优秀企业的员工业绩评估和员工发展体系.ppt

* * * * * * Title PPM 2003 * Effective Performance Management- A Case Study Robert H. Xiao, Ph DHR Director, People Organization DevelopmentPhilips China Corp HR 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 PPM: a cyclical process… 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 Delight customers We delight our customers by anticipating and exceeding expectations thereby creating sustainable market leadership Deliver on commitments We pursue business excellence, being rigorous in delivering on our commitments Develop people We inspire and enable each other to use our creativity and entrepreneurial flair, and to maximize our potential Depend on each other We work as “one Philips” in an environment of transparency and trust to mobilize our collective competence and that of our business partners Values How to make it work?- linking reward