Emerson如何提升领导力量 课件

CorporateLeadership:

IncreasingtheLeadershipBenchStrength提升領導力量CorporateLeadership:

IncreasiEmersonCorporateOverview

艾默生公司概况

Foundedin1890 成立于1890年Head-quarteredinStLouis,Missouri,USA

总部设于美国密苏里州圣路易斯市

Globalproductandmarketleadership 全球市场和技术领导者Recordofconsistentlong-termperformance

持续长期业绩纪录GlobalsalesofUS$13.8bin2002 2002年总销售額达138亿美元Morethan110,000employeesworldwide 全球员工超过十一万名Over60industry-leadingdivisionslocatedin over300manufacturinglocationsin150countries

超过60家业界翘楚的子公司

超过300个生产基地，分布于世界150多个国

St.Louisheadquarters圣路易斯总部EmersonCorporateOverview

艾默“2003Fortune’sWorld’sMostAdmiredCompanies”

EmersonnamedGlobalTop50‘AllStar’GlobalElectronics1.GE2.Sony3.

EmersonUSElectronics1.GE2.

EmersonOverallrank

全球排名:#47Industryrank

全球电子业排名:#3global9ratingcategories

评选标准：socialresponsibility社会责任感innovation革新度long-terminvestmentvalue长期投资价值useofcorporateassets公司资产运用employeetalent员工素质financialsoundness财政状况qualityofmanagement管理质量qualityofproducts/services产品和服务质量globalbusinessacumen全球商务敏锐度艾默生名列2003《财富》“全球最受讚赏的公司”全明星企业全球50强“2003Fortune’sWorld’sMostA2002SalesbyBusinessGroup2002年销售之业务范畴分布Electronics&Telecommunications电子及

电信17%ProcessControl过程控制

24%HVAC供暖、制冷及空调

17%Appliance&Tools

家电和工具

24%(US$13.8BillioninTotal总额达138亿美元)IndustrialAutomation工业自动化

18%2002SalesbyBusinessGroupElAppliance&Tools#1FractionalMotors#2ApplianceComponents#1StorageSolutions#1WasteDisposers#1PlumbingTools家电及工具IndustrialAutomation#1Alternators#1Motors工业自动化ProcessControl#1ControlValves#1MeasurementDevices#2Systems&Solutions过程控制Electronics&Telecom#1AC&DCPowerSystems#1OEMEmbeddedPower#1PrecisionClimateSystems#1FiberOpticConduit电子及电信

#1Compressors供暖、通风及空调HVACGlobalMarketandTechnologyLeadership

全球市场和技术领导者Appliance&Tools家电及工具IndustriEmersonChinaOverview

艾默生中国概况

StarteddoingbusinessinChinainlate1970s

七十年代末开始

发展中国

业务

ChinaisEmerson’sbiggestbusinesspartnerinAsia

中国是艾默生在亚

洲的最大商务伙伴SecondonlytoU.S.insalesin‘02

‘02

年销售額仅次于美国CurrentInfrastructure:

基本建设

27

manufacturingoperationsin10locations

27家工厂在10

个

地点

9

jointventures,21wholly-owned

9

家合资

公司，21家全资公司

Morethan12,000employees

一万

二千多名员工EmersonChinaOverview

艾默生LeadershipDevelopment

isStrategicallyImperative

領導能力的發展是公司必要的戰略

Ensuretohaveasufficientpipelineofleadershiptalentswiththenecessarycompetenciestosupportcompany’sstrategy–Supply 從供應方面﹐確保擁有足夠的領導人才﹐并具有實踐公司發展戰略所需的能力

Developandcontroltheleadershipqualitytoincreaseourcompetitiveadvantage–Quality 從質量方面﹐發展和控制領導人才的素質以增強我們的競爭優勢

CommunicateandstrengthenthesharedvalueofEmerson交流和強化艾默生共同的價值觀LeadershipDevelopment

isStrBuildingEmersonLeadershipPlatform

建立艾默生領導平台Identification發掘人才Assessment人才評估LeadershipDevelopment&Mentoring領導能力發展和指導Evaluation項目評估OrganizationReview組織測評360Feedback360反饋ClimateSurvey組織氣氛調查Psyche-test性格測試360Feedback360反饋ClimateSurvey組織氣氛調查TurnoverRateofHighPots高潛質員工之流失率Replacementratefrominternalcandidates員工填補空缺的比率FeedbacktoManagement向管理層反饋PUMPINTALENT吸納人才

