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1、 真正做好绩效管理才能培养出高级管理人才，现状管理人真正做好绩效管理才能培养出高级管理人才，现状管理人才确实太少，务必积极培养。才确实太少，务必积极培养。To develop senior management personnel,we need to have well developed performance measurement/management system.Currently,such personnel are lacking and the need for people development is urgent.1绩效管理与人才培养绩效管理与人才培养Performan
2、ce Management&People Development生产管理部计划课/林志德 2010年7月26日 2内容内容 Table of Content1.高级管理人才难于培养的关键高级管理人才难于培养的关键 2.Key Challenges in Developing Management Personnel3.2.企业经营绩效管理企业经营绩效管理4.Enterprise Performance Management5.3.绩效管理重点要因分析绩效管理重点要因分析 6.Key Elements to Performance Management7.4.生产绩效管理程序生产绩效管理程序 8
3、.Production Performance Management Process9.5.促进人才培养成效的方式促进人才培养成效的方式10.Methods to Develop Personnel 5.1 观念建立观念建立 Developing the Right Paradigm/Attitude l人才培养简单化人才培养简单化 Simplify Personnel Development l优良团队培养优良团队培养 Develop Competent Work Teams 31.1.高级管理人才难于培养的关键高级管理人才难于培养的关键高级管理人才难于培养的关键高级管理人才难于培养的关键
4、Key Challenges in Developing Management Personnel 1.1 1.1 受制于工厂仅负责生产，不负责盈亏的观念，把大部分人限制在一个小受制于工厂仅负责生产，不负责盈亏的观念，把大部分人限制在一个小范围内，知识领域狭窄，分析与判断能力无法提升，是造成高级管理人范围内，知识领域狭窄，分析与判断能力无法提升，是造成高级管理人才难于培养的关键。才难于培养的关键。Factory staff only responsible for production and not profitability,Factory staff only responsible f
5、or production and not profitability,resulting in only specialized knowledge with limited experience and resulting in only specialized knowledge with limited experience and skills in analysis and decision making.This is the key factor to the skills in analysis and decision making.This is the key fact
6、or to the difficulties in developing senior professional managers.difficulties in developing senior professional managers.1.2 1.2 突破此一关键的方式是，采用利润中心，以突破此一关键的方式是，采用利润中心，以 ITEM ITEM别盈亏做为绩效管理别盈亏做为绩效管理及考核的依据，并从建立管理基础做起，积极做好绩效管理的工作。及考核的依据，并从建立管理基础做起，积极做好绩效管理的工作。The solution is to improve profit center man
7、agement,by measuring The solution is to improve profit center management,by measuring profitability of individual product items.A precondition to this would be profitability of individual product items.A precondition to this would be to improve basic management,and performance management.to improve
8、basic management,and performance management.42.2.企业经营绩效管理企业经营绩效管理企业经营绩效管理企业经营绩效管理Enterprise Performance Management 52.2.企业经营绩效管理企业经营绩效管理企业经营绩效管理企业经营绩效管理Enterprise Performance Management观念观念 Concept：1、售价由市场决定，但产品价值与售价有绝对的关系。、售价由市场决定，但产品价值与售价有绝对的关系。Price is determined by the market,but it is also affe
9、cted by the product value.2、提高产品价值，确保品质及降低成本是企业竞争力及创造利润的重要、提高产品价值，确保品质及降低成本是企业竞争力及创造利润的重要条件。条件。The key to improve enterprise competiveness and profitability is to increase product value,ensure product quality and keep costs low.63.绩效管理重点要因分析绩效管理重点要因分析 Key Elements to Performance Management73.绩效管理重点要
10、因分析绩效管理重点要因分析 Key Elements to Performance Management83.绩效管理重点要因分析绩效管理重点要因分析 Key Elements to Performance Management93.绩效管理重点要因分析绩效管理重点要因分析 Key Elements to Performance Management104.生产绩效管理程序生产绩效管理程序 Production Performance Management Process115.5.促进人才培养成效的方式促进人才培养成效的方式促进人才培养成效的方式促进人才培养成效的方式Methods to D
