基于胜任力的绩效考核系统课件

基于胜任力的绩效考核系统2022/11/5基于胜任力的绩效考核系统基于胜任力的绩效考核系统2022/11/1基于胜任力的绩效考1PreparationforchangeAsquirrelsurvivesthewinternotbecauseofit’sseveritybutbecauseofit’spreparationforthewinter.基于胜任力的绩效考核系统PreparationforchangeAsquirr2CompetencybasedperformanceHumanCapitalasacompetitiveadvantageMaximisingthevalueandR.O.I.

基于胜任力的绩效考核系统CompetencybasedperformanceHu3UsefulCurrentenvironmentofchange,processjobsandselfmanagedteams基于胜任力的绩效考核系统UsefulCurrentenvironmentofc4Performance–currentpositionCurrentsystems–researchbaseTheymakenodifferencetotheR.O.IofthecompanyWhatismissing?基于胜任力的绩效考核系统Performance–currentposition5Performancemanagement-currentStrategyPlanning,Coaching,ReviewWhathappenedNow–thefocusisonfuture&development基于胜任力的绩效考核系统Performancemanagement-curre6CompetencybasedperformanceNewperspectiveMakeadifferencetothebottomlineProcesscompetenciesAchievejobresults基于胜任力的绩效考核系统CompetencybasedperformanceNe7KeygoalsAligningemployeeswithorganisationalvision,mission,valuesandstrategies.Distributing“justintime”learningopportunities.IntegratingperformancesystemsBuildingandretainingintellectualcapital基于胜任力的绩效考核系统KeygoalsAligningemployeesw8FrameworkforthesessionCompetencyinpracticetoday.Competencybasedperformancemanagementsystems(PMS)practicestoday.CompetencyapproachesBestpracticesImplementationstrategiesSMRexperience基于胜任力的绩效考核系统FrameworkforthesessionCompe9Theice-bergmodel基于胜任力的绩效考核系统Theice-bergmodel基于胜任力的绩效考核系统10Theice-bergmodelVisibleHidden基于胜任力的绩效考核系统Theice-bergmodelVisible基于胜任力11CausalflowmodelIntent Action OutcomeMotive Knowledge JoboutputTrait SkillSelfconcept基于胜任力的绩效考核系统CausalflowmodelIntent Actio12Whatarecompetencies?CoreFunctionalBehavioural基于胜任力的绩效考核系统Whatarecompetencies?Core基于胜任13ThedebateBehaviouralVsCognitivists基于胜任力的绩效考核系统Thedebate基于胜任力的绩效考核系统14CoreDistinctivepropertiesoftheorganisationStrengthsoftheorganisationCorecompetencee.g.FEDEX–distributionandservice基于胜任力的绩效考核系统CoreDistinctivepropertiesof15BehaviouralcompetenciesPropertiesofthepersonWhatpeopleARE?Underlyingcharacteristicsofanindividualthatiscausallyrelatedtocriterion-referencedeffectiveand/orsuperiorperformanceinajobsituation.e.g.achievementorientation基于胜任力的绩效考核系统BehaviouralcompetenciesProper16FunctionalcompetenciesPropertiesofthejobWhatpeopledo?Thedemonstrationofknowledge,skillandattituderequiredtodothejobtoarequiredstandard.e.g.AbletoperformTIGwelding基于胜任力的绩效考核系统FunctionalcompetenciesPropert17MotivesAchievementorientation基于胜任力的绩效考核系统MotivesAchievementorientation18TraitsPhysicalcharacteristics基于胜任力的绩效考核系统TraitsPhysicalcharacteristics19SelfconceptSelfconfidence基于胜任力的绩效考核系统SelfconceptSelfconfidence基于胜20Knowledge/SkillAsurgeon’sknowledgeofthehumanbody.Asurgeon’sphysicalskilltooperateensuringthepatientiswellandalive.