360FeedbackClimateSurveyPersonalVisionMentoringActionLearningProjectsMentoring/coachingStretchingJobAssignmentEmersonLeadershipForumDevelopmentCurriculumBuildingEmersonLeadershipPlPumpinTalent吸納人才ExpandtheMBA

programtobringinsteadystreamofthebestcollegeandMBAgraduatestoprepareforthefuturegrowth 應持續穩定地從一流大學中招聘大學的畢業生或MBA﹐為未來的企業發展做準備Huntfortalentcontinuously;notjustrecruitforvacantpositions 應持續不斷地尋求人才﹐而不是仅仅在有職位空缺時才進行招聘

CEIBS(SH)中歐國際工商學院(上海)JiaoTongUniversity(SH)上海交通大學(上海)

TsinghuaUniversity(BJ)清華大學(北京)UST(HK) 香港科技大學(香港)Current目前FY03&Onward2003財年及以後TsinghuaUniversity(BJ) 清華大學(北京)

CEIBS(SH) 中歐國際工商學院(上海)JiaoTongUniversity(SH) 上海交通大學(上海)ZhongShanUniversity/SouthChinaPolytechnics(GZ) 中山大學/華南理工大學(廣州)Xi’anJiaoTong

University(Xi’an)西安交通大學(西安)UST(HK)香港科技大學(香港)NationalUniversityofSingapore/INSEAD(Singapore) 新加坡國家大學/INSEAD(新加坡）IndianInstituteofManagement(India印度)PumpinTalent吸納人才ExpandtheCorporateMBADevelopmentProgram

總公司為新聘MBA的發展項目

Participateifandwhenavailable提供參與機會Networking網絡Corporate&DivisionPlanningConference總部及分公司規劃會議ChinaGMMeeting中國總經理會議LeadershipForum領導人論壇OtherFunctionalConferences其他職能部門會議FunctionalExposure各部門運作1year1年AnnualGatheringwithSeniorExecutives與高層管理人員的年度聚會Theattachmentdurationcanbeflexibledependingontheemployee’saspiration,backgroundandpotentialcareermove外派期限可以根據員工的意願、背景和職業發展潛力靈活制定CorporateAttachmentinHK(3mths)派至香港總公司(３個月)Planning公司規劃Logistics/Procurement物流/採購CorporateCommunication企業傳訊DivisionAttachmentinAsia(6mths)派至分公司(６個月)Marketing&Sales/Operations市場營銷和銷售/營運+DivisionAttachmentinUSHQ(Optional)(2mths)派至分公司總部(２個月)Finance/Factory/Marketing/Planning財務/生產/市場營銷/計劃Mentoring導師CorporateMBADevelopmentProgBuildingEmersonLeadershipPlatform

建立艾默生領導平台Identification發掘人才Assessment人才評估LeadershipDevelopment&Mentoring領導能力發展和指導Evaluation項目評估OrganizationReview組織測評360Feedback360反饋ClimateSurvey組織氣氛調查Psyche-test性格測試360Feedback360反饋ClimateSurvey組織氣氛調查TurnoverRateofHighPots高潛質員工之流失率Replacementratefrominternalcandidates員工填補空缺的比率FeedbacktoManagement向管理層反饋PUMPINTALENT吸納人才

360FeedbackClimateSurveyPersonalVisionMentoringActionLearningProjectsMentoring/coachingStretchingJobAssignmentEmersonLeadershipForumDevelopmentCurriculumBuildingEmersonLeadershipPlPurpose目的AssessOrganizationcapability,identifypotentialleaders,anddeveloptheircompetencylevelstosupportthefastexpansionandM&AprogramsinAsia.這項目評估公司組織的能力,發掘有潜質領袖及發展他們之能力水平以配合分公司在亞洲地區之快速增長和合拼項目Provideplannedandsystematiccareermanagementprocesstothehighpotentials. 為高潛質者提供有計劃及有系統職業管理過程Enhancetheloyaltytothecompanyandprovidebetteremploymentopportunitytotheemployees. 加強員工對公司的忠誠及提供更佳之工作機會

