爱立信薪酬体系1.pptVIP

* * * Performance Management 绩效管理 PD Discussion (Q1) 个人发展谈话 Review job description 回顾工作描述 Set Objectives Measurements 设定目标及衡量标准 Competence Profile 技能要求 Individual development plan 个人发展计划 Development Actions 发展行动 (Q1-Q4) Training 培训 Coaching 教练 Counseling 咨询 Review 审核 Performance Appraisal (Q4) 绩效评估 Evaluate Objective achievements Assess personal performance factors 评估目标达到情况，其结果将： Input for next year’s PD Discussion 作为次年个人发展谈话参考 A base for salary revision 作为调薪的基础 A base for career advancement 作为事业发展的基础 PD Discussion 个人发展谈话 When To Have PD Discussion? 何时进行个人发展谈话？ First quarter of the year 每年的第一季度 6 months after new employee on board(Objective can be set once employee on board) 新员工入职后的6个月(目标设定可于员工入职后即完成) Employee status change 员工情况变化时 Promotion升职 Demotion 降职 Transfer 工作调转 ... Step 1 Review Job Description 回顾工作描述Step 2 Set Objective/Goals - SMART 设定SMART目标Step 3 Set Standards and Measurement设定衡量标准Step 4 Discuss Competence Profile 讨论技能要求Step 5 Individual Development Plan 设定个人发展计划 PD Discussion Steps 个人发展谈话步骤 Setting Objectives,Standards and Measurements目标及衡量标准设定 Priority Objectives/ Standards/ Rating Weight Responsibilities Measurement (1-5) 30%. 20%. 15%. Deliver project XXX according Delivered by 15th of Apr 02 to time plan and project spec. Increase Customer.Sat after delivering by over 3,8. Individual OPEX decreased by By 31st of Dec 02 Kr 25.000,-/year. Documented in the financial system, cost center XXX Implement Performance Measured by Dialog, Dec 01: Management within XXX. All employees have set goals. All employees have PD-disc. Increased Empowerment index by over 30% Examples 举例: Technical/Professional Competence Human Competence Business Competence Individual Capacities Competencies relevant to interaction with people. Managing People Negotiating