基于胜任力的绩效考核系统Knowledge/SkillAsurgeon’skno21Characteristicsincludedincompetencymodels基于胜任力的绩效考核系统Characteristicsincludedinco22DevelopVsHireYoucanteachaturkeytoclimbatree,butitiseasiertohireasquirrel.基于胜任力的绩效考核系统DevelopVsHireYoucanteacha23FrameworkforthesessionCompetencyinPracticetoday.Competencybasedperformancemanagementsystems(PMS)practicestoday.CompetencyapproachesBestpracticesImplementationstrategiesSMRexperience基于胜任力的绩效考核系统FrameworkforthesessionCompe24PerformanceManagementSystemsAppraisalsdriven.FocusonTraits,Behaviours,Results.基于胜任力的绩效考核系统PerformanceManagementSystems25PerformanceEachapproachrequiresadifferentintervention基于胜任力的绩效考核系统PerformanceEachapproachrequi26BehaviourandCompetenciesPerformanceisnotoutputsorresultsBehaviourisoneofthecausesofoutput基于胜任力的绩效考核系统BehaviourandCompetenciesPerf27TheargumentPerformancenotwithinthecontroloftheindividualBehaviouriswithinthecontroloftheindividual基于胜任力的绩效考核系统TheargumentPerformancenotwi28Bestpractices-effectiveperformanceMean基于胜任力的绩效考核系统Bestpractices-effectiveper29Bestpractices-superiorperformanceOneS.D.abovethemean基于胜任力的绩效考核系统Bestpractices-superiorperf30ThepictureChart基于胜任力的绩效考核系统ThepictureChart基于胜任力的绩效考核系统31PsychologistWilliamJamesAdifferencewhichmakesnodifferenceisnodifference.基于胜任力的绩效考核系统PsychologistWilliamJamesAdi32FrameworkforthesessionCompetencyinPracticetoday.Competencybasedperformancemanagementsystems(PMS)practicestoday.CompetencyapproachesBestpracticesImplementationstrategiesSMRexperience基于胜任力的绩效考核系统FrameworkforthesessionCompe33TwoapproachesThreshold–minimumacceptablelevelDifferentiating–superiorperformers基于胜任力的绩效考核系统TwoapproachesThreshold–mini34ThresholdPurelyknowledgeandskillsdriven.Easiertodevelop.SkillthemassestoaminimumstandardGovernmentinitiativestodeveloplocalexpertise基于胜任力的绩效考核系统ThresholdPurelyknowledgeand35Threshold/FunctionalEnsuringtheminimumisinplacebeforeyoutalkaboutsuperiorperformers.基于胜任力的绩效考核系统Threshold/FunctionalEnsuringt36BehaviouralDifferentiating.Superiorperformers–relatestotop1/10.Usedbycompanieswithadequateexpertisebutdesiretopushuptheperformancebar.基于胜任力的绩效考核系统BehaviouralDifferentiating.基于37FrameworkforthesessionCompetencyinPracticetoday.Competencybasedperformancemanagementsystems(PMS)practicestoday.CompetencyapproachesBestpracticesImplementationstrategiesSMRexperience基于胜任力的绩效考核系统FrameworkforthesessionCompe38Bestpractices–CompetencyfocusDrivenbythegoalsoftheorganisation.Functionalapproaches–civilaviation,manufacturingBehaviouralapproaches–oilcompaniesIntegratedmodels–airlines,utilities,transportation基于胜任力的绩效考核系统Bestpractices–Competencyfo39Bestpractices-competencymodelsAssessmentisthekey.ApplicationsusuallyatJob:Personmatch基于胜任力的绩效考核系统Bestpractices-competencymo40Bestpractices-behaviouralDevelopacompetencymodel.EstablishcriterionsamplesComparehighperformerswithlowperformers.BehavioureventinterviewsExpertpanelsStudyingincumbent/futurejobs.