OrganizationReview

組織測評Purpose目的OrganizationReview

組OCTNOVDECJANFEBMARAPRMAYJUNJULAUGSEPCORPORATEPRE-PLANNINGCONFERENCECORPORATEPLANNINGCONFERENCE總公司年度規劃會議ASIAN&EUROPEANCORP.PLANNINGCONFERENCE亞歐地區總公司年度規劃會議ORGREVIEW組織測評會議FUNCTIONALCONFERENCE周期性的部門會議FUNCTIONALCONFERENCETECHNOLOGYCONFERENCES科技檢討會議DIVISIONPROFITABILITYREVIEWS&GROWTHCONFERENCES分公司盈利檢討會議及分公司業務增長會議STRATEGYREVIEWS策略檢討會議FINANCIALREVIEWS財政檢討會議

PRESCOUNCIL總裁政務會

PRESCOUNCIL總裁政務會

FINREVIEW財務審核

PRESCOUNCIL總裁政務會DivisionBoard月度分公司董事局會議OCEMeeting首席執行官辦公室會議OrganizationReview

組織測評ORGREVIEW組織測評會議ORGREVIEW組織測評會議FUNCTIONALCONFERENCE周期性的部門會議FUNCTIONALCONFERENCE周期性的部門會議OCTNOVDECJANFEBMARAPRMAYJUNJULAhalf-daymeetingwitheachdivisiononhumanresourcesissues,organizationdevelopment,highpotentialslistandtheirmovement. 與分公司的半天會議,討淪有關人力資源問題，組織發展，极具潜能員工和內部變動

OrganizationReview

組織測評AgendaCurrentOrganizationChart 现年的组织结构会议ChangesSincePreviousReview 与上年度不同等改变MajorIssuesforNext12Months 未来十二個月的主要事务OrganizationPlanningCharts组织计划圖表“Color-Me-Green”Chart图表HighPotentialList高潛質者名单Organizationtosupportmanufacturing,E-business,and/orserviceinitiativeintheregion支援生产及电子商贸的组织Expatriateplanvsdevelopmentoflocalmanagers外国雇员计划及本地经理发展Ahalf-daymeetingwitheachdColor-me-GreenChart圖表Color-me-GreenChart圖表1. PositionTitle（职务名称）IncumbentManager（在职经理） Incumbent‘sYearsOfService（服务年限）4. Incumbent‘sTotalCompRate（总体收入）5. Incumbent‘sPerformance（业绩） (SeeCoding) Incumbent‘sCooperationRating（协作能力 评级）(SeeCoding)7. Incumbent‘sPotential(SeeCoding)（潜力）8. Replacement‘sYearsService（该职务替补的工作年限）9. Replacement‘sName（替补名称） 10. DegreeOfReadiness（替补准备程度） 11. Replacement‘sComp.Rate（替补的总体收入）1Color-me-GreenChart圖表1. PositionTitle（职务名称）IncuEmersonLeadershipCompetency

艾默生的领导職能ThinkStrategically有战略性思维AnalyzeIssues能分析问题DriveforResults努力争取成果ProvideLeadership展示领导才干FosterTeamwork倡導团队合作精神BuildRelationships建立良好的关系DevelopPeople辅助他人成长CommonCharacteristics共同特徵EmersonLeadershipCompetency

Color-me-GreenChart圖表(1)Outstanding傑出表現

Awardedonlytothosemanagerswhohave madesignificant,easilyrecognizable contribution;performancesoclearly outstandingastobeobvioustoall.Results obtainedfarinexcessoftherequirementsand indicateearlypromotionpotential.Ratingmust besupportedwithspecifics. Note: A“good”managermayhavean outstandingyearandberated “outstanding”.However,themanager whoseperformanceexceeds requirementsbutdoesnotmakea “significant”contributionshouldbe rated“commendable”.(2) Commendable值得嘉許

Performanceexceedsexpectations. Employee’sday-to-dayperformance “excellent”,butnospecialcontributioncanbe cited.

