【正文】 t ernal Cust o m er 4 2. 5 2 2S u p erv i s o r ( RO ) 1 2 1F u l l P anel 14 3 5 5 3 1反饋 － 評估結(jié)果詮釋 示例 3 －離散 47 Mercer Human Resource Consulting Possible Interpretation: Convergence on 3/4 as reliable feedback rating, with an outlier in the subordinate category. Action: Focus on the dominate cluster of feedback ratings. Do not obsess on the “outlier” data points. Comments may provide some insight into perceptions of the “outliers”. D ISTR IBU TIO NCa t ego ri esNo. o fRe spo n se s A v era g e Ra t i n g 1 2 3 4 5S el f 1 3 1P ee r 4 3. 3 1 2 1S u b o r d i n at e 6 3. 2 1 2 3I n t ernal Cust o m er 4 3. 3 3 1S u p erv i s o r ( RO ) 1 4 1F u l l P anel 14 3. 5 2 7 5反饋 － 評估結(jié)果詮釋 示例 3A － 出界點(diǎn) 48 Mercer Human Resource Consulting Possible Interpretation: Suggests that person behaves differently with customers, peers and RO, then with subordinates. May represent a “relative power” response. May also mean that subordinates view petency expectation differently than other panel categories. Action: Check ments for better understanding. Discuss with RO and/or peer. Consider as improvement priority within Performance Enhancement Action Plan, if seen as a major obstacle to person’s success as a team leader. D IS T R IB UT IONC at ego ri esN o . o fR es p o n se s A v era g e R at i n g 1 2 3 4 5S el f 1 4 1P ee r 4 4. 3 3 1S u b o r d i n at e 6 2. 0 1 4 1I n t ernal C u st o m er 4 4 1 2 1S u p erv i s o r ( R O) 1 4 1F u l l P anel 14 3. 2 1 4 2 5 2反饋 － 評估結(jié)果詮釋 示例 3B － 兩級 49 Mercer Human Resource Consulting 素質(zhì)能力評估原則 ? 熟悉素質(zhì)模型 ? 對被評估者有觀察的可能 – 有時(shí)可能被評估人員表現(xiàn)出高層級的 KCI但是未表現(xiàn)出低層級的 KCI – 如果對某些能力有疑問，請尋找相關(guān)信息 ? 行為頻度 ? 總體評價(jià)與 KCI評價(jià)相一致 ? 鼓勵記錄評價(jià)的原因 ? 完整的評估 50 Mercer Human Resource Consulting 目錄 ? 回顧 ? 素質(zhì)能力模型在人力資源管理中的應(yīng)用 ? 素質(zhì)能力模型應(yīng)用的基礎(chǔ) – 職位素質(zhì)描述 – 素質(zhì)能力評估 ? 素質(zhì)能力在績效管理中的應(yīng)用 ? 素質(zhì)能力在人才甄選中的應(yīng)用 51 Mercer Human Resource Consulting 作為衡量團(tuán)隊(duì)和個(gè)人的基礎(chǔ)的“績效”定義 Measurement of Overall Contribution (Team/Person) 整體貢獻(xiàn)的衡量 (團(tuán)隊(duì) /個(gè)人 ) Results vs Targets Competencies vs Profile Other Performance Factors Overall Performance (Team/Person) + = + Results Achieved on Targets 目標(biāo)完成的結(jié)果 Other Performance Factors 其他績效因素 Competency Proficiency Demonstrated (using Profile) 表現(xiàn)出的素質(zhì)等級 52 Mercer Human Resource Consulting Vision Mission HL Goals Business Goals/Strategies Teams amp。 Roles Position Clarification (PCF) Division Goals Department Goals Team Goals Individual Objectives Results Target Setting Periodic Progress Check Competency Assessment via MSF Results Assessment Person Development Career Planning STAKE HOLDER LEARNING amp。 GROWTH CUSTOMER INTERNAL OPERATIONS BSC Core Values Core Competencies Technical Competencies 聯(lián)結(jié)各個(gè)元素以保證與經(jīng)營策略的完全一致 53 Mercer Human Resource Consulting 轉(zhuǎn)向一種高績效文化通常要求員工調(diào)整其“舒適區(qū)” 過渡 高業(yè)績的文化 所需的 舒適區(qū) 員工 調(diào)整后的 舒適區(qū) 高業(yè)績的文化 所需的 舒適區(qū) 員工 當(dāng)前的 舒適區(qū) 54 Mercer Human Resource Consulting 績效經(jīng)理的角色分配 員工績效分組 角色分配 績效優(yōu)秀 主流 績效不好 教練 75% 導(dǎo)師 25% (career focus) 績效顧問 75% 教練 導(dǎo)師 教練 50% 導(dǎo)師 50% (current job and career) 55 Mercer Human Resource Consulting 激勵性“熱鍵”舉例 ? 表達(dá)對員工技能和知識十分欣賞與尊重，盡可能隨時(shí)指出該技術(shù)專長 ? 認(rèn)可和欣賞員工所面臨的挑戰(zhàn)與挫折，表示對他或她戰(zhàn)勝他們充滿信心 ? 強(qiáng)調(diào)員工的努力和成就所帶來的特殊價(jià)值與影響 ? 強(qiáng)調(diào)員工自己的優(yōu)秀標(biāo)準(zhǔn)，鼓勵他或她根據(jù)這些標(biāo)準(zhǔn)來工作 ? 交流員工工作的更高層次的目的，給予其當(dāng)前任務(wù)以更深的意義 56 Mercer Human Resource Consulting 激勵性“熱鍵”舉例 ? 給予此類員工大量的個(gè)人時(shí)間和足夠的重視 ? 讓此類員工感到日常在工作團(tuán)隊(duì)中受到歡迎，完全是該團(tuán)隊(duì)的一部分 ? 安排機(jī)會讓此類員工與其領(lǐng)域內(nèi)的專家和 /或公司的高層領(lǐng)導(dǎo)交流 ? 幫助此類員工確信其工作正是他們生活中真正想做的并且是與他們最強(qiáng)的日常興趣相聯(lián)系的。 ? 讓團(tuán)隊(duì)能夠表達(dá)其為了團(tuán)隊(duì)成功 , 他們需要此類員工的努力 . 57 Mercer Human Resource Consulting 成人學(xué)習(xí)的模式 4. Reflecting – Selfreflection – Checking your impact on results 3. Performing – Applying it in your work – Finding the right moments 2. Practicing – Simulations – Role plays – Rehearsing it – Visualizing your actions – Testing 1. Knowing – Instruction/courses – Reading – Watching others 58 Mercer Human Resource Consulting 積極的學(xué)習(xí)者自測題 1. I proactively seek out developmental opportunities to build new knowledge and skills 2. I enlist the support of others in achieving personal learning goals 3. I ask others feedback to improve one’s performance 4. I learn from mistakes and transfer this learning to next related situation 5. I identify experts and closely observe what they do/say 6. I find ways to reinforce my learning achievements 7. I track progress on personal development goals Check the responses that best match you: m Rarely m Sometimes m Frequently m Rarely m Sometimes m Frequently m Rarely m Sometimes m Frequently m Rarely m Sometimes m Frequently m Rarely m Sometimes m Frequently m Rarely m Sometimes m Frequently m Rarely m Sometimes m Frequently 59 Mercer Human Resource Consulting 績效強(qiáng)化行動計(jì)劃 AC TI O N PLA N F O R PER FO R M AN CE EN HA NC EMEN T ( ap pl ies to e m pl oyee’ s po s it io n r espo nsi b iliti es