【正文】 n e x c e s s o f t h e r e q u i r e m e n t s a n d i n d i c a t e e a r l y p r o m o t i o n p o t e n t i a l . ( S e e C o d i n g ) R a t i n g m u s t b e s u p p o r t e d w i t h s p e c i f i c s .6 . I N C U M B E N T 39。 S P O T E N T I A L ( S e e C o d i n g ) m a k e a s i g n i f i c a n t c o n t r i b u t i o n s h o u l d b e r a t e d e x c e e d s e x p e c t a t i o n s . 8 . R E P L A C E M E N T 39。 S N A M E E m p l o y e e 39。 S C O M P . R A T E ( B l u e ) ( 3 ) M E E T S E X P E C T A T I O N S : P e r f o r m a n c e c o m p l e t e l y s a t i s f a c t o r y a n d s u f f i c i e n t i n e v e r y r e s p e c t . M e e t s a l l e n d A P P R O V A Lr e s u l t s e x p e c t e d o f a s e a s o n e d a n d w e l l q u a l i f i e d e m p l o y e e .1. ( Y e l ) ( 4 ) N E E D S I M P R O V E M E N T :2. R e s u l t s n o t y e t c o m p l e t e l y m e e t i n g r e q u i r e m e n t s o f a l l o b j e c t i v e s . R e s u l t s f a l l s o m e 3. 4. w h a t b e l o w e x p e c t e d l e v e l s o f a c c o m p l i s h m e n t . N e e d f o r f u r t h e r d e v e l o p m e n t5. 6. 7. r e c o g n i z a b l e b u t p r o g r e s s c l e a r l y e v i d e n t .8. 9. 10. 11. ( R e d ) ( 5 ) U N A C C E P T A B L E :U n a c c e p t a b l e p e r f o r m a n c e . R e s u l t s n o t i c e a b l y b e l o w t h e e x p e c t e d l e v e l 。 performance so clearly outstanding as to be obvious to all. Results obtained far in excess of the requirements and indicate early promotion potential. Rating must be supported with specifics. Note : A “good” manager may have an outstanding year and be rated “outstanding”. However, the manager whose performance exceeds requirements but does not make a “significant” contribution should be rated “mendable”. (2) Commendable 值得嘉許 Performance exceeds expectations. Employee’s daytoday performance “excellent”, but no special contribution can be cited. (3) Competent 有能力 Performance pletely satisfactory and sufficient in every respect. Meets all end results expected of a seasoned and well qualified employee. (4) Adequate可接受 Results not yet pletely meeting requirements of all objectives. Results fall somewhat below expected levels of acplishment. Need for further development recognizable, but progress clearly evident. (5) Needs Improvement 有待改進(jìn) Unacceptable performance. Results noticeably below the expected level。這是一個(gè)真正的難題 ﹐ 也是重要的商業(yè)策略 ? 56 “A Player” from different divisions and functions to address the cross functional integrated project 來自不同職能部門的 56 位高潛質(zhì)員工共同參與一個(gè)跨部門的項(xiàng)目 ? Result to be presented to Senior Executives 向高級管理層滙報(bào)其結(jié)論 ? . New Business Options。 Process bottleneck 如 :新的業(yè)務(wù)開展 。 過程的 瓶頸 Action Learning Project 行動(dòng)學(xué)習(xí) 項(xiàng)目 Development Mentoring 發(fā)展與指導(dǎo) 29 Building Emerson Leadership Platform 建立艾默生領(lǐng)導(dǎo)平臺 Identification 發(fā)掘人才 Assessment 人才評估 Leadership Development Mentoring 領(lǐng)導(dǎo)能力發(fā)展和指導(dǎo) Evaluation 項(xiàng)目評估 ? Organization Review 組織測評 ? 360 Feedback 360 反饋 ? Climate Survey 組織氣氛調(diào)查 ? Psychetest 性格測試 ? 360 Feedback 360反饋 ? Climate Survey組織氣氛調(diào)查 ? Turnover Rate of High Pots 高潛質(zhì)員工之流失率 ? Replacement rate from internal candidates 員工填補(bǔ)空缺的比率 Feedback to Management 向管理層反饋 PUMP IN TALENT 吸納人才 ? ? 360 Feedback ? Climate Survey ? Personal Vision Mentoring Action Learning Projects Mentoring / coaching Stretching Job Assignment Emerson Leadership Forum Development Curriculum .（ .....） 30 Key Enablers for Leadership development 領(lǐng)導(dǎo)能力發(fā)展的重要元素 ? CEO?s mitment in leadership development CEO對領(lǐng)導(dǎo)能力發(fā)展的承諾 ? Management teams embrace a talent mindset 管理層應(yīng)具“重視人才發(fā)展 ” 的理念 ? Establish an “Human Capital Appreciation Fund” to financially support the development initiatives 建立一個(gè)“人力資本增值基金” ﹐ 從經(jīng)濟(jì)上支持人才發(fā)展計(jì)劃 ? Share the talent pool across the divisions 各分公司間願(yuàn)意分享人才 ? Systems are in place to segment A players, B players and C players 有系統(tǒng)劃分各 A、 B、 C不同級別的員工 31 Key Enablers for Leadership development 領(lǐng)導(dǎo)能力發(fā)展的重要元素 ? Management mits to serve as a Mentor, Faculty Member,and Sponsor in the delivery of the program 管理層致力參與此計(jì)劃 ﹐ 并作為計(jì)劃中的導(dǎo)師 ﹐ 教師和行動(dòng)計(jì)劃的支持者 ? Provide skillstretching opportunities across divisions 提供有潛質(zhì)員工跨分公司的發(fā)展機(jī)會(huì)，以提升他們的領(lǐng)導(dǎo)能力 ? Provide effective feedback to the talent pool 對優(yōu)才們提供有效的反饋 ? Provide exposure to high potentials with the senior executives 讓有潛質(zhì)員工在高級管理層中顯露長處 .（ .....） 32 演講完畢，謝謝觀看！