(3) Competent有能力

Performancecompletelysatisfactoryand sufficientineveryrespect.Meetsallend resultsexpectedofaseasonedandwell- qualifiedemployee.(4) Adequate可接受

Resultsnotyetcompletelymeeting requirementsofallobjectives.Resultsfall somewhatbelowexpectedlevelsof accomplishment.Needforfurther developmentrecognizable,butprogress clearlyevident.(5) NeedsImprovement有待改進

Unacceptableperformance.Results noticeablybelowtheexpectedlevel;may havetobereplacedifnomajor improvement.(6) NewinPosition新增職位

Noevaluation.PerformanceCoding业绩评级(Number5)(Orange/Gold)(Green)(Blue)(Yellow)(Red)(White)Color-me-GreenChart圖表(1)Ou(1)Outstanding

傑出

Qualificationsforadvancingtohigh-level (executive)position-highperformance

(2) ExceedsExpectations高於期望

Clearpotentialforadvancingtohigh-level positionorforsubstantiallyincreased responsibilitiesatpresentlevel(3) SomePotential

有潛質

Potentialtohandleexpanded responsibilitiesatpresentlevelandperhaps onelevelhigher.(4) LimitedPotential有限度的潛能

Atornearcapacityinpresentpositionor limitedduetopersonalfactors.(5) NotPromotable不考慮提升

Belowaveragepotential(6) NewinPosition

新增職位

Noevaluation.PotentialAppraisal潜力的评级(1) ReadingReplacement

預備替補

Within30days(nominalorientation)(2) PendingReplacement等待替補

Within1year(afterspecificexperienceinselectareas)(3) FutureReplacement將來替補

Within3years(afterspecificexperienceordevelopment)DegreeofReadinessCoding(Number10)替補的等级(Orange/Gold)(Green)(Blue)(Yellow)(Red)(White)Color-me-GreenChart圖表(1)Outstanding傑出PotentialACareerDevelopment

事業發展Nolongerafixedpathinastructuredcareerladder沒有固定路徑的事業發展階梯EnrichmentLateralRotationRelocation纵向调VerticalCareerDevelopment

事業發展NolonAcrossFunctions跨職能AcrossCountries跨國家AcrossDivisions跨分公司EstablishandmaintainthedatabaseofthehighpotentialemployeesinAsia建立及維持亞洲地區之高潛質員工名單的內容Facilitatetheemployeemovement/promotioninEmersonplatform配合及推動員工在艾默生公司裹之調動和晉升CareerDevelopment

事業發展AcrossFunctions跨職能AcrossCounBuildingEmersonLeadershipPlatform

建立艾默生領導平台Identification發掘人才Assessment人才評估LeadershipDevelopment&Mentoring領導能力發展和指導Evaluation項目評估OrganizationReview組織測評360Feedback360反饋ClimateSurvey組織氣氛調查Psyche-test性格測試360Feedback360反饋ClimateSurvey組織氣氛調查TurnoverRateofHighPots高潛質員工之流失率Replacementratefrominternalcandidates員工填補空缺的比率FeedbacktoManagement向管理層反饋PUMPINTALENT吸納人才

360FeedbackClimateSurveyPersonalVisionMentoringActionLearningProjectsMentoring/coachingStretchingJobAssignmentEmersonLeadershipForumDevelopmentCurriculumBuildingEmersonLeadershipPlBuildingEmersonLeadershipPlatform

建立艾默生領導平台Identification發掘人才Assessment人才評估LeadershipDevelopment&Mentoring領導能力發展和指導Evaluation項目評估OrganizationReview組織測評360Feedback360反饋ClimateSurvey組織氣氛調查Psyche-test

性格測試360Feedback360反饋ClimateSurvey組織氣氛調查TurnoverRateofHighPots高潛質員工之流失率Replacementratefrominternalcandidates員工填補空缺的比率FeedbacktoManagement向管理層反饋PUMPINTALENT吸納人才

360FeedbackClimateSurveyPersonalVisionMentoringActionLearningProjectsMentoring/coachingStretchingJobAssignmentEmersonLeadershipForumDevelopmentCurriculumBuildingEmersonLeadershipPlDevelopmentmeansstretching 培養員工就是提供擴大的職務以增強其能力Keepthelearningcurvesteep 加速學習步伐Provideexposureacrossfunctionsanddivisions 在分公司間提供不同職能部門的工作以擴闊閱歷

