医疗行业基于胜任力的绩效考核系统.pptx

Click to edit Master title style,Click to edit Master text styles,Second level,Third level,Fourth level,Fifth level,*,*,Click to edit Master title style,Click to edit Master text styles,Second level,Third level,Fourth level,Fifth level,*,Click to edit Master title style,Click to edit Master text styles,Second level,Third level,Fourth level,Fifth level,*,Competency based performance systems:best practice guidelines,R.Palan Ph.D.,1,医疗行业基于胜任力的绩效考核系统,第1页,Preparation for change,A squirrel survives the winter not because of its severity but because of its preparation for the winter.,2,医疗行业基于胜任力的绩效考核系统,第2页,Competency based performance,Human Capital as a competitive advantage,Maximising the value and R.O.I.,3,医疗行业基于胜任力的绩效考核系统,第3页,Useful,Current environment of change,process jobs and self managed teams,4,医疗行业基于胜任力的绩效考核系统,第4页,Performance current position,Current systems research base,They make no difference to the R.O.I of the company,What is missing?,5,医疗行业基于胜任力的绩效考核系统,第5页,Performance management-current,Strategy,Planning,Coaching,Review,What happened,Now the focus is on future&development,6,医疗行业基于胜任力的绩效考核系统,第6页,Competency based performance,New perspective,Make a difference to the bottom line,Process competencies,Achieve job results,7,医疗行业基于胜任力的绩效考核系统,第7页,Key goals,Aligning employees with organisational vision,mission,values and strategies.,Distributing“just in time”learning opportunities.,Integrating performance systems,Building and retaining intellectual capital,8,医疗行业基于胜任力的绩效考核系统,第8页,Framework for the session,Competency in practice today.,Competency based performance management systems(PMS)practices today.,Competency approaches,Best practices,Implementation strategies,SMR experience,9,医疗行业基于胜任力的绩效考核系统,第9页,The ice-berg model,10,医疗行业基于胜任力的绩效考核系统,第10页,The ice-berg model,Visible,Hidden,11,医疗行业基于胜任力的绩效考核系统,第11页,Causal flow model,IntentActionOutcome,MotiveKnowledgeJob output,TraitSkill,Self concept,12,医疗行业基于胜任力的绩效考核系统,第12页,What are competencies?,Core,Functional,Behavioural,13,医疗行业基于胜任力的绩效考核系统,第13页,The debate,Behavioural Vs Cognitivists,14,医疗行业基于胜任力的绩效考核系统,第14页,Core,Distinctive properties of the organisation,Strengths of the organisation,Core competence,e.g.FEDEX distribution and service,15,医疗行业基于胜任力的绩效考核系统,第15页,Behavioural competencies,Properties of the person,What people ARE?,Underlying characteristics of an individual that is causally related to criterion-referenced effective and/or superior performance in a job situation.,e.g.achievement orientation,16,医疗行业基于胜任力的绩效考核系统,第16页,Functional competencies,Properties of the job,What people do?,The demonstration of knowledge,skill and attitude required to do the job to a required standard.,e.g.Able to perform TIG welding,17,医疗行业基于胜任力的绩效考核系统,第17页,Motives,Achievement orientation,18,医疗行业基于胜任力的绩效考核系统,第18页,Traits,Physical characteristics,19,医疗行业基于胜任力的绩效考核系统,第19页,Self concept,Self confidence,20,医疗行业基于胜任力的绩效考核系统,第20页,Knowledge/Skill,A surgeons knowledge of the human body.,A surgeons physical skill to operate ensuring the patient is well and alive.,21,医疗行业基于胜任力的绩效考核系统,第21页,Characteristics included in competency models,22,医疗行业基于胜任力的绩效考核系统,第22页,Develop Vs Hire,You can teach a turkey to climb a tree,but it is easier to hire a squirrel.,23,医疗行业基于胜任力的绩效考核系统,第23页,Framework for the session,Competency in Practice today,.,Competency based performance management systems(PMS)practices today,.,Competency approaches,Best practices,Implementation strategies,SMR experience,24,医疗行业基于胜任力的绩效考核系统,第24页,Performance Management Systems,Appraisals driven.,Focus on,Traits,Behaviours,Results.,25,医疗行业基于胜任力的绩效考核系统,第25页,Performance,Each approach requires a different intervention,26,医疗行业基于胜任力的绩效考核系统,第26页,Behaviour and Competencies,Performance is not outputs or results,Behaviour is one of the causes of output,27,医疗行业基于胜任力的绩效考核系统,第27页,The argument,Performance not within the control of the individual,Behaviour is within the control of the individual,28,医疗行业基于胜任力的绩效考核系统,第28页,Best practices-effective performance,Mean,29,医疗行业基于胜任力的绩效考核系统,第29页,Best practices-superior performance,One S.D.above the mean,30,医疗行业基于胜任力的绩效考核系统,第30页,The picture,Chart,31,医疗行业基于胜任力的绩效考核系统,第31页,Psychologist