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1、绩效考核与培训,Zheng Bin Oct.25,2002,Main 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 Gap-Current S
2、kill vs.Core CompetencyTraining&Performance Evaluation,Recruiting,Termination,Job EvaluationCompetency ModelPlanning,Effective Infrastructure,Training,Compensation&Benefit,PerformanceEvaluation,Promotion,Transfer/Rotation,Market Value OrientationC&B StructureCommission PlanStock option managementSpo
3、t Award,Training Needs CollectionTraining EvaluationTraining Resource AnalysisPlanningInformation Sharing,Employee Satisfaction360 SurveyPerformance Evaluation System,Objective,G&O Setting(with measurement),Company wants Employees who,Are honest and self-critical,and dedicated to the idea of continu
4、ous 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 for which they are be
5、st 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 and are able to switch between regular
6、 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 base on business needs
7、),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&IMPROVEMENTKEY DEVELOPMENT NEEDS&ACTION PLANSSelf Assessment of ValuesCAREER INTERESTS AND DEVELOPMENT.INCLUDING STRETCH ASSIG
8、NMENT 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 RECOMMENDATION.INCLUDING STRETCH ASSIGNMENTS,Performance
9、,SIGNIFICANT STRENGTH,SOME DEVELOPMENT NEEDS SIGNIFICANT DEVELOPMENT REQUIRED,(A),(B),(C),Demonstrates Values in aSatisfactory Way,Does not AdequatelyDemonstrate Values,Consistently Models Values&Serves as a Standard for Excellence,(1)Exceeds/Outstanding*Work plans and goals*Commitments,(2)Meets/Sat
10、isfactory*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&Rotation,3(65%)Training or Job Rotation,4(10%)High Risk PIP,2Training&Development,3Training,3Po
11、tential At Risk,4High Risk PIP,4Get Rid Off,TALENT FLOW PLANNING,DIRECT REPORTS&KEY POSITIONS,BEST,REPLACEMENTS,Name,Position Title,BACKUP CANDIDATES/POSITION PLANS,Position,Incumbent,READY NOW,ONE TO TWO YEARS,Position,Incumbent,Type of TrainingFor Training Content:General Skill 通用技能Technical Relat
12、ed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 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!,