基于胜任力的绩效考核系统Bestpractices-behaviouralDe41Bestpractices-designapproachesBehaviouralmodeldefineperformancecriteriacriterionsamplecollectdatadevelopmodelvalidateprepareapplications基于胜任力的绩效考核系统Bestpractices-designapproa42Bestpractices-functionalmodelsPositionPersonAuditGapProgrammePerformance基于胜任力的绩效考核系统Bestpractices-functionalmod43Bestpractices–scalablemodelsCatalogueofCompetencies.Weightage.Competencymodels/dictionariesPrincipleofleverageandworkability基于胜任力的绩效考核系统Bestpractices–scalablemode44Bestpractices-culturalRelatetolocalcultures.Similarcompetenciesbutexpressedinappropriateculturalterms.e.g.ConflictManagementinThailand基于胜任力的绩效考核系统Bestpractices-culturalRelat45Bestpractices-usesofcompetenciesTrainingPerformanceCareermanagementSelectionCompensation基于胜任力的绩效考核系统Bestpractices-usesofcompe46Bestpractices-performanceMixedmodelsAssessandrewardbothPandCWeighted基于胜任力的绩效考核系统Bestpractices-performanceMi47Bestpractices-competencybasedperformancesystemsAirlineexampleOilcompanyexampleUseofcriticalincidentswithhighuseofcoachingandfeedbacktools.基于胜任力的绩效考核系统Bestpractices-competencybas48FrameworkCompetencyinPracticetoday.Competencybasedperformancemanagementsystems(PMS)practicestoday.CompetencyapproachesBestpracticesImplementationstrategiesSMRexperience基于胜任力的绩效考核系统FrameworkCompetencyinPractic49Bestpractices-implementationBasedonneedsPrincipleofleverageandworkabilityKeypositionsLevelsCore/Role/Level基于胜任力的绩效考核系统Bestpractices-implementatio50Bestpractices-implementationPilotUseprojectteamsBroadcastthesuccessDrivenbychampionswhoarevisiblelinemanagersStronglysupportedbyHRteam基于胜任力的绩效考核系统Bestpractices-implementatio51Bestpractices-implementationManageitwithadatabaseTechnologyenablementRecordandreportSupportdecisionmaking基于胜任力的绩效考核系统Bestpractices-implementatio52FailuresLackofexpertiseLimitedsupportCompetingprioritiesLackofresources–financialandstaffLackoflineinvolvementSubjectiveandhaphazardassessmentsImplementation基于胜任力的绩效考核系统FailuresLackofexpertise基于胜任力53FrameworkCompetencypracticesPerformancemanagementsystems(PMS)practicesCompetencyapproachesBestpracticesImplementationSMRexperience基于胜任力的绩效考核系统FrameworkCompetencypractices基54FuturedevelopmentsAdvancesinmeasurementMoregenericdictionariesWorkwithprojectteamsSetupascalableprocessmodelCommunicateandselltothelineRemovetheconfusionUseHRDPowertodrivetheprocess.基于胜任力的绩效考核系统FuturedevelopmentsAdvancesin55演讲完毕，谢谢听讲!再见，seeyouagain2022/11/5基于胜任力的绩效考核系统演讲完毕，谢谢听讲!再见，seeyouagain202256基于胜任力的绩效考核系统2022/11/5基于胜任力的绩效考核系统基于胜任力的绩效考核系统2022/11/1基于胜任力的绩效考57PreparationforchangeAsquirrelsurvivesthewinternotbecauseofit’sseveritybutbecauseofit’spreparationforthewinter.基于胜任力的绩效考核系统PreparationforchangeAsquirr58CompetencybasedperformanceHumanCapitalasacompetitiveadvantageMaximisingthevalueandR.O.I.

