主管核心才能介紹--標竿學院.ppt

1,PerformanceManagementEffectiveWorkshop績效突破的人才管理,主講人-簡仁傑助理院長,2,WorkshopObjectives課程目標,UnderstandtheRolesandResponsibilitiesofPeopleManagertoEnhancetheQualityofManagement了解直線主管應扮演的角色及責任，提昇管理品質UnderstandandApplyPerformanceOrientedHRSystemstoIncreasetheValueandPerformanceofPeople學習並應用績效導向的人資系統與工具，提昇員工的價值UnderstandtheManagementToolsandSkills,&,Applytodailywork熟習人才管理的工具和技巧及其應用,3,OverallWorkshopPlan整體訓練計劃,4,OverallWorkshopObjectives整體課程目標,THINK.思考Inward:WhatkindofmanagerIam?Whataremystrengthsandweaknessesasamanager?內省:我是那一種主管?我有那些強處和弱點?Forward:WhatcanIdotobemoresuccessfulinthefuture?往前想:我可以做些什麼將來會更成功?PRACTICE.練習Newtoolsandskillsinpeoplemanagement人才管理的新工具和技巧PLAN計劃Howtoapplybackinworksetting?如何將所學應用到工作場合?HAVEFUN.,5,LearningProcess學習流程,AWARENESS察覺,Keyconcepts/toolsandfeltneedfordevelopment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,Simpletool/processtoenhancemanagementeffectiveness簡單的工具/流程以加強有效管理,Practicehowtouseofthetool/processeffectively練習如何有效利用工具/流程,Developactionitems發展行動方案,6,Module1Objectives:AchievingThroughPeople單元一目標:以人為本的管理,Understandtheimportanceofpeoplemanagementskillsinachievingbusinessresults瞭解要達到企業經營成果人才管理的重要性Understandtherolesandskillsofchangeleadership瞭解變革領導的角色和技巧Personalreflectiononyourrequiredpeoplemanagementcompetencies對自己人才管理能力的反思,7,CompetenciesofEffectiveManagers高績效主管的核心能力,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賞罰分明,8,UnderstandhowtosetKPIand“SMART”goalsandclearexpectationsofperformance瞭解如何設定KPI及“SMART”的目標和對績效清楚的期望Understandhowtocommunicateperformanceplanandgetcommitmentofachievinggoals瞭解如何溝通績效計劃，並得到達成目標的承諾Throughcasestudytolearntherightapproachesandskillsofcascadinggoals經由個案研討，學習正確的方法和技巧傳遞目標,ModuleIIObjectives:SettingDirection單元二目標:目標/方向設定,9,ObjectiveSetting目標設定,Vision,Mission(Longtermgoal)願景,使命(長期目標),KeyExpectedAchievement(Yearlyobjective-Biz.KPI)主要期待的成果(年度目標,主要績效指標),CommonDept.KPI一般部門的KPI,Cross-FunctionalKPI跨功能的KPI,AgreedObjectives雙方同意目標(ImmediateManager&theIndividual)(直屬主管&個人),PeriodicalReview定期檢討,Execution執行,PerformanceEvaluation績效評估,Organization,Department,Individual,10,PrinciplesofObjectiveSetting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,11,WRAP-UPSettingPerformanceExpectation-Reminder總結設定績效期望-提醒重點,1).MakesureCorporateKPIlinksupwithindividualPerformanceObjectives確定公司KPI和個人績效目標連結2).MakesuretoraiseuptheJob“Ownership”and“Accountability”ofeachindividual確定提高個人工作“擁有感”和“責任感”3).Makesuretohavethe2-waycommunication,use“GROOM”process確定有雙向溝通,利用“GROOM”流程4).PracticemakesPerfect!熟能生巧!Makesurepracticeandapplicationoflearninghappen!