Strongsupporttofacilitatethemovementofhighpotentialsacrossdivisions 大力支持分公司間職位的調動Thedevelopmentneedsofhighpotentialsarefactoredintodecisionofdeployment 高潛質人才的發展需求應為人員調配的考慮因素StretchingJobAssignment工作任務延伸Development&Mentoring

發展與指導Developmentmeansstretching HighPotentialemployeescanparticipatevoluntarily高潛質員工可自願參加導師計劃Capitalizeonsuccessfulexperiencesofourexecutives 學習主管人員的成功經驗Establishamentoringcontract 簽訂一個指導合同Developindividualdevelopmentplan 制訂個人發展計劃Theonlyagendaforthementoristohelpparticipantsuccess 導師唯一的目標就是輔助學員成功Strengthenthecoachingskillofmanagementandcultivatethecoachingcultureintheorganization增強管理層的輔導技巧和建立組織的輔導文化Mentoring/Coaching指導/輔導Development&Mentoring

發展與指導HighPotentialemployeescanpPersonalDevelopment个人发展IndividualDevelopmentPlan个人发展计划EmersonSpecific艾默生特色CEIBSCurriculum中欧国际工商学院课程PersonalCoaching个人導師Mentoring指导EmersonExecutiveBriefing艾默生主管人员简报Management&Organizations管理与组织Marketing&Strategy市场营销与战略Production&Operations生产与运营Finance&Accounting财务与会计ProjectManagement项目管理BusinessSimulation业务模拟DevelopmentCurriculum发展课程

PartnerwithCEIBS與上海中歐國際工商學院合作6-moduleprogramof3dayseach课程分为6个模块，每个模块3天PersonalDevelopmentIndividualEmersonLeadershipForum艾默生領導人論壇AnnuallyupdateofEmersonbusinessstrategyandchallenge 每年最新的艾默生經營戰略和挑戰Divisionexperiencesharing 部門經驗分享Networkwithotherdivisions 與其他部門聯網Provideseniorexecutiveswithexposuretotheup-and-comers 讓優秀員工有機會與高級管理層接觸

Communicateandstrengthenthesharedvalueandobjectivesanddevelopcommitment 交流和強化共同的價值和目標﹐使他們對艾默生忠心耿耿

Development&Mentoring

發展與指導EmersonLeadershipForumAnnualAction-drivenproject 以行動為導向的項目Divisionsponsorstheprojectanddefinetheissueandmission.Arealproblemandimportantbusinessinitiatives 分公司贊助該項目并決定論題和目標。這是一個真正的難題﹐也是重要的商業策略5-6“APlayer”fromdifferentdivisionsandfunctionstoaddressthecrossfunctionalintegratedproject來自不同職能部門的5-6位高潛質員工共同參與一個跨部門的項目ResulttobepresentedtoSeniorExecutives 向高級管理層滙報其結論E.g.NewBusinessOptions;ProcessMigrationfromonecountrytoanother;Processbottleneck 如:新的業務開展;產品從一個國家轉移到另一個國家的過程;過程的瓶颈ActionLearningProject行動學習項目Development&Mentoring

發展與指導Action-drivenproject BuildingEmersonLeadershipPlatform

建立艾默生領導平台Identification發掘人才Assessment人才評估LeadershipDevelopment&Mentoring領導能力發展和指導Evaluation項目評估OrganizationReview組織測評360Feedback360反饋ClimateSurvey組織氣氛調查Psyche-test性格測試360Feedback360反饋ClimateSurvey組織氣氛調查TurnoverRateofHighPots高潛質員工之流失率Replacementratefrominternalcandidates員工填補空缺的比率FeedbacktoManagement向管理層反饋PUMPINTALENT吸納人才

360FeedbackClimateSurveyPersonalVisionMentoringActionLearningProjectsMentoring/coachingStretchingJobAssignmentEmersonLeadershipForumDevelopmentCurriculumBuildingEmersonLeadershipPlKeyEnablersforLeadershipdevelopment

