绩效管理与人才培养.ppt

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。 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. 绩效管理与人才培养Performance Management People Development 生产管理部计划课/林志德 2010年7月26日 内容 Table of Content 高级管理人才难于培养的关键 Key Challenges in Developing Management Personnel 2. 企业经营绩效管理 Enterprise Performance Management 3. 绩效管理重点要因分析 Key Elements to Performance Management 4. 生产绩效管理程序 Production Performance Management Process 5. 促进人才培养成效的方式 Methods to Develop Personnel 5.1 观念建立 Developing the Right Paradigm/ Attitude 人才培养简单化 Simplify Personnel Development 优良团队培养 Develop Competent Work Teams 1. 高级管理人才难于培养的关键 Key Challenges in Developing Management Personnel 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 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。 Factory staff only responsible for production and not profitability, resulting in only specialized knowledge with limited experience and skills in analysis and decision making. This is the key factor to the difficulties in developing senior professional managers. 1.2 突破此一关键的方式是，采用利润中心，以 ITEM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。 The solution is to improve profit center management, by measuring profitability of individual product items. A precondition to this would be to improve basic management, and performance management. 2. 企业经营绩效管理Enterprise Performance Management  2. 企业经营绩效管理Enterprise Performance Management 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。 Price is determined by the market, but it is also affected 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条件。 The key to improve enterprise competiveness and profitability is to increase product value, ensure product quality and keep costs low. 3. 绩效管理重点要因分析 Key Elements to Performance Management 3. 绩效管理重点要因分析 Key Elements to Performance Management 3. 绩效管理重点要因分析 Key Elements to Perf