PDP员工个人发展计划PPT课件

PersonalDevelopmentPlanning个人发展计划,Youwillhavetheopportunitytodevelopforyourcurrentandfutureroles.你将得到针对目前和未来职责的发展机会,RoomtoGrow成长的空间,Dec.2014,Agenda日程,Reviewfeedbackfromourpeople回顾来自员工的反馈建议PDPProcessPDP流程ManagersResponsibilities上司的责任EmployeesResponsibilities员工的责任DevelopmentPlanningGuidelinesandExamples发展计划的指引及实例Whatthenext?下一步?,Fromanemployeepointofview,whatarethebiggestchallengesinpreparingtheirPDP?员工在准备其PDP时面临的最大挑战,MyknowledgeandabilitytocompletethePDPform完成PDP表格所需的知识和能力Findrightdevelopmentactivitiesformyimprovement寻找针对改进的恰当发展行动MyManagersgenuineinterestinpeoplesdevelopment上司对员工发展的切实关注Lackofopportunitytogrowinmyproperty酒店内的发展机会欠缺,Fromamanagerpointofview,whatarethebiggestchallengesinhelpingourpeopletopreparetheirPDP?上司在帮助员工准备PDP时面临的最大挑战,Costoftime,money,andresourcesinpeoplesdevelopment时间、金钱和员工发展所需的各类资源Managersknowledgeandabilitytohelpourpeopleintheprocess上司帮助员工PDP所需的知识和能力Managerlackofcommitment上司对PDP缺乏认可和投入,Whyourpeopledontfeelwearefocusingontheirdevelopment?员工为何感受不到我们对其发展的重视?,NoPDPMeeting没有PDP会谈LackoffollowupforindividualsPDP对员工PDP缺乏落实Turnoverofmiddlemanagersbreakstheprocess因中层经理流动而导致的进程终止PDPnotlinkwithpeoplespromotioninthehotelPDP和员工升职之间缺乏关联Peoplethoughtpromotionandsalaryincreaseismoreimportantthanpersonaldevelopment相对个人发展，员工认为升职和加薪更重要PeoplethoughtPDPis“attendingtraining”,butalotoftime,itisnotthemosteffectiveway员工将PDP等同于“参加培训”，其实很多时候培训并非最有效途径,Whatdoyouliketoseemostinthistraining?在此次的培训中，我们希望看到.?,Talkaboutmoreon-the-jobactivities更多讨论在岗工作活动Waysorapproachestolearntoimprovetheirshortages/weakness.改进员工弱项的学习方法和途径HavemorerealcasesandexamplesonhowPDPlinktoperformance运用更多真实案例来阐述PDP与绩效之间的联系HowtoreviewtheprogressofemployeesPDPeffectively&conveniently?如何方便有效地评估员工PDP进程Emphasisontrackingandfollowingup追踪进展，重视落实,WhatelsetheCorporateOfficecandotohelpyourhotelimproveinthisarea?/公司还有哪些事项可帮助酒店提升PDP表现?,Structuredpromotion/transferpolicycommittedbyowners标准化的升职/调岗政策且获业主认可Aplatformforhotelstosharebestpracticeindevelopmentplanning.建立酒店间可分享有关发展计划最佳做法的沟通平台Adevelopmentresourcesbookletforourpeopletorefertowhenpreparingtheirdevelopmentplansuchas“SuccessfulManagerHandbook”publishedbyPDI提供在准备发展计划时用作参考的小册子，如PDI出版的“成功经理手册”Tohavemoreintegratedapproachandcommunicationontalentmanagementprocess有关精英管理流程更为全面完整的方案和沟通资讯MorefocusedandstructuredinHIPOdevelopment在高潜力员工发展方面更具针对性和系统性,Process流程,Everyonehasdevelopmentneedandshouldhaveadevelopmentplan各人皆有其发展需求，应有相应发展计划Employeeownshis/herdevelopment.Managerprovidessupport.员工对其自身发展负责，经理则需提供支持,EmployeesResponsibilities员工责任,Takeownershipandaccountabilityforyourdevelopment&growth对自身发展承担责任和义务Thinkaboutyourcareeraspiration考虑自身职业理想Knowyourstrengthandgaps了解自身优势和差距Seekfeedbacksfrommanager,peers,andsubordinate主动获取上司、同僚和下属的反馈PrepareyourPDP准备自己的PDPDiscussyourPDPwithyourManager和上司讨论自己的PDPImplementyourPDP实施自己的PDPAskforsupportandseekfeedbackcontinuously持续寻求支持并听取反馈,ManagersResponsibilities上司的责任,Deliverourcommitmentroomtogrow遵守承诺发展的空间Knowpeoplescareeraspiration了解员工的职业理想Knowpeoplesstrengthandgaps了解员工的优势和差距SpendtimetodiscussemployeesPDP花时间与员工讨论其PDPProvidesuggestionsondevelopmentmethodandactivitiesduringPDPmeeting在PDP会谈中提供关于发展方式及活动的建议Providenecessarysupportforyourpeopletoimplementtheirdevelopmentplan在员工实施发展计划时向其提供必要的支持Providecontinuousfeedback持续提供反馈,Planningforsuccess为成功计划,MyCareerAspirations我的职业理想,WhatIwanttodointhefuture?