IHG洲际酒店集团员工个人发展计划指南

1PersonalDevelopmentPlanning个人发展计划Youwillhavetheopportunitytodevelopforyourcurrentandfutureroles.你将得到针对目前和未来职责的发展机会RoomtoGrow－成长的空间Feb.20102Agenda日程•Reviewfeedbackfromourpeople•回顾来自员工的反馈建议•PDPProcess•PDP流程•Manager’sResponsibilities•上司的责任•Employee’sResponsibilities•员工的责任•DevelopmentPlanningGuidelinesandExamples•发展计划的指引及实例•Whatthenext?•下一步?3Fromanemployeepointofview,whatarethebiggestchallengesinpreparingtheirPDP?员工在准备其PDP时面临的最大挑战•MyknowledgeandabilitytocompletethePDPform•完成PDP表格所需的知识和能力•Findrightdevelopmentactivitiesformyimprovement•寻找针对改进的恰当发展行动•MyManager’sgenuineinterestinpeople’sdevelopment•上司对员工发展的切实关注•Lackofopportunitytogrowinmyproperty•酒店内的发展机会欠缺4Fromamanagerpointofview,whatarethebiggestchallengesinhelpingourpeopletopreparetheirPDP?上司在帮助员工准备PDP时面临的最大挑战•Costoftime,money,andresourcesinpeople’sdevelopment•时间、金钱和员工发展所需的各类资源•Manager’sknowledgeandabilitytohelpourpeopleintheprocess•上司帮助员工PDP所需的知识和能力•Managerlackofcommitment•上司对PDP缺乏认可和投入5Whyourpeopledon’tfeelwearefocusingontheirdevelopment?员工为何感受不到我们对其发展的重视?•NoPDPMeeting•没有PDP会谈•Lackoffollowupforindividual’sPDP•对员工PDP缺乏落实•Turnoverofmiddlemanagersbreakstheprocess•因中层经理流动而导致的进程终止•PDPnotlinkwithpeople’spromotioninthehotel•PDP和员工升职之间缺乏关联•Peoplethoughtpromotionandsalaryincreaseismoreimportantthanpersonaldevelopment•相对个人发展，员工认为升职和加薪更重要•PeoplethoughtPDPis“attendingtraining”,butalotoftime,itisnotthemosteffectiveway•员工将PDP等同于“参加培训”，其实很多时候培训并非最有效途径6Whatdoyouliketoseemostinthistraining?在此次的培训中，我们希望看到..?•Talkaboutmoreon-the-jobactivities•更多讨论在岗工作活动•Waysorapproachestolearntoimprovetheirshortages/weakness.•改进员工弱项的学习方法和途径•HavemorerealcasesandexamplesonhowPDPlinktoperformance•运用更多真实案例来阐述PDP与绩效之间的联系•Howtoreviewtheprogressofemployees’PDPeffectively&conveniently?•如何方便有效地评估员工PDP进程•Emphasisontrackingandfollowingup•追踪进展，重视落实7WhatelsetheCorporateOfficecandotohelpyourhotelimproveinthisarea?/公司还有哪些事项可帮助酒店提升PDP表现?•Structuredpromotion/transferpolicycommittedbyowners•标准化的升职/调岗政策且获业主认可•Aplatformforhotelstosharebestpracticeindevelopmentplanning.•建立酒店间可分享有关发展计划最佳做法的沟通平台•Adevelopmentresourcesbookletforourpeopletorefertowhenpreparingtheirdevelopmentplansuchas“SuccessfulManagerHandbook”publishedbyPDI•提供在准备发展计划时用作参考的小册子，如PDI出版的“成功经理手册”•Tohavemoreintegratedapproachandcommunicationontalentmanagementprocess•有关精英管理流程更为全面完整的方案和沟通资讯•MorefocusedandstructuredinHIPOdevelopment•在高潜力员工发展方面更具针对性和系统性8Process流程Steps/步骤Who/何人负责When/何时完成HRorganizeandconducttrainingtomanagersandemployeesHR组织开展针对经理和员工的培训HR人力资源部February/2月EmployeeprepareownPDPbaseonperformancefeedback员工根据绩效反馈结果，准备其PDPEmployee员工March/3月ManagerprepareforthePDPmeeting经理准备进行PDP会谈Manager经理March/3月ConductPDPmeetingandagreeonplan主持PDP会谈并达成一致Manager&Employee经理和员工March/3月ImplementthePlan实施计划Employeewithsupportbymanager员工实施，经理支持Onwards/3月之后Everyonehasdevelopmentneedandshouldhaveadevelopmentplan各人皆有其发展需求，应有相应发展计划Employeeownshis/herdevelopment.Managerprovidessupport.员工对其自身发展负责，经理则需提供支持9Employee’sResponsibilities员工责任•Takeownershipandaccountabilityforyourdevelopment&growth•对自身发展承担责任和义务•Thinkaboutyourcareeraspiration•考虑自身职业理想•Knowyourstrengthandgaps•了解自身优势和差距•Seekfeedbacksfrommanager,peers,andsubordinate•主动获取上司、同僚和下属的反馈•PrepareyourPDP•准备自己的PDP•DiscussyourPDPwithyourManager•和上司讨论自己的PDP•ImplementyourPDP•实施自己的PDP•Askforsupportandseekfeedbackcontinuously•持续寻求支持并听取反馈10Manager’sResponsibilities上司的责任•Deliverourcommitment–roomtogrow•遵守承诺–发展的空间•Knowpeople’scareeraspiration•了解员工的职业理想•Knowpeople’sstrengthandgaps•了解员工的优势和差距•Spendtimetodiscussemployee’sPDP•花时间与员工讨论其PDP•ProvidesuggestionsondevelopmentmethodandactivitiesduringPDPmeeting•在PDP会谈中提供关于发展方式及活动的建议•Providenecessarysupportforyourpeopletoimplementtheirdevelopmentplan•在员工实施发展计划时向其提供必要的支持•Providecontinuousfeedback•持续提供反馈11Planningforsuccess为成功计划PersonalDevelopmentPlanName:Position:Lastupdated:1.MyCareerAspirations:MovetonewroleIfyouhaveselected‘movetonewrole,’pleasedescribethetypeofroleyouarelookingfor:Timeframe:Mobility:2.MyPersonalDevelopmentPlan:Step1Step2Step3Step4MyTarget-WhatIamgoingtofocusmydevelopmenton?MySuccess-WhatwillitlooklikewhenI’vesuccessfullydevelopedtheseareas?MyActions-WhatI’lldo,whowillbeinvolvedandwhen+whatsupport/resourcesareneededforeachareaKeepingMyselfonTrack-Mysuccessmilestonesthatwillhelpmereviewmyprogress12MyCareerAspirations我的职业理想•WhatIwanttodointhefuture?•我未来想从事什么职位?•Timeframe?•时间表？•Mobility?•是否愿意迁移？•Realistic?•切合实际？•IfIstayincurrentrole,howIwanttoseemyselfbeingmoreeffective•如果依然从事现职位，任何使自己更加有效？13MyCareerAspirations–Example我的职业理想–实例•Tostayincurrentroleinnext12months•在接下来的12个月中依然任现职•Openafullservicehotelin1stor2ndtiercitywithinnext2years•之后两年内，在1或2线城市筹开一家全功能酒店•TobecomeanF&BheadinCPorIChotelsin3years•3年内成为CP或IC酒店的餐饮总监•TobecomeaGMinHIEXin12months•12个月内成为假日快捷酒店的总经理•Tostrengthenmyleadershipincurrentroleinnext12months•之后12个月里在现职任内提升自身领导力•ToacquireexposureinRoomsinnext12months•在之后12个月里涉猎房务部14•Reflectonperformancereview,other’sfeedback,andyourcareeraspiration•反思绩效评估结果和他人反馈，体现个人职业理想•Identify2to4areastofocus(strengthanddevelopmentneeds,currentroleandfuturerole)•致力于2至4个关键领域（优势、发展需求、现职、未来职位）•Targetsl