Emerson如何提升领导力量PPT资料.ppt

Emerson如何提升领导力量PPT资料.ppt

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#47Industryrank全球电子业排名:

#3global9ratingcategories评选标准：

socialresponsibility社会责任感innovation革新度long-terminvestmentvalue长期投资价值useofcorporateassets公司资产运用employeetalent员工素质financialsoundness财政状况qualityofmanagement管理质量qualityofproducts/services产品和服务质量globalbusinessacumen全球商务敏锐度,艾默生名列2003财富“全球最受讚赏的公司”全明星企业全球50强,4,2002SalesbyBusinessGroup2002年销售之业务范畴分布,Electronics&

Telecommunications电子及电信17%,ProcessControl过程控制24%,HVAC供暖、制冷及空调17%,Appliance&

Tools家电和工具24%,（US$13.8BillioninTotal总额达138亿美元）,IndustrialAutomation工业自动化18%,5,GlobalMarketandTechnologyLeadership全球市场和技术领导者,6,EmersonChinaOverview艾默生中国概况,StarteddoingbusinessinChinainlate1970s七十年代末开始发展中国业务ChinaisEmersonsbiggestbusinesspartnerinAsia中国是艾默生在亚洲的最大商务伙伴SecondonlytoU.S.insalesin0202年销售額仅次于美国CurrentInfrastructure:

基本建设27manufacturingoperationsin10locations27家工厂在10个地点9jointventures,21wholly-owned9家合资公司，21家全资公司Morethan12,000employees一万二千多名员工,7,LeadershipDevelopmentisStrategicallyImperative領導能力的發展是公司必要的戰略,EnsuretohaveasufficientpipelineofleadershiptalentswiththenecessarycompetenciestosupportcompanysstrategySupply從供應方面確保擁有足夠的領導人才并具有實踐公司發展戰略所需的能力DevelopandcontroltheleadershipqualitytoincreaseourcompetitiveadvantageQuality從質量方面發展和控制領導人才的素質以增強我們的競爭優勢CommunicateandstrengthenthesharedvalueofEmerson交流和強化艾默生共同的價值觀,8,BuildingEmersonLeadershipPlatform建立艾默生領導平台,Identification發掘人才,Assessment人才評估,LeadershipDevelopment&

Mentoring領導能力發展和指導,Evaluation項目評估,OrganizationReview組織測評,360Feedback360反饋ClimateSurvey組織氣氛調查Psyche-test性格測試,360Feedback360反饋ClimateSurvey組織氣氛調查TurnoverRateofHighPots高潛質員工之流失率Replacementratefrominternalcandidates員工填補空缺的比率,FeedbacktoManagement向管理層反饋,PUMPINTALENT吸納人才,9,PumpinTalent吸納人才,ExpandtheMBAprogramtobringinsteadystreamofthebestcollegeandMBAgraduatestoprepareforthefuturegrowth應持續穩定地從一流大學中招聘大學的畢業生或MBA為未來的企業發展做準備Huntfortalentcontinuously;

notjustrecruitforvacantpositions應持續不斷地尋求人才而不是仅仅在有職位空缺時才進行招聘,10,CorporateMBADevelopmentProgram總公司為新聘MBA的發展項目,Networking網絡,Corporate&

DivisionPlanningConference總部及分公司規劃會議,ChinaGMMeeting中國總經理會議,LeadershipForum領導人論壇,OtherFunctionalConferences其他職能部門會議,FunctionalExposure各部門運作,AnnualGatheringwithSeniorExecutives與高層管理人員的年度聚會,Theattachmentdurationcanbeflexibledependingontheemployeesaspiration,backgroundandpotentialcareermove外派期限可以根據員工的意願、背景和職業發展潛力靈活制定,CorporateAttachmentinHK（3mths）派至香港總公司（個月）Planning公司規劃Logistics/Procurement物流/採購CorporateCommunication企業傳訊,DivisionAttachmentinAsia（6mths）派至分公司（個月）Marketing&

Sales/Operations市場營銷和銷售/營運,+,DivisionAttachmentinUSHQ（Optional）（2mths）派至分公司總部（個月）Finance/Factory/Marketing/Planning財務/生產/市場營銷/計劃,Mentoring導師,11,BuildingEmersonLeadershipPlatform建立艾默生領導平台,Identification發掘人才,Assessment人才評估,LeadershipDevelopment&