我未来想从事什么职位?Timeframe?时间表？Mobility?是否愿意迁移？Realistic?切合实际？IfIstayincurrentrole,howIwanttoseemyselfbeingmoreeffective如果依然从事现职位，任何使自己更加有效？,MyCareerAspirationsExample我的职业理想实例,Tostayincurrentroleinnext12months在接下来的12个月中依然任现职Openafullservicehotelin1stor2ndtiercitywithinnext2years之后两年内，在1或2线城市筹开一家全功能酒店TobecomeanF&BheadinCPorIChotelsin3years3年内成为CP或IC酒店的餐饮总监TobecomeaGMinHIEXin12months12个月内成为假日快捷酒店的总经理Tostrengthenmyleadershipincurrentroleinnext12months之后12个月里在现职任内提升自身领导力ToacquireexposureinRoomsinnext12months在之后12个月里涉猎房务部,Reflectonperformancereview,othersfeedback,andyourcareeraspiration反思绩效评估结果和他人反馈，体现个人职业理想Identify2to4areastofocus(strengthanddevelopmentneeds,currentroleandfuturerole)致力于2至4个关键领域（优势、发展需求、现职、未来职位）TargetslinktoLeadership/FunctionalCompetencies目标专注于领导/专业能力Focusonyourbehavior,notonbusinessresults关注自身行为而非经营结果,Step1:MyTarget第一步：我的目标,WhatIamgoingtofocusmydevelopmenton?发展应关注哪些方面,DefiningDevelopmentTarget制订发展目标,WinningWays制胜之道,LeadershipCompetencies领导能力,FunctionalCompetencies专业能力,Technicalskills业务技能,LeadershipCompetencies领导能力,LeadershipCompetencies领导能力,MyTarget-Examples我的目标实例,Step2:MySuccess第二步：我的成功,WhatwillIbeabletodo,see,hear,say,afterthedevelopmentofmyjobskills,knowledge,behaviourorexperience?Andwhatwillothersbesaying?工作技能、知识、行为或经历的发展会如何体现在个人“言行举止”上？Focuson“you”,notbusinessmeasurement关注“你”自身的改变，而非经营业绩的提升Bespecific特定明确,Whatwillbedifferent?期望改变的方面,MySuccess-Examples我的成功实例,Step3:MyAction第三步：我的行动,WhatIwilldo?Whoelseneedstobeinvolved?Whenthelearningwillhappen?Whatsupportorresourcesareneeded?我要做什么？谁需要参与？何时学有成效？需要何支持或资源？About70%ofactionsarebasedonon-the-joblearning70左右的行动应专注于在工作中学习Theactionscanbepracticedonaregular/dailybasis行动能在日常工作中经常实践,Listspecificactionsthatwilltakentoensureyouachieveeachofyourtargets.列出将实施的特定行动，从而确保达到各项目标,StrategiesForGrowingSkills技能提升的策略,Strategiespeopletypicallyusefordevelopment常用发展策略,80%Training/培训10%Books&Research书籍和研究10%OnTheJob/工作活动,LearningandDevelopmentSolutions学习和发展方式,ManylowcostsolutionsareavailablewithintheDevelopmentPlanToolkit,someofthemare:,MyAction-Examples我的行动实例,MyAction-Examples我的行动实例,MyAction-Examples我的行动实例,Methodsfortrackingincludingseekingfeedback,conductreviewmeeting,checkcompletionofactions,checkwhether“mysuccess”isachieved(qualitativeand/orquantitative)追踪方式包括获取反馈、回顾会谈、检查行动的完成和“我的成功”是否达成（定性和/或定量）Feedbackfrommorethanonesourcesisrequired.从各个渠道获取反馈Bespecificondatesandpeoplewhomwillbeinvolved明确完成日期和参与人选,Step4:KeepingMyselfonTrack第四步:追踪自身进展,Listhowtoensurethattargetsarebeingreached.列出确保达成目标的方法和指标,KeepingMyselfonTrack-Examples追踪自身进展实例,KeepingMyselfonTrack-Examples追踪自身进展实例,KeepingMyselfonTrack-Examples追踪自身进展实例,PersonalDevelopmentPlanMeeting个人发展计划会谈,Beopenandhonest开放诚实Talkaboutcareeraspirations.谈论职业理想