优秀企业的员工业绩评估及员工发展体系.ppt

Effective Performance Management- A Case Study Agenda Why performance management? What is the process? How to make it work? Value alignment / top down drive Linking rewards and development Aspects of infrastructure Communication/education Part of the culture Where to start? Why performance management? Basic management cycle Planning, organizing, staffing, leading, and controlling Fundamental corporate infrastructure Consistency in measuring/rewarding Sustainability in business and people What is the process? Annual process Past review and next goal setting Appraisal process: rewards Individual development planning On-going review and documentation Global aligned Philips Way: People Performance Management (PPM) is… …a process which helps to align personal and business objectives …driven by ‘the Philips way’: one culture, one brand, one company one global approach for People Performance Management …supporting the improvement of business results for Philips How to make it work?- value alignment top down drive A performance oriented value system Company value as the core throughout organization Value derived criteria in the organization structure and supporting system (HR) Determination shown from the top Leaders being driven by the same process Our Values How to make it work?- linking rewards and development Tight linkage between performance outcome and rewards Embedded individual development process Philips Way:Links between PPM and other HR areas How to make it work?- aspects of infrastructures Full range of documentation On-line review system Performance distribution Calibration process Philips Way: Documentation Job description (JD) Business balanced score card (BBS) Personal contribution agreement (PCA) Individual development plan (IDP) On-line PPM PPM is an on-line system Guided distribution 10%, 20%, 50%, 15%, 5% Calibration process Management team discussion How to make it work?- communication/education Defined roles and responsibilities in PP