領導能力發展的重要元素CEO’scommitmentinleadershipdevelopment CEO对领导能力发展的承诺Managementteamsembraceatalentmindset 管理層應具“重視人才發展”的理念Establishan“HumanCapitalAppreciationFund”tofinanciallysupportthedevelopmentinitiatives 建立一個“人力資本增值基金”﹐從經濟上支持人才發展計劃Sharethetalentpoolacrossthedivisions 各分公司間願意分享人才SystemsareinplacetosegmentAplayers,BplayersandCplayers 有系统划分各A、B、C不同级别的员工KeyEnablersforLeadershipdeKeyEnablersforLeadershipdevelopment

領導能力發展的重要元素ManagementcommitstoserveasaMentor,FacultyMember,andSponsorinthedeliveryoftheprogram 管理層致力參與此計劃﹐并作為計劃中的導師﹐教師和行動計劃的支持者Provideskill-stretchingopportunitiesacrossdivisions 提供有潜质员工跨分公司的发展机会，以提升他们的领导能力Provideeffectivefeedbacktothetalentpool 对优才们提供有效的反馈Provideexposuretohighpotentialswiththeseniorexecutives 让有潜质员工在高级管理层中显露长处KeyEnablersforLeadershipde***TheEnd******TheEnd***演讲完毕，谢谢观看！演讲完毕，谢谢观看！CorporateLeadership:

IncreasingtheLeadershipBenchStrength提升領導力量CorporateLeadership:

IncreasiEmersonCorporateOverview

艾默生公司概况

Foundedin1890 成立于1890年Head-quarteredinStLouis,Missouri,USA

总部设于美国密苏里州圣路易斯市

Globalproductandmarketleadership 全球市场和技术领导者Recordofconsistentlong-termperformance

持续长期业绩纪录GlobalsalesofUS$13.8bin2002 2002年总销售額达138亿美元Morethan110,000employeesworldwide 全球员工超过十一万名Over60industry-leadingdivisionslocatedin over300manufacturinglocationsin150countries

超过60家业界翘楚的子公司

超过300个生产基地，分布于世界150多个国

St.Louisheadquarters圣路易斯总部EmersonCorporateOverview

艾默“2003Fortune’sWorld’sMostAdmiredCompanies”

EmersonnamedGlobalTop50‘AllStar’GlobalElectronics1.GE2.Sony3.

EmersonUSElectronics1.GE2.

EmersonOverallrank

全球排名:#47Industryrank

全球电子业排名:#3global9ratingcategories

评选标准：socialresponsibility社会责任感innovation革新度long-terminvestmentvalue长期投资价值useofcorporateassets公司资产运用employeetalent员工素质financialsoundness财政状况qualityofmanagement管理质量qualityofproducts/services产品和服务质量globalbusinessacumen全球商务敏锐度艾默生名列2003《财富》“全球最受讚赏的公司”全明星企业全球50强“2003Fortune’sWorld’sMostA2002SalesbyBusinessGroup2002年销售之业务范畴分布Electronics&Telecommunications电子及

电信17%ProcessControl过程控制

24%HVAC供暖、制冷及空调

17%Appliance&Tools

家电和工具

24%(US$13.8BillioninTotal总额达138亿美元)IndustrialAutomation工业自动化

18%2002SalesbyBusinessGroupElAppliance&Tools#1FractionalMotors#2ApplianceComponents#1StorageSolutions#1WasteDisposers#1PlumbingTools家电及工具IndustrialAutomation#1Alternators#1Motors工业自动化ProcessControl#1ControlValves#1MeasurementDevices#2Systems&Solutions过程控制Electronics&Telecom#1AC&DCPowerSystems#1OEMEmbeddedPower#1PrecisionClimateSystems#1FiberOpticConduit电子及电信

#1Compressors供暖、通风及空调HVACGlobalMarketandTechnologyLeadership

全球市场和技术领导者Appliance&Tools家电及工具IndustriEmersonChinaOverview

艾默生中国概况

StarteddoingbusinessinChinainlate1970s

七十年代末开始

发展中国

业务

ChinaisEmerson’sbiggestbusinesspartnerinAsia

中国是艾默生在亚

洲的最大商务伙伴SecondonlytoU.S.insalesin‘02

‘02

年销售額仅次于美国CurrentInfrastructure:

