【正文】 下午 10時 45分 30秒 下午 10時 45分 22:45: MOMODA POWERPOINT Lorem ipsum dolor sit, eleifend nulla ac, fringilla purus. Nulla iaculis tempor felis amet, consectetur adipiscing elit. Fusce id urna blanditut cursus. 感謝您的下載觀看 專家告訴 。 2023年 3月 下午 10時 45分 :45March 22, 2023 1業(yè)余生活要有意義，不要越軌。 :45:3022:45:30March 22, 2023 1意志堅強的人能把世界放在手中像泥塊一樣任意揉捏。 22:45:3022:45:3022:45Wednesday, March 22, 2023 1知人者智，自知者明。 22:45:3022:45:3022:453/22/2023 10:45:30 PM 1越是沒有本領(lǐng)的就越加自命不凡。 下午 10時 45分 30秒 下午 10時 45分 22:45: 楊柳散和風，青山澹吾慮。 2023年 3月 下午 10時 45分 :45March 22, 2023 1少年十五二十時，步行奪得胡馬騎。 :45:3022:45:30March 22, 2023 1意志堅強的人能把世界放在手中像泥塊一樣任意揉捏。 :45:3022:45Mar2322Mar23 1世間成事，不求其絕對圓滿，留一份不足，可得無限完美。 , March 22, 2023 很多事情努力了未必有結(jié)果，但是不努力卻什么改變也沒有。 2023年 3月 22日星期三 10時 45分 30秒 22:45:3022 March 2023 1做前，能夠環(huán)視四周；做時，你只能或者最好沿著以腳為起點的射線向前。 2023年 3月 22日星期三 下午 10時 45分 30秒 22:45: 1比不了得就不比，得不到的就不要。 22:45:3022:45:3022:45Wednesday, March 22, 2023 1乍見翻疑夢，相悲各問年。 22:45:3022:45:3022:453/22/2023 10:45:30 PM 1以我獨沈久，愧君相見頻。 needs to implement changes. * Refine changes to ensure success. 31 Communication Plan ? Communication of Core Values to ALL employees ? Core Values statement ? Video from CEO ? Divisional briefings ? Incorporate into orientation for new staff ? Incorporate into Performance Management training via petency model 32 Performance Management ? Using the Balanced Scorecard approach, we helped ? develop the anisation scorecard ? develop the departmental scorecards ? define the performance targets ? Developed a petency model based on Core Values ? Performance management training for all employees 33 Recognition Programs Bonuses/Incentives Individual Merit Base Pay Benefits Performance ResultsRelated Programs Core Programs Stock Total Rewards Strategy 34 Culture Development Initiatives Learning Development Plan ?Identify anisational development needs ?Develop learning and development plans that link to business and strategic objectives Leadership Development Plan ?Conduct onetoone sessions with management team members to develop individual leadership development plan Culture Development Teams ?Build crossfunctional teams ?WW facilitates the interactions, planning and decision making of the teams ?Encourage and appraise the demonstration of desired behaviours 35 Leadership Development Plan “ Leaders walk the talk.” The degree to which the Top Team accepts the change plan as the best one under the circumstances The degree to which the Top Team accepts the new culture as being in line with their personal goals. The petence of the anization, in terms of abilities, systems, infrastructure in achieving the change plan. The extent to which the Top Team shares the interpretation of the new culture. In any change initiative, the critical point is to give people the petencies they need to make change happen. This should start from the leadership team who needs to act as Role Models. Through a self assessment, we assisted members of the senior management team to build an individualized leadership development plan. 36 Learning and Development Plan LEARNING AND DEVELOPMENT provides the knowledge, skills and the information sharing forum to help employees change their behaviors to match the culture and vision. Tackles the areas needing development in the whole anization. The training or development might take several forms: project work, customer visi