基于胜任力的绩效考核系统CompetencybasedperformanceHu59UsefulCurrentenvironmentofchange,processjobsandselfmanagedteams基于胜任力的绩效考核系统UsefulCurrentenvironmentofc60Performance–currentpositionCurrentsystems–researchbaseTheymakenodifferencetotheR.O.IofthecompanyWhatismissing?基于胜任力的绩效考核系统Performance–currentposition61Performancemanagement-currentStrategyPlanning,Coaching,ReviewWhathappenedNow–thefocusisonfuture&development基于胜任力的绩效考核系统Performancemanagement-curre62CompetencybasedperformanceNewperspectiveMakeadifferencetothebottomlineProcesscompetenciesAchievejobresults基于胜任力的绩效考核系统CompetencybasedperformanceNe63KeygoalsAligningemployeeswithorganisationalvision,mission,valuesandstrategies.Distributing“justintime”learningopportunities.IntegratingperformancesystemsBuildingandretainingintellectualcapital基于胜任力的绩效考核系统KeygoalsAligningemployeesw64FrameworkforthesessionCompetencyinpracticetoday.Competencybasedperformancemanagementsystems(PMS)practicestoday.CompetencyapproachesBestpracticesImplementationstrategiesSMRexperience基于胜任力的绩效考核系统FrameworkforthesessionCompe65Theice-bergmodel基于胜任力的绩效考核系统Theice-bergmodel基于胜任力的绩效考核系统66Theice-bergmodelVisibleHidden基于胜任力的绩效考核系统Theice-bergmodelVisible基于胜任力67CausalflowmodelIntent Action OutcomeMotive Knowledge JoboutputTrait SkillSelfconcept基于胜任力的绩效考核系统CausalflowmodelIntent Actio68Whatarecompetencies?CoreFunctionalBehavioural基于胜任力的绩效考核系统Whatarecompetencies?Core基于胜任69ThedebateBehaviouralVsCognitivists基于胜任力的绩效考核系统Thedebate基于胜任力的绩效考核系统70CoreDistinctivepropertiesoftheorganisationStrengthsoftheorganisationCorecompetencee.g.FEDEX–distributionandservice基于胜任力的绩效考核系统CoreDistinctivepropertiesof71BehaviouralcompetenciesPropertiesofthepersonWhatpeopleARE?Underlyingcharacteristicsofanindividualthatiscausallyrelatedtocriterion-referencedeffectiveand/orsuperiorperformanceinajobsituation.e.g.achievementorientation基于胜任力的绩效考核系统BehaviouralcompetenciesProper72FunctionalcompetenciesPropertiesofthejobWhatpeopledo?Thedemonstrationofknowledge,skillandattituderequiredtodothejobtoarequiredstandard.e.g.AbletoperformTIGwelding基于胜任力的绩效考核系统FunctionalcompetenciesPropert73MotivesAchievementorientation基于胜任力的绩效考核系统MotivesAchievementorientation74TraitsPhysicalcharacteristics基于胜任力的绩效考核系统TraitsPhysicalcharacteristics75SelfconceptSelfconfidence基于胜任力的绩效考核系统SelfconceptSelfconfidence基于胜76Knowledge/SkillAsurgeon’sknowledgeofthehumanbody.Asurgeon’sphysicalskilltooperateensuringthepatientiswellandalive.基于胜任力的绩效考核系统Knowledge/SkillAsurgeon’skno77Characteristicsincludedincompetencymodels基于胜任力的绩效考核系统Characteristicsincludedinco78DevelopVsHireYoucanteachaturkeytoclimbatree,butitiseasiertohireasquirrel.基于胜任力的绩效考核系统DevelopVsHireYoucanteacha79FrameworkforthesessionCompetencyinPracticetoday.Competencybasedperformancemanagementsystems(PMS)practicestoday.CompetencyapproachesBestpracticesImplementationstrategiesSMRexperience基于胜任力的绩效考核系统FrameworkforthesessionCompe80PerformanceManagementSystemsAppraisalsdriven.FocusonTraits,Behaviours,Results.