冲击目标并发展我们的员工绩效管理要点分析.pptVIP

Performance Management @ InBev英博的绩效管理 Hitting Targets while Developing our People冲击目标并发展我们的员工 Development Planning发展计划 Why are development plans so important? 为什么发展计划非常重要？ Any Value in Doing It?做发展计划的价值？ Competencies能力 Plan development objective计划发展目标 Do the development执行发展 Check progress against the development核对发展的进度 Action to achieve development 行动已获得发展 Its all about the middle 70%包括所有中间的70% “The middle 70% are managed differently.”中间的70%要采用不同的管理 “This group is enormously valuable to any company; you simply cannot function without their skills, energy, and commitment. After all, they are the majority of your employees. And that’s the major challenge, and risk in the 20-70-10—keeping the middle 70 engaged and motivated.” 这类人员对任何公司来说十分宝贵。你不能简单的定义职责，职责中不包括技能、能力和承诺。毕竟，他们是工厂大多数的员工。这是最大的挑战，避免20-70-10的风险-使中间的70%员工被吸引并且有动力。 “That’s why so much of managing the middle 70 is about development, positive feedback, and thoughtful goal setting.”这就是为什么要对中间70%的人员进行更多的管理，包括个人发展、正反馈和关注他们目标的设定。 Discovering Development发现发展 What do we mean by “development?”我们认为的发展是指什么？ “The transfer of learning, applied to produce results”转化知识，应用于产出结果。 How does learning transfer actually occur?如何将所学的知识转化到实际的工作中？ “While things are happening.” 当事情发生的时候。 Who is in best position to orchestrate this transfer?谁最适合制定转化计划？ “The individual first. Then the line manager.”首先是员工本人，其次是直线经理。 Who are the best trainers?谁是最好的培训师？ “Managers. This is the only way learning transfer will be successful.” 经理。这是唯一的能够将知识转化为成功的方法。 Quick Check快速检查 What % of InBev leaders completed development plans for their people?有多少英博的领导完成了员工发展计划的制定？ What % met minimum standards for development plans?有多少发展计划满足了最低标准的要求？ Snapshot of some plans工厂的快照 Source from SHARP源于SHARP系统 Critical Success Factors 成功要素 Process流程 Understanding the competencies and skills needed to succeed了解要达到成功所需的能力和技能 Identify the priority development areas 识别优先发展的区域 Set a SMART development objective设定一个SMART的发展目标 Build an action plan for developmen