確定做練習和學以致用,12,ModuleObjectives:CommunicationandCoaching單元三目標：溝通輔導課程,UnderstandthefactorsofCommunication瞭解溝通要素UnderstandtheimportanceofbeingaCoachforapeoplemanager瞭解做為一個人員管理者的輔導員的重要性Workonthecoachingprocess-The“GROW”model工作教導流程做做看-“GROW”模式UnderstandandPracticetheCoachingskills輔導技巧的瞭解和練習,13,Empowerment:AParadigmShift授權:一種思維轉換,AchievingbySelf靠自己達成,AchievingthroughOthers藉由他人達成,Performance,ManagementLevel,Low,High,14,ModuleIVObjectives:ConsequenceManagement單元四目標:賞罰分明,UnderstandthePhilosophyandPrincipleofRewardManagement瞭解薪酬管理的理念和原則WorkontheIndividualDevelopmentorImprovementPlan著手進行員工個人發展或改善計劃Understandhowtohandlepoorperformer瞭解如何處理績效不佳的員工,15,WhatWeWantPRDtoAchieve?,CorporateVision/Objectives/StrategybeTranslatedintoClearlyDefinedIndividualGoalsEmployeesFullParticipationFair/EquitableProcessTimelyFeedback,CoachingandCorrectiveActionPeopleAccountableforTheirResultsRewardforPerformanceFocusonImprovement&FutureDevelopment,RegainCompetitiveness!,16,PRDProcess,1stLevelMGR,2ndLevelMGR,Dot-lineMGR,HRGuidelines,Employee,KPIDeployment,Input,Promotion,Demotion&SeparationDecision,Appraisal,Execution,Goal-setting,Incentive/Re-wards,SuccessionPlan,DevelopmentPlans,MeritIncrease,InternalTransfer,Output,P.R.D.Process,17,PRDProcessandSchedule,Appraisal,Execution,Goal-Setting,HRDecisions&Action,KPIDeployment,Jan-Feb.,Jan-Dec.,Time,2ndMGR,1stMGR,Employee,HRDivision,ClearCompany&Dept.KPIDeployment,Pre-reviewPRDquality&balanceratingdistributionProvidenecessaryguidanceSolvedisagreementbtwInd&1mmMgrifany,ReviewselfevaluationDiscusswithemployeeSignagreementRecommendationtoemployeeforfutureimprovement,Ongoingfacetofacereview,coaching&counselingPPadjustment,ifnecessaryImplementationconfirmedbylinemgrinMar/Sep,PresentresultsHighlightdifficulty&seekassistancefrommgrorHR,SelfevaluationProviderelevantevidenceElaboratecareeraspirationanddevelopmentplans,Facilitating&Tracking,June&Dec.,Ind/teamgoalidentified&alignedw/KPIIndividualS.M.A.R.T.GoalEmployeesinvolvement&inputAcopytomgrsconcerned&HRfortracking,18,PerformanceManagementCycle績效管理循環,SettingPerformanceExpectation(Atthebeginningoftheperiod)設定績效期望(期初),FollowUp(Duringtheperiod)追蹤(期中),PerformanceEvaluation(Attheendoftheperiod)績效評估(期末),ObjectiveSetting目標設定Expectedoutcome期待結果Expectedstandard期待標準Performanceplan績效計劃,Empowering/EnablingCoaching-Motivating-Counseling-Correcting-Documentation,App.InterviewReward/RecognitionImprovementPlanTraining&Development,TheCORE:CommunicationFeedbackGivingConsensus&Commitment,19,PerformanceManagementProcess績效管理流程,PerformancePlan績效計劃(Atthebeginningoftheyear),根據:工作描述BusinessFocus: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,PeriodicReview定期考核(Duringtheperiod),主管:授權諮商輔導,PreparationforAppraisalInterview(BeforetheAppraisal)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,AppraisalInterviewDiscussion評鑑面談討論(DuringtheAppraisal),AgreedOutcome雙方同意的結果FutureImprovement/DevelopmentPlan,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,