基本建设

27

manufacturingoperationsin10locations

27家工厂在10

个

地点

9

jointventures,21wholly-owned

9

家合资

公司，21家全资公司

Morethan12,000employees

一万

二千多名员工EmersonChinaOverview

艾默生LeadershipDevelopment

isStrategicallyImperative

領導能力的發展是公司必要的戰略

Ensuretohaveasufficientpipelineofleadershiptalentswiththenecessarycompetenciestosupportcompany’sstrategy–Supply 從供應方面﹐確保擁有足夠的領導人才﹐并具有實踐公司發展戰略所需的能力

Developandcontroltheleadershipqualitytoincreaseourcompetitiveadvantage–Quality 從質量方面﹐發展和控制領導人才的素質以增強我們的競爭優勢

CommunicateandstrengthenthesharedvalueofEmerson交流和強化艾默生共同的價值觀LeadershipDevelopment

isStrBuildingEmersonLeadershipPlatform

建立艾默生領導平台Identification發掘人才Assessment人才評估LeadershipDevelopment&Mentoring領導能力發展和指導Evaluation項目評估OrganizationReview組織測評360Feedback360反饋ClimateSurvey組織氣氛調查Psyche-test性格測試360Feedback360反饋ClimateSurvey組織氣氛調查TurnoverRateofHighPots高潛質員工之流失率Replacementratefrominternalcandidates員工填補空缺的比率FeedbacktoManagement向管理層反饋PUMPINTALENT吸納人才

360FeedbackClimateSurveyPersonalVisionMentoringActionLearningProjectsMentoring/coachingStretchingJobAssignmentEmersonLeadershipForumDevelopmentCurriculumBuildingEmersonLeadershipPlPumpinTalent吸納人才ExpandtheMBA

programtobringinsteadystreamofthebestcollegeandMBAgraduatestoprepareforthefuturegrowth 應持續穩定地從一流大學中招聘大學的畢業生或MBA﹐為未來的企業發展做準備Huntfortalentcontinuously;notjustrecruitforvacantpositions 應持續不斷地尋求人才﹐而不是仅仅在有職位空缺時才進行招聘

CEIBS(SH)中歐國際工商學院(上海)JiaoTongUniversity(SH)上海交通大學(上海)

TsinghuaUniversity(BJ)清華大學(北京)UST(HK) 香港科技大學(香港)Current目前FY03&Onward2003財年及以後TsinghuaUniversity(BJ) 清華大學(北京)

CEIBS(SH) 中歐國際工商學院(上海)JiaoTongUniversity(SH) 上海交通大學(上海)ZhongShanUniversity/SouthChinaPolytechnics(GZ) 中山大學/華南理工大學(廣州)Xi’anJiaoTong

University(Xi’an)西安交通大學(西安)UST(HK)香港科技大學(香港)NationalUniversityofSingapore/INSEAD(Singapore) 新加坡國家大學/INSEAD(新加坡）IndianInstituteofManagement(India印度)PumpinTalent吸納人才ExpandtheCorporateMBADevelopmentProgram

總公司為新聘MBA的發展項目

Participateifandwhenavailable提供參與機會Networking網絡Corporate&DivisionPlanningConference總部及分公司規劃會議ChinaGMMeeting中國總經理會議LeadershipForum領導人論壇OtherFunctionalConferences其他職能部門會議FunctionalExposure各部門運作1year1年AnnualGatheringwithSeniorExecutives與高層管理人員的年度聚會Theattachmentdurationcanbeflexibledependingontheemployee’saspiration,backgroundandpotentialcareermove外派期限可以根據員工的意願、背景和職業發展潛力靈活制定CorporateAttachmentinHK(3mths)派至香港總公司(３個月)Planning公司規劃Logistics/Procurement物流/採購CorporateCommunication企業傳訊DivisionAttachmentinAsia(6mths)派至分公司(６個月)Marketing&Sales/Operations市場營銷和銷售/營運+DivisionAttachmentinUSHQ(Optional)(2mths)派至分公司總部(２個月)Finance/Factory/Marketing/Planning財務/生產/市場營銷/計劃Mentoring導師CorporateMBADevelopmentProgBuildingEmersonLeadershipPlatform

