κ־·å£º¡¶ÈçºÎÓü¨Ð§¹ÜÀíÌáÉý²¿ÃÅÒµ¼¨¡·£¨2Ì죩 ·¢²¼Ê±¼ä: 2017-06-21 15:01 µã»÷£º

κ־·å£º¡¶ÈçºÎÓü¨Ð§¹ÜÀíÌáÉý²¿ÃÅÒµ¼¨¡·£¨2Ì죩
Wei Zhifeng:" how to use performance management performance" ( 2 days)
 ¿Î³ÌÊÕÒæ
You program benefits
 µÚÎå´ú¹ÜÀíÀíÂÛÌá³öÁËÁ½¸öÖØÒªµÄ¸ÅÄ“ѧϰ”Ó듹²Ó®”£¬ËüÈ¡´úÁË´«Í³µÄ¸ÅÄî“·îÏ×”Óë“Ë÷È¡”¡£Ô±¹¤ÄÜ·ñÓëÆóҵͬ²½·¢Õ¹£¬½«×îÖÕ¾ö¶¨ÆóÒµµÄÐËË¥Óë´æÍö¡£×÷ΪһÃû¾­Àí£¬ÄúÊ×ÏÈÒª°çÑݵĽÇÉ«ÊÇÒ»¸öÈËÁ¦×ÊÔ´Ö÷¹Ü£¬Æä´ÎÊǽÌÁ·£¬×îºó²ÅÊDz¿Ãž­Àí¡£ÄúÓ벿ÃŵÄÔ±¹¤²»ÊÇÉÏϼ¶¶øÊǼ¨Ð§»ï°é¡£Ö»ÓÐÕâÑù²ÅÄÜ´ïµ½ÆóÒµ“¼¨Ð§Í»Î§”µÄÕûÌåÄ¿±ê¡£
The fifth generation management theory put forward two important concepts:" learning" and" win-win", it replaced the traditional concept of " devotion" and "request". Does the staff and enterprise development, will ultimately decide the enterprise's rise and fall. As a manager, you must play the role of a human resources manager, followed by the coach, finally is the Department manager. You and your staff is not superior but performance partner. Only in this way can we achieve the enterprise" performance breakthrough" overall objective.
 ¿Î³ÌÄÚÈÝ
You of course content
µÚ1²¿·Ö ¼¨Ð§¹ÜÀí£ºÏë˵°®Äã²»ÈÝÒ×
The first part of performance management: not easy to say I love you
——¼¨Ð§¹ÜÀí³£¼ûµÄÎÊÌâ·ÖÎö
Common problems analysis -- Performance Management
——Ϊʲôµ¼È뼨Ч¹ÜÀíÏñͱÁËÂí·äÎÑ
-- why introduced the performance management as stirred up a hornet's nest
——¼¨Ð§¹ÜÀíµÄÕæÕýÄ¿µÄ
Performance management -- the real purpose
——ÔËÓü¨Ð§¹ÜÀí¿ÉÒÔÌáÉý²¿ÃÅÒµ¼¨
-- the use of performance management can enhance team performance
——±ê×¼µÄ¼¨Ð§¹ÜÀíÁ÷³Ìͼ
-- standard performance management flow chart
µÚ2²¿·Ö ÎíÀï¿´»¨£º²¿Ãž­Àí¶Ô“¼¨Ð§”µÄÈÏʶ
The second part have a blurred vision: the Department Manager of the" performance" of the know
——ͨ³£Çé¿öϾ­ÀíÃǶԼ¨Ð§µÄÀí½â
-- typically managers on performance of understanding
——¸öÈ˼¨Ð§Ó벿Ãż¨Ð§µÄ¹Øϵ
-- individual performance and department performance relationship
——“¼¨Ð§”µÄ¶¨ÒåÓëÑÓÉì
--" performance" of the definition and extension
——“¼¨Ð§¿¼ºË”Ó듼¨Ð§¹ÜÀ픵ÄÇø±ðÓëÁªÏµ
-- "performance evaluation" and" performance management" distinction and connection
——²¿Ãž­ÀíÔÚ“¼¨Ð§¹ÜÀí”ÖеĽÇÉ«ÈÏÖª
-- a department manager in" performance management" in the role of cognitive
µÚ3²¿·ÖÈçºÎÌáÈ¡¼¨Ð§Ö¸±ê
The third part how to extract performance index
——¼¨Ð§Ö¸±êKPIµÄ²úÉúÔ´Í·
-- performance index KPI sources
——ÌáÈ¡Ö¸±ê·½·¨£ºCSF¹Ø½¡³É¹¦ÒòËØ·¨
Extraction method of index: CSF -- Key Success Factors
——ÌáÈ¡Ö¸±ê·½·¨£ºANDSON°²´ïÐÅËÄγÌáÈ¡·¨
-- extraction index method: ANDSON Andersen four weft extraction method
——ÈçºÎ´Ó¸Úλ˵Ã÷ÊéÖÐÌáÈ¡Ö¸±ê
-- how from post manual extraction index
——ÈçºÎ´ÓÕ½ÂÔÖÐÌáÈ¡Ö¸±ê
-- how to extract target from the strategy
——ÈçºÎɸѡ¼¨Ð§Ö¸±êKPI
-- how screening performance indexes of KPI
——ÈçºÎ¶Ô¼¨Ð§Ö¸±êKPI½øÐзÖÀà
-- how to classify the performance index KPI
——ÈçºÎʵÏÖ¼¨Ð§Ö¸±êKPIµÄÁ¿»¯
-- how to realize the performance index KPI quantization
——ÈçºÎ¶Ô¼¨Ð§Ö¸±êKPI½øÐбê×¼»¯¶¨Òå
-- how to performance indexes of KPI standard definition
——ÈçºÎÈ·¶¨¼¨Ð§Ö¸±êKPIµÄÊýÁ¿
-- how to determine the number of KPI performance index
——ÈçºÎÈ·¶¨¼¨Ð§Ö¸±êKPIµÄȨÖØ
-- how to determine the performance index the weight of KPI
——ÈçºÎ¶Ô¼¨Ð§Ö¸±êKPI½øÐзÖÊýºËËã
-- how to performance indexes of KPI scores of accounting
——ÈçºÎ±àÖƼ¨Ð§Ö¸±ê´Êµä
How to compile the dictionary -- performance index
——¿ÎÌÃÁ·Ï°£º¼¨Ð§¿¼ºËÁ¿±íµÄÔËÓÃ
-- classroom exercises: Performance Assessment Scale for use
µÚ4²¿·Ö ¼¨Ð§¹ÜÀíµÄ¹¤¾ß½éÉÜ
The fourth part introduces performance management tool
——½¨Á¢¼¨Ð§ÏµÍ³µÄºËÐŤ¾ßÖ®Ò»£ºÆ½ºâ¼Æ·Ö¿¨
-- establish a performance system is one of core tools: Balanced Scorecard
——¹¹½¨Õ½ÂÔµØͼ
-- construct a strategy map
——ƽºâ¼Æ·Ö¿¨´ÓÍŶӵ½¸öÈ˵ÄÔËÓÃ
-- the balanced scorecard from the team to use them
——¿ÎÌÃÁ·Ï°£º¸ù¾Ý°¸Àý±àÖÆBH¹«Ë¾µÄÕ½ÂÔµØͼ
-- classroom exercises: according to the case of BH company strategy map compilation
——½¨Á¢¼¨Ð§ÏµÍ³µÄºËÐŤ¾ßÖ®¶þ£º±ùɽËØÖÊÄ£ÐÍ
-- establish performance system core tool tip two: quality model