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按一下以編輯母片標題樣式,按一下以編輯母片文字樣式,第二層,第三層,第四層,第五層,*,(,海量营销管理培训资料下载),Performance Management Effective Workshop,績效突破的人才管理,主講人-簡仁傑助理院長,(,海量营销管理培训资料下载),1,Workshop 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 Value 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,2,Overall Workshop Plan整體訓練計劃,9:00-13:00,14:00-18:00,-17:00,(day2),19:00-21:00,DAY 1,Module 1:,單元一,Achieving through,people,以人為本的管理,Change leadership,變革領導,Module 2:,單元二,Setting direction,目標/方向設定,Introducing Performance,Management 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,賞罰分明,3,Overall Workshop Objectives整體課程目標,THINK .,思考,Inward:,What kind of manager I am? What are my strengths and weaknesses 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成功?,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?,如何將所學應用到工作場合?,HAVE FUN .,4,Learning Process學習流程,AWARENESS 察覺,Key concepts/tools and,felt need for development,主要概念/工具及覺得有發展的需要,TOOL/PROCESS工具/流程,PRACTICE 練習,APPLICATION 應用,Simple tool/process to enhance,management 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,5,Module 1 Objectives: Achieving Through People單元一 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,對自己人才管理能力的反思,6,Competencies of Effective Managers高績效主管的核心能力,Change,Leadership,變革領導,Setting,Direction,目標/方向設定,Empowerment,& Enabling,賦能授權,Communication,& Coaching,溝通輔導,Consequence,Management,賞罰分明,7,Understand 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 commitment 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,8,Objective Setting,目標設定,Vision, Mission(Long term goal)願景, 使命 (長期目標),Key Expected Achievement(Yearly objective-Biz. KPI,),主要期待的成果(年度目標,主要績效指標),Common Dept.,KPI,一般部門的KPI,Cross-Functional,KPI,跨功能的KPI,Agreed Objectives 雙方同意目標,(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,Organization,Department,Individual,9,Principles of Objective Setting,目標設定的原則,S. M. A. R. 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,10,WRAP-UP Setting Performance Expectation - Reminder,總結設定績效期望 - 提醒重點,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 “Accountability”,of each individual,確定提高個人工作“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,11,Module,Objectives:Communication and Coaching單元三 目標：溝通輔導課程,Understand the factors 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,工作教導流程做做看 - “,GROW”,模式,Understand and Practice the Coaching skills,輔導技巧的瞭解和練習,12,Empowerment: A Paradigm Shift授權: 一種思維轉換,Achieving by Self,靠自己達成,Achieving through Others,藉由他人達成,Performance,Management Level,Low,High,13,Module IV Objectives: Consequence Management單元四 目標: 賞罰分明,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,瞭解如何處理績效不佳的員工,14,What We Want PRD to Achieve?,Corporate Vision/Objectives/Strategy be Translated into Clearly Defined Individual Goals,Employees Full Participation Fair/Equitable Process,Timely Feedback, Coaching and Corrective Action,People Accountable for Their Results,Reward for Performance,Focus on Improvement & Future Development,Regain Competitiveness !,15,PRD Process,1,st,Level MGR,2,nd,Level MGR,Dot-line MGR,HR Guidelines,Employee,KPI Deployment,Input,Promotion, Demotion & Separation Decision,Appraisal,Execution,Goal-setting,Incentive/Re-wards,Succession Plan,Development Plans,Merit Increase,Internal Transfer,Output,P.R.D. Process,16,PRD Process and Schedule,Appraisal,Execution,Goal-Setting,HR,Decisions,& Action,KPI Deployment,Jan-Feb.,Jan-Dec.,Time,2nd MGR,1st MGR,Employee,HR Division,Clear Company & Dept.,KPI Deploy ment,Pre-review PRD quality,& balance rating distribution,Provide necessary guidance,Solve disagreement btw,Ind,& 1mm Mgr if any,Review self evaluation,Discuss with employee,Sign agreement,Recommendation to employee for future improvement,Ongoing face to face review, coaching &,counseling,PP adjustment, if necessary,Implementation confirmed by line mgr in Mar/Sep,Present results,Highlight difficulty & seek assistance from mgr or HR,Self evaluation,Provide relevant evidence,Elaborate career aspiration and development plans,Facilitating & Tracking,June & Dec.,Ind,/team goal,identified&,aligned w/ KPI,Individual,S.M.A.R.T.,Goal,Employees,involvement &,input,A copy to,mgrs concerned,& HR for,tracking,17,Performance Management 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 期待結果,Expected standard 期待標準,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 Giving,Consensus &,Commitment,18,Performance Management,Process,績效管理流程,Performance Plan績效計劃,(At the beginning of the year),根據:,工作描述,Business Focus:,接下來6-12個月的業務重點,-KPI,課/部門目標,目標設定:,SMART 原則,需經雙方討論且同意,Periodic Review定期考核,(During the period),主管:, 授權,諮商輔導,Preparation for Appraisal Interview,(Before the Appraisal) 評鑑面談準備,個人準備:,瞭解如何填寫評估表(員工先完成,自我評估部份), 準備concerns/議題在評鑑會議中討論,主管準備:,Review 員工的自我評估,諮詢上一層主管的建議,行政:,規劃 Agenda,預約時間/會議室,不受干擾,Appraisal Interview,Discussion 評鑑面談討論,(During the Appraisal),Agreed Outcome 雙方同意的結果,Future Improvement/Development Plan,風格:,開放,誠實,過去為本,展望未來,專注在:,實際的事實/達成的證據,溝通/相互的瞭解,如何改進,未來發展,主要的同意結果:,評量 & 評比,回饋給個人,個人改善計劃,訓練&發展計劃,行政:,個人&主管正副本簽字,正本交HR存檔,安排下次跟催會議,個人:,執行,適當提出考量點和問題,19,
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