执行力：人员流数程：建立领导补给线、处理绩效差的员工.docx

人员流程的四项关键作法人员流程与战略流程和营运流程连接人员流程的第一项关键做法是，与战略流程的短、中、长期的阶段性目标，乃至于营运计划的目标连接起来。通过这样的连接，企业的领导者得以确保内部人力在素质和数量上，均能配合战略执行的需要，也有助于找出企业下一年度的挑战性任务。建构领导人才补给线透过《领导能力评估摘要表》（包括持续改善摘要表、接班人深度分析与人员流失风险分析） 来建构领导人才储备库。接班深度与人才流失风险分析：要进行人才规划，并为高潜力员工建立领导人才储备管道。人才评估talent review是人员流程中主要的社会运作机制。处理绩效差的员工最好的人员流程也不见得永远做到适才适所，而且也不能保证人人都绩效优良。有的人无法胜任，有的人根本就应该请他走路。人员流程的最后的考验，就在于主管能否清楚区分这两类员工，以及能否适当地采取一些无法回避的痛苦行动。但要注意，即使请人走路，也要让离职者维持尊严。这对强化绩效文化的正面特质是很重要的。人力资源与企业营运成果的连接人力资源必须整合到企业流程中去，并与战略流程和营运流程连接起来。The leadership assessment summary领导能力评估摘要表A useful tool in developing the total picture of the pipeline is the Leadership Assessment summary (See below figure). The summary compares both performance and behavior (一般讲，performance占权重80%，behavior占20%（80：20规则）) for a group of individuals.The Leader ship Assessment Summary gives an overview of those in the group who have high potential and those who are promotable; those who have both qualities are placed in the upper-right-hand quadrant. Similarly, it shows who exceed standards in terms of performance but need improvement in behavior, as well as those who are below standard in both areas.PerformanceBehavior Malley James Rosman Smith Coraes Riley- Rogers Stones AntoneleBelow standardExceed standardAt standardExceed standardAt standardBelow standardHigh potential Promotable Experienced professionalToo new- Needs heavy coaching or new job Needs job change Leadership Assessment SummaryEmployee name: Susan James, Marketing VP, success, attributes, and behaviorsSkillsExcellentAt standardBelow standardBus. AcumenCost FocusStrategic insightVision and PurposeValues and EthicsActionCommitmentTeamworkInnovationStaffingDeveloping peoplePerformanceResults overview2001 performance highlightsDeveloped aftermarket strategy for solution-selling environmentDeveloped marketing and profit improvement strategy for European market2002 targets missedMissed 2 major global accounts coverage in Hong Kong and FranceDid not recruit a Chinese marketing executive for greater China marke