Mentoring領導能力發展和指導,Evaluation項目評估,OrganizationReview組織測評,360Feedback360反饋ClimateSurvey組織氣氛調查Psyche-test性格測試,360Feedback360反饋ClimateSurvey組織氣氛調查TurnoverRateofHighPots高潛質員工之流失率Replacementratefrominternalcandidates員工填補空缺的比率,FeedbacktoManagement向管理層反饋,PUMPINTALENT吸納人才,12,Purpose目的AssessOrganizationcapability,identifypotentialleaders,anddeveloptheircompetencylevelstosupportthefastexpansionandM&

AprogramsinAsia.這項目評估公司組織的能力,發掘有潜質領袖及發展他們之能力水平以配合分公司在亞洲地區之快速增長和合拼項目Provideplannedandsystematiccareermanagementprocesstothehighpotentials.為高潛質者提供有計劃及有系統職業管理過程Enhancetheloyaltytothecompanyandprovidebetteremploymentopportunitytotheemployees.加強員工對公司的忠誠及提供更佳之工作機會,OrganizationReview組織測評,13,OCT,NOV,DEC,JAN,FEB,MAR,APR,MAY,JUN,JUL,AUG,SEP,CORPORATEPRE-PLANNINGCONFERENCE,CORPORATEPLANNINGCONFERENCE總公司年度規劃會議,ASIAN&

EUROPEANCORP.PLANNINGCONFERENCE亞歐地區總公司年度規劃會議,ORGREVIEW組織測評會議,FUNCTIONALCONFERENCE周期性的部門會議,FUNCTIONALCONFERENCE,TECHNOLOGYCONFERENCES科技檢討會議,DIVISIONPROFITABILITYREVIEWS&

GROWTHCONFERENCES分公司盈利檢討會議及分公司業務增長會議,STRATEGYREVIEWS策略檢討會議,FINANCIALREVIEWS財政檢討會議,PRESCOUNCIL總裁政務會,PRESCOUNCIL總裁政務會,FINREVIEW財務審核,PRESCOUNCIL總裁政務會,DivisionBoard月度分公司董事局會議,OCEMeeting首席執行官辦公室會議,OrganizationReview組織測評,ORGREVIEW組織測評會議,ORGREVIEW組織測評會議,FUNCTIONALCONFERENCE周期性的部門會議,FUNCTIONALCONFERENCE周期性的部門會議,14,Ahalf-daymeetingwitheachdivisiononhumanresourcesissues,organizationdevelopment,highpotentialslistandtheirmovement.與分公司的半天會議,討淪有關人力資源問題，組織發展，极具潜能員工和內部變動,OrganizationReview組織測評,Agenda,CurrentOrganizationChart现年的组织结构会议ChangesSincePreviousReview与上年度不同等改变MajorIssuesforNext12Months未来十二個月的主要事务OrganizationPlanningCharts组织计划圖表“Color-Me-Green”Chart图表HighPotentialList高潛質者名单Organizationtosupportmanufacturing,E-business,and/orserviceinitiativeintheregion支援生产及电子商贸的组织Expatriateplanvsdevelopmentoflocalmanagers外国雇员计划及本地经理发展,15,Color-me-GreenChart圖表,16,1.PositionTitle（职务名称）IncumbentManager（在职经理）IncumbentsYearsOfService（服务年限）4.IncumbentsTotalCompRate（总体收入）5.IncumbentsPerformance（业绩）（SeeCoding）,IncumbentsCooperationRating（协作能力评级）（SeeCoding）7.IncumbentsPotential（SeeCoding）（潜力）8.ReplacementsYearsService（该职务替补的工作年限）9.ReplacementsName（替补名称）10.DegreeOfReadiness（替补准备程度）11.ReplacementsComp.Rate（替补的总体收入）,1,Color-me-GreenChart圖表,17,EmersonLeadershipCompetency艾默生的领导職能,ThinkStrategically有战略性思维AnalyzeIssues能分析问题DriveforResults努力争取成果ProvideLeadership展示领导才干FosterTeamwork倡導团队合作精神BuildRelationships建立良好的关系DevelopPeople辅助他人成长,CommonCharacteristics共同特徵,18,Color-me-GreenChart圖表,

（1）Outstanding傑出表現Awardedonlytothosemanagerswhohavemadesignificant,easilyrecognizablecontribution;

performancesoclearlyoutstandingastobeobvioustoall.Resultsobtainedfarinexcessoftherequirementsandindicateearlypromotionpotential.Ratingmustbesupportedwithspecifics.Note:

A“good”managermayhaveanoutstandingyearandberated“outstanding”.However,themanagerwhoseperformanceexceedsrequirementsbutdoesnotmakea“significant”contributionshouldberated“commendable”.