建立艾默生領導平台Identification發掘人才Assessment人才評估LeadershipDevelopment&Mentoring領導能力發展和指導Evaluation項目評估OrganizationReview組織測評360Feedback360反饋ClimateSurvey組織氣氛調查Psyche-test性格測試360Feedback360反饋ClimateSurvey組織氣氛調查TurnoverRateofHighPots高潛質員工之流失率Replacementratefrominternalcandidates員工填補空缺的比率FeedbacktoManagement向管理層反饋PUMPINTALENT吸納人才

360FeedbackClimateSurveyPersonalVisionMentoringActionLearningProjectsMentoring/coachingStretchingJobAssignmentEmersonLeadershipForumDevelopmentCurriculumBuildingEmersonLeadershipPlPurpose目的AssessOrganizationcapability,identifypotentialleaders,anddeveloptheircompetencylevelstosupportthefastexpansionandM&AprogramsinAsia.這項目評估公司組織的能力,發掘有潜質領袖及發展他們之能力水平以配合分公司在亞洲地區之快速增長和合拼項目Provideplannedandsystematiccareermanagementprocesstothehighpotentials. 為高潛質者提供有計劃及有系統職業管理過程Enhancetheloyaltytothecompanyandprovidebetteremploymentopportunitytotheemployees. 加強員工對公司的忠誠及提供更佳之工作機會

OrganizationReview

組織測評Purpose目的OrganizationReview

組OCTNOVDECJANFEBMARAPRMAYJUNJULAUGSEPCORPORATEPRE-PLANNINGCONFERENCECORPORATEPLANNINGCONFERENCE總公司年度規劃會議ASIAN&EUROPEANCORP.PLANNINGCONFERENCE亞歐地區總公司年度規劃會議ORGREVIEW組織測評會議FUNCTIONALCONFERENCE周期性的部門會議FUNCTIONALCONFERENCETECHNOLOGYCONFERENCES科技檢討會議DIVISIONPROFITABILITYREVIEWS&GROWTHCONFERENCES分公司盈利檢討會議及分公司業務增長會議STRATEGYREVIEWS策略檢討會議FINANCIALREVIEWS財政檢討會議

PRESCOUNCIL總裁政務會

PRESCOUNCIL總裁政務會

FINREVIEW財務審核

PRESCOUNCIL總裁政務會DivisionBoard月度分公司董事局會議OCEMeeting首席執行官辦公室會議OrganizationReview

組織測評ORGREVIEW組織測評會議ORGREVIEW組織測評會議FUNCTIONALCONFERENCE周期性的部門會議FUNCTIONALCONFERENCE周期性的部門會議OCTNOVDECJANFEBMARAPRMAYJUNJULAhalf-daymeetingwitheachdivisiononhumanresourcesissues,organizationdevelopment,highpotentialslistandtheirmovement. 與分公司的半天會議,討淪有關人力資源問題，組織發展，极具潜能員工和內部變動

OrganizationReview

組織測評AgendaCurrentOrganizationChart 现年的组织结构会议ChangesSincePreviousReview 与上年度不同等改变MajorIssuesforNext12Months 未来十二個月的主要事务OrganizationPlanningCharts组织计划圖表“Color-Me-Green”Chart图表HighPotentialList高潛質者名单Organizationtosupportmanufacturing,E-business,and/orserviceinitiativeintheregion支援生产及电子商贸的组织Expatriateplanvsdevelopmentoflocalmanagers外国雇员计划及本地经理发展Ahalf-daymeetingwitheachdColor-me-GreenChart圖表Color-me-GreenChart圖表1. PositionTitle（职务名称）IncumbentManager（在职经理） Incumbent‘sYearsOfService（服务年限）4. Incumbent‘sTotalCompRate（总体收入）5. Incumbent‘sPerformance（业绩） (SeeCoding) Incumbent‘sCooperationRating（协作能力 评级）(SeeCoding)7. Incumbent‘sPotential(SeeCoding)（潜力）8. Replacement‘sYearsService（该职务替补的工作年限）9. Replacement‘sName（替补名称） 10. DegreeOfReadiness（替补准备程度） 11. Replacement‘sComp.Rate（替补的总体收入）1Color-me-GreenChart圖表1. PositionTitle（职务名称）IncuEmersonLeadershipCompetency

艾默生的领导職能ThinkStrategically有战略性思维AnalyzeIssues能分析问题DriveforResults努力争取成果ProvideLeade