7.领胜领导力(经理级以上人员)V1.0范例.ppt

* * Making the overall assessment is then very easy. It it the result of the comparison between - level observed (competency by competency) =in Hiris : 1 assessment, result of the discussion between manager boss (validated by boss) - level expected/targeted. The target should be adapted to the manager’s profile and experience : lower end of the target if the mnager is at an entry level of his/her position, or higher end of the target with string experience within his/her level. You can then assess either : Lower than expected In line with expected Higher than expected Exceptional 专业 精英 管理者 领导者 绩效 教练 职业经理人角色能力路线图 三次转型 后续…… 建立三级人才管理体系 集团级 事业部级 工厂级 HT+KC HV+HP HT 搭建三级人才管理体系 集团级 事业部级 工厂级 HT+KC HV+HP HT 管理/技术人员职业发展通道 管理人员 专业人员 领导力 专业胜任力 经济考核指标 L低 H高 H高 L低 胜任力/企业价值观认同度 搭班子，定战略，带队伍…… Thanks! * Making the overall assessment is then very easy. It it the result of the comparison between - level observed (competency by competency) =in Hiris : 1 assessment, result of the discussion between manager boss (validated by boss) - level expected/targeted. The target should be adapted to the manager’s profile and experience : lower end of the target if the mnager is at an entry level of his/her position, or higher end of the target with string experience within his/her level. You can then assess either : Lower than expected In line with expected Higher than expected Exceptional * * * * * * * * * * * * * * * * * * * * The Management Development Map is strongly rooted into the Danone managerial culture: Danone values inspiration: each value has been translated into management attitudes. The Management Development Map develops these attitudes. The roles of any Danone manager : Develop talent : revealing all talents. Develop performance : delivering results quickly Build vision and drive change : initiate and implement change with and through people Self : own development The more experience the manager has, the more he/she develops him/herself on these 3 roles. This con