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4 nov 09

4 Nov. 09


4 nov 09


4 nov 09

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7

8

1

2

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4

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9


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HRIS: Payroll/ Leave online etc.

customer

/////

HR Process Development

& Review Regulation

Performance Mgt: MBO

Incentive base on Performance

Quality ImprovementProgram : QIP

Internal process

Learning & Growth

Strategic Thinking

Performance Mgt.

Productivity Imp.

Financial


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4 nov 09

customer

Visiting Professor

Consulting

Training

Co-Teaching ICT

GIFT

Post-Doc

Internal process

Learning&Growth

/IT

Financial


4 nov 09

customer

Internal process

GIST

Talent Management

Job Rotation

Career Path Program

Training& Development

MBO

Safety & Environment

Ben.- Wel.

Incentive base on Performance

Organization Development

Communication

Learning&Growth

/IT

Financial


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1. JD & Job Knowledge

Job

Job Description

Job Knowledge


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Job Knowledge


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2.


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  • /

  • Score


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()


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()


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3.


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Training & Development Program

Personal Needs

Annual Training Program

Division Needs

Campus Needs

P D C A


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Campus/University Needs

    • TQA

    • Hybrid Teaching

    • Service Excellent etc.


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Division Needs

  • SAS SAS QIP (Quality Improvement Program)


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Personal Needs


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Career Development

  • 4 =

  • =

  • 2 =

  • 1 =

  • :


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Career Development

  • / /


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4.


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1. (/)

2.

3.


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5.


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The performance potential matrix ppm

The Performance-Potential Matrix (PPM)

Potential

Sample

Consistent

Star

4

7

9

Utility Pro

Deep Pro

Performance

Future Tech

Pro

2

5

8

Future Star

Utility Player

Future Utility

Take Action

Rough

Diamond

1

3

6


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Q & A


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The Meaning and Possible Action of Cell 1-9

______________________________________________________

Cell 1 (Lowest performer, lowest potential)

Not doing well now or in the past and doing significantly better in the

futureis not likely. It would take a major skill building program.

Possible Action:

Need to take some action, remove from the organization or find a role that

better suits his or her skill set.

Cell 2 (Middle performer, lowest potential)

Probably ok as is. Could progress higher in specialty and become a 4.

Could enhance potential and become a 5.

Possible Action:

Steep in their functional skills development.

Cell 3 (Lowest performer, middle potential)

May be in a new assignment, may not be well known, and may be new

to company. Has some potential, possible 5 in the near term future.

Possible Action:

Careful next assignment to increase performance and some learning

enhancement work to improve potential.


4 nov 09

The Meaning and Possible Action of Cell 1-9

______________________________________________________

Cell 4 (Highest performer, lowest potential)

Usually this cell contains the very deep technical professionals who do what they

do extremely well but don't want to or can't do anything else. These Pros are very

valuable to the organization as long as that technology is mission critical.

If there is a shift in technology or emphasis, the people in this cell would be in jeopardy

to move to 2 or even cell 1.

Possible Action:

Help keep current in specialty and have a treatment and retention plan.

Cell 5 (Middle performer, middle potential)

Can probably fill a number of roles at a reasonable level of performance.

Could become a 7 or move to the 8-9 path.

Possible Action:

Use in temporary and key positions until a 7, 8, or 9 become available.

Have the person work on a learning enhancement plan to try to move over to

an 8 or give a deeper skill or knowledge in his or her field to move to a 7.

Cell 6 (Lowest performer, highest potential)

Maybe a new hire with lots of potential, new in an assignment or possibly misplaced.

Organizations sometimes report that this cell identifies minorities languishing in the

wrong role or with a less than stellar boss.

Possible Action:

Place next in a very developmental job and keep there longer than usual so he/she can

increase along the performance dimension and become an 8.


4 nov 09

The Meaning and Possible Action of Cell 1-9

______________________________________________________

Cell 7 (Highest performer, middles potential)

This is a very valuable person to the organization. Does extremely well at what

they are doing today plus they have potential to do more.

Possible Action:

Place in mission critical jobs and see if you can interest the person in working on

a learning enhancement plan to move to a 9. Apply a treatment plan so the person

has no reason to leave the organization.

Cell 8 (Middle performer, highest potential)

This person may also be new to the organization or new to the job.

Possible Action:

Continue to move through diverse developmental assignments and apply

a retention plan to make sure the person stays with the organization.

Cell 9 (Highest performer, highest potential)

This is the star everyone is looking for. Consistently performs well in anything

the organization puts him or her in, with room to grow more.

Possible Action:

Apply a treatment and retention plan and continue to challenge with a succession

of diverse assignments.


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