1. 绩效考核与培训 Zheng Bin Oct.25, 2002

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. Recruiting Termination Job Evaluation Competency Model Planning Effective Infrastructure Training Compensation &Benefit Performance Evaluation Performance Evaluation PromotionTransfer/Rotation Market Value Orientation C&B Structure Commission Plan Stock option management Spot Award Training Needs Collection Training Evaluation Training Resource Analysis Planning Information Sharing Employee Satisfaction 360 Survey Performance Evaluation System Objective G&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.

6. 建立健全的评估体系是世界上绝大多数发达国家的 公司成功的重要因素：  岗 位 评 估 Job Evaluation  技 能 评 估 Competence Evaluation  年 资 评 估 Experience Evaluation  业 绩 评 估 Performance Evaluation  360° 评 估 360° Survey (contents base on business needs) 评 估 符 合 企 业 战 略 与 文 化评 估 符 合 企 业 战 略 与 文 化

7. Performance Evaluation Content Employee 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. PerformancePerformance SIGNIFICANT STRENGTH SOME DEVELOPMENT NEEDS SIGNIFICANT DEVELOPMENT REQUIRED (A) (B) (C) Demonstrates Values in a Satisfactory Way Does not Adequately Demonstrate Values Consistently 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 *Commitments Values (come from 360° survey) Performance Evaluation 9 Blocks 1 (10%) Promotion/ Training 2 (15%) Training & Rotation 3 (65%) Training or Job Rotation 4 (10%) High Risk PIP 2 Training & Development 3 Training 3 Potential At Risk 4 High Risk PIP 4 Get Rid Off

9. TALENT FLOW PLANNING DIRECT REPORTS & KEY POSITIONS BEST REPLACEMENTS Name Position Title BACKUP CANDIDATES / POSITION PLANS Position Incumbent READY NOW ONE TO TWO YEARS Position Incumbent

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

11. 培 训 与 发 展 的 程 序培 训 与 发 展 的 程 序 准备 :  员工找出差距  提出培训需求和提高方向 沟通 :  根据员工与公司的需求确定培训方向 执行 :  提供相应的培训  绩效考评中应重点关注上年差距的改善

12. Training Target Selection Gap Current Skill  -  Core Competence Current Value  -  Role Model Development Needs Derived from Performance Appraisal

13. Build up core competence Self-Assessment Identify the gap Develop Training Plan Sample Current Skill vs. Core Competence

14. 培训效果衡量途径 : 1. 培训后测试 ( 书面 / 现场 ) 2. 本岗位工作业绩评估 ( 本人 / 直接经理及其上级主管 ) 3. 360 度调查结果 ( 上级 / 下级 / 客户 / 供应商 / 同事 ) 培 训 与 绩 效 的 结 合培 训 与 绩 效 的 结 合

15. Thank You !