企业员工业绩评估与发展体系(英文版).pptxVIP

Effective Performance Management- A Case StudyRobert H. Xiao, Ph DHR Director, People Organization DevelopmentPhilips China Corp HRAgendaWhy performance management?What is the process?How to make it work?Value alignment / top down driveLinking rewards and developmentAspects of infrastructureCommunication/educationPart of the cultureWhere to start?Why performance management?Basic management cyclePlanning, organizing, staffing, leading, and controllingFundamental corporate infrastructureConsistency in measuring/rewardingSustainability in business and peopleWhat is the process?Annual processPast review and next goal settingAppraisal process: rewardsIndividual development planningOn-going review and documentationGlobal alignedPhilips 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 PhilipsPPM: a cyclical process…How to make it work?- value alignment top down driveA performance oriented value systemCompany value as the core throughout organizationValue derived criteria in the organization structure and supporting system (HR)Determination shown from the topLeaders being driven by the same processValuesOur ValuesWe delight our customers by anticipating and exceeding expectations thereby creating sustainable market leadershipDelight customersWe pursue business excellence, being rigorous in delivering on our commitmentsDeliver on commitmentsWe inspire and enable each other to use our creativity and entrepreneurial flair, and to maximize our potentialDevelop peopleWe work as “one Philips” in an environment of transparency and trust to mobilize our collective competence and that of our business partnersDepend on each otherHow to make it work?- linking rewards and developmentTight linkage between performance outcome and rewardsEmbedded individual d