文档介绍：绩效考核与培训
Zheng Bin , 2002
Main Topic…
Effective Infrastructure of pany Wants Employee To Be
Assessment Path
Performance Evaluation Content of pany
Performance Evaluation 9 Blocks
Talent Flow Planning
Type of Training
Training & Develop Process
Training Target Selection
Find Out Gap-Current Skill vs. petency
Training & Performance Evaluation
Recruiting
Termination
Job petency Model
Planning
Effective Infrastructure
Training
Compensation
&Benefit
Performance
Evaluation
Promotion
Transfer/Rotation
Market Value Orientation
C&B mission Plan
Stock option management
Spot Award
Training Needs Collection
Training Evaluation
Training Resource Analysis
Planning
Information Sharing
Employee Satisfaction
360 Survey
Performance Evaluation System
Objective
G&O Setting (with measurement)
D
Company wants Employees who…
Are honest and self-critical, and dedicated to the idea of continuous learning.
Set big, bold goals for themselves and their business.
mitted pany’s ess.
Have passion for improving petency and making it meet the needs of our customers.
Regularly assess their business interests petencies to determine the kinds of work for which they are best suited.
Company wants Employees who…
Understand the skills and pany will need in the future—and are willing and able to respond quickly and flexibly to develop those capabilities.
Develop petencies to move easily across functional boundaries and are able to switch between regular duties and special projects.
Make others great by investing in their own, and their co-worker’s, development.
建立健全的评估体系是世界上绝大多数发达国家的公司成功的重要因素:
岗位评估 Job Evaluation
技能评 petence Evaluation
年资评估 Experience Evaluation
业绩评估 Performance Evaluation
360° 评估 360° Survey
(contents base on business needs)
评估符合企业战略与文化
Performance Evaluation Content
Employee Self Evaluation:
PLISHMENT SUMMARY
(Summarize your plishments vs goals in the past year)
KEY STRENGTHS & IMPROVEMENT
KEY DEVELOPMENT NEEDS & ACTION PLANS
Self Assessment of