主管核心才能介紹--標竿學院ppt课件

1、Performance Management Effective Workshop績效突破的人才管理 主講人-簡仁傑助理院長5ixue (海量营销管理培训资料下载) 1Workshop Objectives課程目標 Understand the Roles and Responsibilities of People Manager to Enhance the Quality of Management 了解直線主管應扮演的角色及責任，提昇管理品質 Understand and Apply Performance Oriented HR Systems to Increase the Val

2、ue and Performance of People 學習並應用績效導向的人資系統與工具，提昇員工的價值 Understand the Management Tools and Skills, &, Apply to daily work 熟習人才管理的工具和技巧及其應用2Overall Workshop Plan整體訓練計劃9:00-13:0014:00-18:00 -17:00 (day2)19:00-21:00DAY 1 Module 1: 單元一 Achieving through people 以人為本的管理 Change leadership 變革領導 Module 2: 單元

3、二 Setting direction 目標/方向設定Introducing PerformanceManagement system績效管理制度介紹DAY 2 Module 3: 單元三 Empowerment/Enabling 賦能授權 Communication & Coaching 溝通輔導 Module 4: 單元四 Consequence management 賞罰清楚3Overall Workshop Objectives整體課程目標THINK .思索Inward: What kind of manager I am? What are my strengths and weak

4、nesses as a manager? 內省: 我是那一種主管? 我有那些強處和弱點?Forward: What can I do to be more successful in the future? 往前想: 我可以做些什麼將來會更胜利?PRACTICE .練習New tools and skillsin people management 人才管理的新工具和技巧PLAN 計劃How to apply back in work setting? 如何將所學應用到任务場合?HAVE FUN .4Learning Process學習流程AWARENESS 察覺Key concepts/to

5、ols and felt need for development 主要概念/工具及覺得有發展的需求TOOL/PROCESS工具/流程PRACTICE 練習APPLICATION 應用Simple tool/process to enhancemanagement effectiveness簡單的工具/流程以加強有效管理Practice how to use of the tool/process effectively練習如何有效利用工具/流程Develop action items 發展行動方案5Module 1 Objectives: Achieving Through People單元

6、一 目標: 以人為本的管理Understand the importance of people management skills in achieving business results 瞭解要達到企業經營成果人才管理的重要性Understand the roles and skills of change leadership 瞭解變革領導的角色和技巧 Personal reflection on your required people management competencies 對本人人才管理才干的反思6Competencies of Effective Managers高績效

7、主管的中心才干ChangeLeadership變革領導SettingDirection目標/方向設定Empowerment& Enabling賦能授權Communication& Coaching溝通輔導ConsequenceManagement賞罰清楚7Understand how to set KPI and “SMART goals and clear expectations of performance 瞭解如何設定KPI 及 “SMART的目標和對績效清楚的期望Understand how to communicate performance plan and get commit

8、ment of achieving goals 瞭解如何溝通績效計劃，並得到達成目標的承諾Through case study to learn the right approaches and skills of cascading goals 經由個案研討，學習正確的方法和技巧傳遞目標 Module II Objectives:Setting Direction單元二 目標: 目標/方向設定8Objective Setting目標設定Vision, Mission(Long term goal)願景, 使命 (長期目標)Key Expected Achievement(Yearly obj

9、ective-Biz. KPI) 主要等待的成果(年度目標,主要績效指標)Common Dept.KPI 普通部門的KPICross-FunctionalKPI 跨功能的KPIAgreed Objectives 雙方赞同目標(Immediate Manager & the Individual) (直屬主管&個人)Periodical Review 定期檢討Execution執行Performance Evaluation績效評估OrganizationDepartmentIndividual9Principles of Objective Setting 目標設定的原則S. M. A. R.

10、 T. Specific 明確的 Measurable 可測量的 Achievable 可達到的 Relevant 相關的Time-Bound 有期限的10WRAP-UP Setting Performance Expectation - Reminder總結設定績效期望 - 提示重點1). Make sure Corporate KPI links up with individual Performance Objectives 確定公司 KPI 和個人績效目標連結2). Make sure to raise up the Job “Ownership and “Accountabilit

11、y of each individual 確定提高個人任务“擁有感和“責任感3). Make sure to have the 2-way communication, use “GROOM process 確定有雙向溝通,利用“GROOM 流程4). Practice makes Perfect! 熟能生巧! Make sure practice and application of learning happen! 確定做練習和學以致用 11Module Objectives:Communication and Coaching單元三 目標：溝通輔導課程Understand the fac

12、tors of Communication 瞭解溝通要素Understand the importance of being a Coach for a people manager 瞭解做為一個人員管理者的輔導員的重要性Work on the coaching process-The “GROW model 任务教導流程做做看 - “GROW方式Understand and Practice the Coaching skills 輔導技巧的瞭解和練習12Empowerment: A Paradigm Shift授權: 一種思維轉換Achieving by Self靠本人達成Achievin

13、g through Others藉由他人達成PerformanceManagement LevelLowHigh13Module IV Objectives: Consequence Management單元四 目標: 賞罰清楚Understand the Philosophy and Principle of Reward Management 瞭解薪酬管理的理念和原則 Work on the Individual Development or Improvement Plan 著手進行員工個人發展或改善計劃Understand how to handle poor performer 瞭解

14、如何處理績效不佳的員工14What We Want PRD to Achieve?Corporate Vision/Objectives/Strategy be Translated into Clearly Defined Individual GoalsEmployees Full Participation Fair/Equitable Process Timely Feedback, Coaching and Corrective ActionPeople Accountable for Their ResultsReward for PerformanceFocus on Impro

15、vement & Future Development Regain Competitiveness !15PRD Process1st Level MGR2nd Level MGRDot-line MGRHR GuidelinesEmployeeKPI DeploymentInputPromotion, Demotion & Separation DecisionAppraisalExecution Goal-settingIncentive/Re-wardsSuccession PlanDevelopment PlansMerit IncreaseInternal TransferOutp

16、utP.R.D. Process16PRD Process and Schedule Appraisal ExecutionGoal-SettingHR Decisions & ActionKPI DeploymentJan-Feb.Jan-Dec.Time2nd MGR1st MGREmployeeHR DivisionClear Company & Dept. KPI Deploy mentPre-review PRD quality & balance rating distribution Provide necessary guidanceSolve disagreement btw

17、 Ind & 1mm Mgr if anyReview self evaluationDiscuss with employeeSign agreementRecommendation to employee for future improvementOngoing face to face review, coaching & counselingPP adjustment, if necessary Implementation confirmed by line mgr in Mar/SepPresent resultsHighlight difficulty & seek assis

18、tance from mgr or HRSelf evaluationProvide relevant evidenceElaborate career aspiration and development plansFacilitating & TrackingJune & Dec.Ind/team goal identified& aligned w/ KPIIndividualS.M.A.R.T. GoalEmployees involvement & inputA copy to mgrs concerned & HR for tracking17Performance Managem

19、ent Cycle績效管理循環Setting Performance Expectation(At the beginning of the period)設定績效期望(期初)Follow Up(During the period)追蹤(期中)Performance Evaluation(At the end of the period)績效評估(期末) Objective Setting 目標設定 Expected outcome 等待結果 Expected standard 等待標準 Performance plan 績效計劃 Empowering/Enabling Coaching - Motivating - Counseling - Correcting - Documentation App. Interview Reward/Recognition Improvement Plan Training & Development The CORE:Communication Feedback