【正文】 . Individual OPEX decreased by By 31st of Dec 02 Kr ,/year. Documented in the financial system, cost center XXX Implement Performance Measured by Dialog, Dec 01: Management within XXX. All employees have set goals. All employees have PDdisc. Increased Empowerment index by over 30% Examples 舉例 : Business Competence Individual Capacities Competencies relevant to interaction with people. ? Managing People ? Negotiating Skill ? ... Competencies specific for a certain function, role or task. ?3G Competence ? G Competence ?... Competencies related to the understanding of the business. ?Understanding of Tele Market ?... The Ericsson Competence Model 愛立信技能模式 Examples 舉例 : 012345R e q u i r e dA c t u a lCompetence Profile 綜合技能評定表 Individual Development Plan 個人發(fā)展計劃 Actions and Courses Planned Time Complete Time 行動 /課程 計劃時間 完成時間 Attend the LCC course June 2023 May 2023 Participate in the global project of … Feb 2023 Oct. 2023 Implement the PM program in … department May 2023 Dec. 2023 Rotate to … position to get further understanding of business operation Jan 2023 May 2023 Examples 舉例 : Development Actions 發(fā)展行動 ? Training 培訓(xùn) ? Coaching and Feedback 教練、反饋 ? Counseling咨詢 ? Review 審核 Development Actions 發(fā)展行動 Coaching Feedback 教練、反饋 Good Communication Skill 良好的溝通技巧 Coaching教練 Coaching is the following up of feedback, incl. Solving the problem and action plan. 教練是對反饋的跟進， 包括解決問題及行動計劃等。 Ericsson Compensation Benefit 愛立信薪酬體系 2023年 9月 18日 Ericsson Compensation Benefit 愛立信薪酬體系 ? CB vs Company strategy HR management 薪酬與公司管理和人力資源管理的關(guān)系 ? CB system establishment, petitiveness, impact to pany finance 薪酬體系的建立、競爭力、對公司財務(wù)管理的影響力 What are Ericsson’s business measurements? 愛立信業(yè)務(wù)的衡量尺度？ (它隨著公司業(yè)務(wù)的轉(zhuǎn)變而變化，去年可能是凈銷售額、客戶滿意度、現(xiàn)金流，今年則是訂單數(shù)量和應(yīng)收帳款等 ) The business measurements decide the cB strategy 業(yè)務(wù)的衡量尺度決定公司薪酬體系的戰(zhàn)略 (如獎勵機制中目標(biāo)的制定直接與業(yè)務(wù)戰(zhàn)略相關(guān) ) Why HR need to look at money? 人力資源為什么向“錢”看？ ? all HR activities can be put in money term 所有的人力資源管理活動都可以用錢來衡量 ? No financial mindset analysis, HR is blind. 沒有財務(wù)分析和頭腦，人力資源管理是盲目的。 Feedback反饋 Effective feedback describes the behaviors under specific situation 有效的反饋是對于員工 具體情境下行為的反饋 Feedback: The IDEAL State 給予反饋的理想狀態(tài) F = Frequent 時常 A = Accurate 準(zhǔn)確 S = Specific明確具體 T = Timely 及時 Preferred approach… “Your presentation this morning went well. You conveyed very clearly the supporting rationale. In fact, the team agreed with your remendation and we’ll be moving ahead. One suggestion I’d make for future presentations is spending less time on the alternatives considered. That way the audience remains clear on what’s being proposed.” One approach… “That was a great job on the presentation you did last month. I got a few ments about how it could have been shorter, but overall you did fine. Keep up the good work!” Some examples例子 . . . Performance Appraisal 績效評估 What to be appraised? 評估什么 ? Results achievements 工作結(jié)果評估 – Objectives 目標(biāo) – Responsibilities/key results areas 職責(zé) ? Performance factors 表現(xiàn)因素評估 – Attitude in performing 工作態(tài)度 – Competenc