（2）Commendable值得嘉許Performanceexceedsexpectations.Employeesday-to-dayperformance“excellent”,butnospecialcontributioncanbecited.,（3）Competent有能力Performancecompletelysatisfactoryandsufficientineveryrespect.Meetsallendresultsexpectedofaseasonedandwell-qualifiedemployee.（4）Adequate可接受Resultsnotyetcompletelymeetingrequirementsofallobjectives.Resultsfallsomewhatbelowexpectedlevelsofaccomplishment.Needforfurtherdevelopmentrecognizable,butprogressclearlyevident.（5）NeedsImprovement有待改進Unacceptableperformance.Resultsnoticeablybelowtheexpectedlevel;

mayhavetobereplacedifnomajorimprovement.（6）NewinPosition新增職位Noevaluation.,PerformanceCoding业绩评级（Number5）,（Orange/Gold）,（Green）,（Blue）,（Yellow）,（Red）,（White）,19,

（1）Outstanding傑出Qualificationsforadvancingtohigh-level（executive）position-highperformance

（2）ExceedsExpectations高於期望Clearpotentialforadvancingtohigh-levelpositionorforsubstantiallyincreasedresponsibilitiesatpresentlevel（3）SomePotential有潛質Potentialtohandleexpandedresponsibilitiesatpresentlevelandperhapsonelevelhigher.（4）LimitedPotential有限度的潛能Atornearcapacityinpresentpositionorlimitedduetopersonalfactors.（5）NotPromotable不考慮提升Belowaveragepotential（6）NewinPosition新增職位Noevaluation.,PotentialAppraisal潜力的评级,

（1）ReadingReplacement預備替補Within30days（nominalorientation）

（2）PendingReplacement等待替補Within1year（afterspecificexperienceinselectareas）（3）FutureReplacement將來替補Within3years（afterspecificexperienceordevelopment）,DegreeofReadinessCoding（Number10）替補的等级,（Orange/Gold）,（Green）,（Blue）,（Yellow）,（Red）,（White）,Color-me-GreenChart圖表,20,CareerDevelopment事業發展,Nolongerafixedpathinastructuredcareerladder沒有固定路徑的事業發展階梯,Enrichment擴大職責范圍,Lateral橫向調動,Rotation輪調,Relocation跨区调动,21,AcrossFunctions跨職能,AcrossCountries跨國家,AcrossDivisions跨分公司,EstablishandmaintainthedatabaseofthehighpotentialemployeesinAsia建立及維持亞洲地區之高潛質員工名單的內容Facilitatetheemployeemovement/promotioninEmersonplatform配合及推動員工在艾默生公司裹之調動和晉升,CareerDevelopment事業發展,22,BuildingEmersonLeadershipPlatform建立艾默生領導平台,Identification發掘人才,Assessment人才評估,LeadershipDevelopment&

Mentoring領導能力發展和指導,Evaluation項目評估,OrganizationReview組織測評,360Feedback360反饋ClimateSurvey組織氣氛調查Psyche-test性格測試,360Feedback360反饋ClimateSurvey組織氣氛調查TurnoverRateofHighPots高潛質員工之流失率Replacementratefrominternalcandidates員工填補空缺的比率,FeedbacktoManagement向管理層反饋,PUMPINTALENT吸納人才,23,BuildingEmersonLeadershipPlatform建立艾默生領導平台,Identification發掘人才,Assessment人才評估,LeadershipDevelopment&

Mentoring領導能力發展和指導,Evaluation項目評估,OrganizationReview組織測評,360Feedback360反饋ClimateSurvey組織氣氛調查Psyche-test性格測試,360Feedback360反饋ClimateSurvey組織氣氛調查TurnoverRateofHighPots高潛質員工之流失率Replacementratefrominternalcandidates員工填補空缺的比率,FeedbacktoManagement向管理層反饋,PUMPINTALENT吸納人才,24,Developmentmeansstretching培養員工就是提供擴大的職務以增強其能力Keepthelearningcurvesteep加速學習步伐Provideexposureacrossfunctionsanddivisions在分公司間提供不同職能部門的工作以擴闊閱歷Strongsupporttofacilitatethemovementofhighpotentialsacrossdivisions大力支持分公司間職位的調動Thedevelopmentneedsofhighpotentialsarefactoredintodecisionofdeployment高潛質人才的發展需求應為人員調配的考