William James,A difference which makes no difference is no difference.,32,医疗行业基于胜任力的绩效考核系统,第32页,Framework for the session,Competency in Practice today,.,Competency based performance management systems(PMS)practices today.,Competency approaches,Best practices,Implementation strategies,SMR experience,33,医疗行业基于胜任力的绩效考核系统,第33页,Two approaches,Threshold minimum acceptable level,Differentiating superior performers,34,医疗行业基于胜任力的绩效考核系统,第34页,Threshold,Purely knowledge and skills driven.,Easier to develop.,Skill the masses to a minimum standard,Government initiatives to develop local expertise,35,医疗行业基于胜任力的绩效考核系统,第35页,Threshold/Functional,Ensuring the minimum is in place before you talk about superior performers.,36,医疗行业基于胜任力的绩效考核系统,第36页,Behavioural,Differentiating.,Superior performers relates to top 1/10.,Used by companies with adequate expertise but desire to push up the performance bar.,37,医疗行业基于胜任力的绩效考核系统,第37页,Framework for the session,Competency in Practice today.,Competency based performance management systems(PMS)practices today.,Competency approaches,Best practices,Implementation strategies,SMR experience,38,医疗行业基于胜任力的绩效考核系统,第38页,Best practices Competency focus,Driven by the goals of the organisation.,Functional approaches civil aviation,manufacturing,Behavioural approaches oil companies,Integrated models airlines,utilities,transportation,39,医疗行业基于胜任力的绩效考核系统,第39页,Best practices-competency models,Assessment is the key.,Applications usually at Job:Person match,40,医疗行业基于胜任力的绩效考核系统,第40页,Best practices-behavioural,Develop a competency model.,Establish criterion samples,Compare high performers with low performers.,Behaviour event interviews,Expert panels,Studying incumbent/future jobs.,41,医疗行业基于胜任力的绩效考核系统,第41页,Best practices-design approaches,Behavioural model,define performance criteria,criterion sample,collect data,develop model,validate,prepare applications,42,医疗行业基于胜任力的绩效考核系统,第42页,Best practices-functional models,Position,Person,Audit,Gap,Programme,Performance,43,医疗行业基于胜任力的绩效考核系统,第43页,Best practices scalable models,Catalogue of Competencies.,Weightage.,Competency models/dictionaries,Principle of leverage and workability,44,医疗行业基于胜任力的绩效考核系统,第44页,Best practices-cultural,Relate to local cultures.,Similar competencies but expressed in appropriate cultural terms.,e.g.Conflict Management in Thailand,45,医疗行业基于胜任力的绩效考核系统,第45页,Best practices-uses of competencies,Training,Performance,Career management,Selection,Compensation,46,医疗行业基于胜任力的绩效考核系统,第46页,Best practices-performance,Mixed models,Assess and reward both P and C,Weighted,47,医疗行业基于胜任力的绩效考核系统,第47页,Best practices-competency based performance systems,Airline example,Oil company example,Use of critical incidents with high use of coaching and feedback tools.,48,医疗行业基于胜任力的绩效考核系统,第48页,Framework,Competency in Practice today.,Competency based performance management systems(PMS)practices today.,Competency approaches,Best practices,Implementation strategies,SMR experience,49,医疗行业基于胜任力的绩效考核系统,第49页,Best practices-implementation,Based on needs,Principle of leverage and workability,Key positions,Levels,Core/Role/Level,50,医疗行业基于胜任力的绩效考核系统,第50页,Best practices-implementation,Pilot,Use project teams,Broadcast the success,Driven by champions who are visible line managers,Strongly supported by HR team,51,医疗行业基于胜任力的绩效考核系统,第51页,Best practices-implementation,Manage it with a database,Technology enablement,Record and report,Support decision making,52,医疗行业基于胜任力的绩效考核系统,第52页,Failures,Lack of expertise,Limited support,Competing priorities,Lack of resources financial and staff,Lack of line involvement,Subjective and haphazard assessments,Implementation,53,医疗行业基于胜任力的绩效考核系统,第53页,Framework,Competency practices,Performance management systems(PMS)practices,Competency approaches,Best practices,Implementation,SMR experience,54,医疗行业基于胜任力的绩效考核系统,第54页,Future developments,Advances in measurement,More generic dictionaries,Work with project teams,Set up a scalable process model,Communicate and sell to the line,Remove the confusion,Use HRDPower to drive the process.,55,医疗行业基于胜任力的绩效考核系统,第55页,Thank You&Terima Kasih,drpalan,56,医疗行业基于胜任力的绩效考核系统,第56页,