基于胜任力的绩效考核系统PerformanceManagementSystems81PerformanceEachapproachrequiresadifferentintervention基于胜任力的绩效考核系统PerformanceEachapproachrequi82BehaviourandCompetenciesPerformanceisnotoutputsorresultsBehaviourisoneofthecausesofoutput基于胜任力的绩效考核系统BehaviourandCompetenciesPerf83TheargumentPerformancenotwithinthecontroloftheindividualBehaviouriswithinthecontroloftheindividual基于胜任力的绩效考核系统TheargumentPerformancenotwi84Bestpractices-effectiveperformanceMean基于胜任力的绩效考核系统Bestpractices-effectiveper85Bestpractices-superiorperformanceOneS.D.abovethemean基于胜任力的绩效考核系统Bestpractices-superiorperf86ThepictureChart基于胜任力的绩效考核系统ThepictureChart基于胜任力的绩效考核系统87PsychologistWilliamJamesAdifferencewhichmakesnodifferenceisnodifference.基于胜任力的绩效考核系统PsychologistWilliamJamesAdi88FrameworkforthesessionCompetencyinPracticetoday.Competencybasedperformancemanagementsystems(PMS)practicestoday.CompetencyapproachesBestpracticesImplementationstrategiesSMRexperience基于胜任力的绩效考核系统FrameworkforthesessionCompe89TwoapproachesThreshold–minimumacceptablelevelDifferentiating–superiorperformers基于胜任力的绩效考核系统TwoapproachesThreshold–mini90ThresholdPurelyknowledgeandskillsdriven.Easiertodevelop.SkillthemassestoaminimumstandardGovernmentinitiativestodeveloplocalexpertise基于胜任力的绩效考核系统ThresholdPurelyknowledgeand91Threshold/FunctionalEnsuringtheminimumisinplacebeforeyoutalkaboutsuperiorperformers.基于胜任力的绩效考核系统Threshold/FunctionalEnsuringt92BehaviouralDifferentiating.Superiorperformers–relatestotop1/10.Usedbycompanieswithadequateexpertisebutdesiretopushuptheperformancebar.基于胜任力的绩效考核系统BehaviouralDifferentiating.基于93FrameworkforthesessionCompetencyinPracticetoday.Competencybasedperformancemanagementsystems(PMS)practicestoday.CompetencyapproachesBestpracticesImplementationstrategiesSMRexperience基于胜任力的绩效考核系统FrameworkforthesessionCompe94Bestpractices–CompetencyfocusDrivenbythegoalsoftheorganisation.Functionalapproaches–civilaviation,manufacturingBehaviouralapproaches–oilcompaniesIntegratedmodels–airlines,utilities,transportation基于胜任力的绩效考核系统Bestpractices–Competencyfo95Bestpractices-competencymodelsAssessmentisthekey.ApplicationsusuallyatJob:Personmatch基于胜任力的绩效考核系统Bestpractices-competencymo96Bestpractices-behaviouralDevelopacompetencymodel.EstablishcriterionsamplesComparehighperformerswithlowperformers.BehavioureventinterviewsExpertpanelsStudyingincumbent/futurejobs.基于胜任力的绩效考核系统Bestpractices-behaviouralDe97Bestpractices-designapproachesBehaviouralmodeldefineperformancecriteriacriterionsamplecollectdatadevelopmodelvalidateprepareapplications基于胜任力的绩效考核系统Bestpractices-designapproa98Bestpractices-functionalmodelsPositionPersonAuditGapProgrammePerformance基于胜任力的绩效考核系统Bestpractices-functionalmod99Bestpractices–scalablemodelsCatalogueofCompetencies.Weightage.Competencymodels/dictionariesPrincipleofleverageandworkability基于胜任力的绩效考核系统Bestpractices–scalablemode100Bestpractices-culturalRelatetolocalcultures.Similarcompetenciesbutexpressedinappropriateculturalterms.e.g.ConflictManagementinThailand基于胜任力的绩效考核系统Bestpractices-culturalRelat101Bestpractices-usesofcompetenciesTrainingPerformanceCareermanagementSelectionCompensation基于胜任力的绩效考核系统Bestpractices-usesofcompe102Bestpractices-performanceMixedmodelsAssessand