefit,Performance Evaluation,Promotion,Transfer/Rotation,Market Value Orientation C&B Structure Commission Plan Sto
3、ck option management Spot Award,Training Needs Collection Training Evaluation Training Resource Analysis Planning Information Sharing,Employee Satisfaction 360 Survey Performance Evaluation System,Objective,G&O Setting (with measurement),Company wants Employees who,Are honest and self-critical, and
4、dedicated to 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 th
5、e kinds of work for which they are best suited.,Company wants Employees who,Understand 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
6、and are able to 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 Evaluation360 评
7、估 360 Survey (contents base on business needs),评 估 符 合 企 业 战 略 与 文 化,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 C
8、AREER INTERESTS 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 & IMPROVEMENT KEY DEVELOPMENT NEEDS & ACTION PLANS 360 Data/Manager Assessment CAREER D
9、EVELOPMENT RECOMMENDATION . INCLUDING STRETCH ASSIGNMENTS,Performance,SIGNIFICANT STRENGTH,SOME DEVELOPMENT NEEDS SIGNIFICANT DEVELOPMENT REQUIRED,(A),(B),(C),Demonstrates Values in a Satisfactory Way,Does not Adequately Demonstrate Values,Consistently Models Values & Serves as a Standard for Excell
10、ence,(1) Exceeds/ Outstanding *Work plans and goals *Commitments,(2)Meets/ Satisfactory *Work plans and goals *Commitments,(3) Needs Improvement / Missed *Work plans and goals *Commitments,Values (come from 360 survey),Performance Evaluation 9 Blocks,1 (10%) Promotion/ Training,2 (15%) Training & Ro
11、tation,3 (65%) Training or Job Rotation,4 (10%) High Risk PIP,2 Training & Development,3 Training,3 Potential At Risk,4 High Risk PIP,4 Get Rid Off,TALENT FLOW PLANNING,DIRECT REPORTS & KEY POSITIONS,BEST,REPLACEMENTS,Name,Position Title,BACKUP CANDIDATES / POSITION PLANS,Position,Incumbent,READY NO
12、W,ONE TO TWO YEARS,Position,Incumbent,Type of TrainingFor 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,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
13、效考评中应重点关注上年差距的改善,Training Target SelectionGap Current Skill - Core Competence Current Value - Role ModelDevelopment Needs Derived from Performance Appraisal,Build up core competence,Self-Assessment,Identify the gap,Develop Training Plan,Sample,Current Skill vs. Core Competence,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),培 训 与 绩 效 的 结 合,Thank You !,
