2. Main Topic…
Effective Infrastructure of HR
Company Wants Employee To Be
Assessment Path
Performance Evaluation Content of Foreign Company
Performance Evaluation 9 Blocks
Talent Flow Planning
Type of Training
Training & Develop Process
Training Target Selection
Find Out Gap-Current Skill vs. Core Competency
Training & Performance Evaluation
3. RecruitingTerminationJob Evaluation
Competency Model
PlanningEffective InfrastructureTrainingCompensation
&BenefitPerformance
EvaluationPromotionTransfer/RotationMarket Value Orientation
C&B Structure
Commission Plan
Stock option management
Spot AwardTraining Needs Collection
Training Evaluation
Training Resource Analysis
Planning
Information SharingEmployee Satisfaction
360 Survey
Performance Evaluation SystemObjectiveG&O Setting (with measurement)
4. 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.
Are committed to Company’s success.
Have passion for improving self competency and making it meet the needs of our customers.
Regularly assess their business interests and competencies to determine the kinds of work for which they are best suited.
5. Company wants Employees who…Understand the skills and behaviors Company will need in the future—and are willing and able to respond quickly and flexibly to develop those capabilities.
Develop the competencies 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.
7. Performance Evaluation ContentEmployee Self Evaluation:
ACCOMPLISHMENT SUMMARY
(Summarize your accomplishments vs goals in the past year)
KEY STRENGTHS & IMPROVEMENT
KEY DEVELOPMENT NEEDS & ACTION PLANS
Self Assessment of Values
CAREER INTERESTS AND DEVELOPMENT ... INCLUDING STRETCH ASSIGNMENT INTERESTS
Manager Evaluation:
PERFORMANCE SUMMARY AND TREND
(Summarize your view of employee’s accomplishments vs goals in the past year)
KEY STRENGTHS & IMPROVEMENT
KEY DEVELOPMENT NEEDS & ACTION PLANS
360° Data/Manager Assessment
CAREER DEVELOPMENT RECOMMENDATION ... INCLUDING STRETCH ASSIGNMENTS
8. PerformanceSIGNIFICANT STRENGTHSOME DEVELOPMENT NEEDS SIGNIFICANT DEVELOPMENT REQUIRED(A)(B)(C)Demonstrates Values in a
Satisfactory WayDoes not Adequately
Demonstrate ValuesConsistently Models Values &
Serves as a Standard for Excellence(1) Exceeds/
Outstanding
*Work plans and goals
*Commitments(2)Meets/
Satisfactory
*Work plans and goals
*Commitments(3) Needs Improvement
/ Missed
*Work plans and goals
*CommitmentsValues (come from 360° survey)Performance Evaluation 9 Blocks1 (10%)
Promotion/ Training2 (15%)
Training & Rotation3 (65%)
Training or Job Rotation4 (10%)
High Risk PIP2
Training & Development3
Training3
Potential At Risk 4
High Risk PIP4
Get Rid Off
9. TALENT FLOW PLANNINGDIRECT REPORTS
& KEY POSITIONS BESTREPLACEMENTSNamePosition TitleBACKUP CANDIDATES / POSITION PLANSPositionIncumbentREADY NOWONE TO TWO YEARSPositionIncumbent
10. Type of Training
For Training Content:
General Skill 通用技能
Technical Related 专业技能
Selling Skill 销售技能
Management 管理能力
Leadership
For Training Style:
In House Training 课堂培训
On Job Training 在岗培训
12. Training Target Selection
Gap
Current Skill - Core Competence
Current Value - Role Model
Development Needs
Derived from Performance Appraisal
13. Build up core competenceSelf-AssessmentIdentify the gapDevelop Training PlanSampleCurrent Skill vs. Core Competence