5. Mercer Human Resource Consulting素质能力的各种应用及其影响力Incent right talent depth/breadth for the business
Recognize and retain key talentsRewards
报酬Build industry-leading expertise
Develop technical leaders
Accelerate pace of learningDevelopment & Training
培训和开发Attract/identify “best matches” for the capabilities needed
Strengthen internal sourcing for key assignmentsSelection/ Staffing
选拔Attract and retain key talent
More transparent and reliable career flow management Career Path Systems
职业道路设计Build sustainable talent pools for critical roles/ functions
Manage career transitions from one role level to the nextSuccession
继承计划Identify capability strengths and gaps
Drive focused improvement to raise the performance barPerformance Management
绩效管理
关键
素质指标 (KCIs)
35. Mercer Human Resource Consulting素质能力评估流程- 多渠道反馈多渠道评估组核心素质专业素质同事客户汇总分数+x members8 core competencies assessedInternal sourceExternal sourceAssessmentUp to 8 functional competencies assessed+上级50% of influence over Summary Competency Rating50% of influence over Summary Competency Rating
36. Mercer Human Resource Consulting素质评估的5步曲对每个素质能力:Rate the person解释评估分值原因KCI与此职位相关?改进建议此KCI在现实中的
发生几率任职人的实际表现Step 1Step 2Step 3Step 4Step 5
38. Mercer Human Resource Consulting行为反馈表
素质 I. ………..
定义 ……….
KCI行为出现的频度Unable to RateInfrequently/ NeverFrequentlyConsistentlyA……mmmmB……mmmmC……mmmmD ……Mmmm……Mmmm备注素质能力评估工具-示例
39. Mercer Human Resource Consulting素质: ABC·……….…..are warranted· …… dictate·Builds ……..updated, ……·Actively scans the ……..early signs of new trends ……..·Makes timely decisions ……..Comments on Behaviours Demonstrated:素质能力评估工具-示例素质名称
40. Mercer Human Resource Consulting素质能力评估工具-示例素质评估反馈汇总
见附件
41. Mercer Human Resource Consulting核心素质评估反馈报告COMMENTS-
RO:
Co-workers/Peers:
Customers:
Direct Reports:
COMMENTS
42. Mercer Human Resource Consulting专业素质能力评估反馈报告FUNCTIONAL COMPETENCIESCOMMENTS-
RO:
Co-workers/Peers:
Customers:
Direct Reports:
COMMENTS
44. Mercer Human Resource Consulting反馈 - 评估结果诠释示例 1 Possible Interpretation: Unrealized StrengthAction: Check comments for better understanding. Discuss with RO and/or peer. Find ways to use this strength more in one’s work and become more aware of its impact on others.
45. Mercer Human Resource ConsultingPossible Interpretation: Potential BlindspotAction: Check comments for better understanding. Discuss with RO and/or peer. Consider as improvement priority within Performance Enhancement Action Plan.反馈 - 评估结果诠释示例 2
46. Mercer Human Resource ConsultingPossible Interpretation: Non-conclusive message from ratings. May mean that competency is not well understood by the feedback providers and therefore, the feedback is not very meaningful.Action: Check comments for better understanding. Discuss with RO and/or peer. Select something else as PEO priority until there is more clarity from future feedback reports.反馈 - 评估结果诠释示例 3 -离散
47. Mercer Human Resource ConsultingPossible Interpretation: Convergence on 3/4 as reliable feedback rating, with an outlier in the subordinate category.Action: Focus on the dominate cluster of feedback ratings. Do not obsess on the “outlier” data points. Comments may provide some insight into perceptions of the “outliers”.反馈 - 评估结果诠释示例 3A - 出界点
48. Mercer Human Resource ConsultingPossible Interpretation: Suggests that person behaves differently with customers, peers and RO, then with subordinates. May represent a “relative power” response. May also mean that subordinates view competency expectation differently than other panel categories.Action: Check comments for better understanding. Discuss with RO and/or peer. Consider as improvement priority within Performance Enhancement Action Plan, if seen as a major obstacle to person’s success as a team leader.反馈 - 评估结果诠释示例 3B - 两级
55. Mercer Human Resource Consulting激励性“热键”举例表达对员工技能和知识十分欣赏与尊重,尽可能随时指出该技术专长
认可和欣赏员工所面临的挑战与挫折,表示对他或她战胜他们充满信心
强调员工的努力和成就所带来的特殊价值与影响
强调员工自己的优秀标准,鼓励他或她根据这些标准来工作
交流员工工作的更高层次的目的,给予其当前任务以更深的意义
56. Mercer Human Resource Consulting激励性“热键”举例给予此类员工大量的个人时间和足够的重视
让此类员工感到日常在工作团队中受到欢迎,完全是该团队的一部分
安排机会让此类员工与其领域内的专家和/或公司的高层领导交流
帮助此类员工确信其工作正是他们生活中真正想做的并且是与他们最强的日常兴趣相联系的。
让团队能够表达其为了团队成功, 他们需要此类员工的努力.
57. Mercer Human Resource Consulting成人学习的模式4. Reflecting
Self-reflection
Checking your impact on results3. Performing
Applying it in your work
Finding the right moments2. Practicing
Simulations
Role plays
Rehearsing it
Visualizing your actions
Testing1. Knowing
Instruction/courses
Reading
Watching others
58. Mercer Human Resource Consulting积极的学习者自测题1. I proactively seek out developmental opportunities to build new knowledge and skills
2. I enlist the support of others in achieving personal learning goals
3. I ask others feedback to improve one’s performance
4. I learn from mistakes and transfer this learning to next related situation
5. I identify experts and closely observe what they do/say
6. I find ways to reinforce my learning achievements
7. I track progress on personal development goalsCheck the responses that best match you: Rarely Sometimes Frequently Rarely Sometimes Frequently Rarely Sometimes Frequently Rarely Sometimes Frequently Rarely Sometimes Frequently Rarely Sometimes Frequently Rarely Sometimes Frequently
64. Mercer Human Resource Consulting素质评估为基础的人才选拔Adaptability
Is flexible; maintains effectiveness by adjusting behavior, work routines, and habits to meet a goal and/or changing circumstances. Is seen as balanced despite the conflicting demands of the situation.Tell me about a time when you had to change your priorities because of a change in circumstances or plans. How did you handle it and what was the result?
Think of an organizational change you went through -- how did it affect your work routines? Give an example.
What is the biggest work related change you have ever faced, how did you handle it and what did you learn from it?
Give me an example of how you quickly adapted to a change in your work area when others were resisting it and holding on to "the old way."
Describe a time when you and/or your team faced an unexpected challenge. How did you meet it? What was the outcome?
…….
……?
……?
……?
…….职位能力要求面试问题