11、evelop Personnel 观念建立观念建立 Developing the Right Paradigm/Attitude l人才培养简单化 Simplify Personnel Development l优良团队培养 Develop Competent Work Teams l设定老-中-青职责Define Responsibilities of Senior-Intermediate-Junior Level Staff 12人才培养人才培养“简单化简单化”作业程序作业程序 Personnel Development“Simplifying”Procedure 1.观念最重要观念最重
12、要:2.Attitude/Paradigm is utmost important.3.4.1.1 管理以人为本。今天的竞争是人的竞争。5.People are key;competition between companies is the competition between people.6.1.2 人才培养是各级主管的责任，也是最重要的工作。7.Personnel development is the responsibility and most important work for all supervisors.8.1.3 自私与无能是连体婴，主管的能力来自于不断的为部属付出，
13、部属的能力来自于无私主管的奉献。9.Selfishness and incompetence go hand in hand;supervisors develop competence from serving their team members;team members capabilities derive from the unselfish support from their supervisors.131.观念最重要观念最重要:2.Attitude/Paradigm is utmost important.3.4.1.4 领导是责任，不是权利。主管人员应为尽责任而不断自我提升。
14、5.Leadership is a responsibility,not authority.It is each supervisors responsibility to self improve.6.1.5 帮助别人等于帮助自己，不计较太多，因为吃亏就是占便宜。7.Helping others result in helping oneself;giving more to others means to benefit oneself.人才培养人才培养“简单化简单化”作业程序作业程序 Personnel Development“Simplifying”Procedure 142.有了正
15、确观念之后依下列思维把热忱拿出来有了正确观念之后依下列思维把热忱拿出来:Develop the right attitude and enthusiasm.2.1 把公司当做自己的事业（当老板的心态），全心投入，主动积极的付出。Treat the company as ones own business(be your own boss),put in heart and soul.2.2 把部属看成是自己的亲人，多为他们的未来设想。Treat subordinates as family,help them plan for future development.人才培养人才培养“简单化简单
16、化”作业程序作业程序 Personnel Development“Simplifying”Procedure 153.努力做好下列工作重点努力做好下列工作重点:Work diligently on following:3.1 明确人才培养的目标。Define the objective for personnel development.3.2 培养正直、有干劲、勤奋工作及具团队合作精神的人才。Develop honest,energetic,diligent team spirited personnel.3.3 强化管理的基础，建立各管理重点的基础资料。Strengthen managem
17、ent basics,develop management information database.3.4 采用正确的方法并提供历炼的机会，培养需要的人才。Adopt right methods and provide opportunities for developing needed personnel.人才培养人才培养“简单化简单化”作业程序作业程序 Personnel Development“Simplifying”Procedure 164.提升自己以及部属领导及管理的能力提升自己以及部属领导及管理的能力:Improve self and team members leaders
18、hip and management skills.4.1 教育训练能力 Teaching Skills 4.2 组织能力 Team management skills 4.3 计划能力 Planning skills 4.4 安排能力 Organization skills 4.5 指挥能力 Skills to command/instruct 4.6 纠正能力 Skills to make corrections/adjustments人才培养人才培养“简单化简单化”作业程序作业程序 Personnel Development“Simplifying”Procedure 17优良团队培养过
19、程优良团队培养过程The Process to Build a good Team 185.3 设定老设定老-中中-青职责青职责 Define Responsibilities of Senior-Intermediate-Junior Level Staff专业知识传授Imparting professional knowledge管理理念教导Teach management concepts经验传承Share experience老老老老SeniorSenior中中中中IntermediateIntermediate青青青青JuniorJunior设定各项管理的 原理原则Define management guidelines工作目标设定Define objectives引导及激励部属Lead&motivate team members实务工作训练Job training主动积极学习拓宽知识领域Develop knowledge and skills努力追求各项工作“好要更好”；Continuous improvement 丰富实务工作经验Develop job related skills（知（知 Knowledge）（管（管 Management）（行（行 Action）职职责责19谢谢！谢谢！20