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class="content"><p><span>需求數(shù)量：</span>0</p><p><span>價(jià)格要求：</span>面議</p><p><span>所在地：</span>江蘇省</p><p><span>包裝要求：</span><span style="color: #f30;"></span></p><p><span>產(chǎn)品關(guān)鍵詞：</span>連云港口碑好華為績(jī)效管理,華為績(jī)效管理</p><p><span>***更新：</span>2020-07-08 11:28:34</p><p><span id="click" >瀏覽次數(shù)：1次</span></p><a rel="nofollow" class="button">聯(lián)系我們</a></div></div><div id="b77bdkm" class="rightbox"><h3>公司基本資料信息</h3><p style="border:0;"><a rel="nofollow">無錫成就企業(yè)管理咨詢服務(wù)有限公司</a></p><p><span>聯(lián)系人：</span>成芳</p><p><span>郵箱: </span>2429441159@qq.com</p><p><span>電話: </span>13616194370</p><p><span>傳真: </span>0510_</p><p><span>網(wǎng)址: </span></p><p><span>手機(jī): </span>0510-88572023</p><p><span>地址: </span>湖濱街15號(hào)蠡湖科研大廈第七層703</p><p>[當(dāng)前離線] <a rel="nofollow"> [加為商友] </a><a rel="nofollow"> [發(fā)送信件] </a></p></div></div><div id="bphzb3h" class="page-proshow02"><p class="title">詳細(xì)說明</p><div id="33y282y" class="box"><p><p> 在績(jī)效管理變革方面，未來績(jī)效管理將更加側(cè)重于指導(dǎo)、反饋，連云港口碑好華為績(jī)效管理，而非績(jī)效評(píng)估。同時(shí)，組織也傾向于開發(fā)出一些基于移動(dòng)應(yīng)用的調(diào)研工具，發(fā)揮員工的優(yōu)勢(shì)，而非針對(duì)員工劣勢(shì)進(jìn)行批評(píng)指正。通過與員工的互動(dòng)與反饋，增加員工與管理者的連接。在這個(gè)過程中，通過提出目標(biāo)、分析需求、制定原型、進(jìn)而在小范圍推出創(chuàng)新產(chǎn)品，進(jìn)行嘗試，及時(shí)完善，并終在整個(gè)組織范圍內(nèi)進(jìn)行應(yīng)用。還有一些企業(yè)在績(jī)效管理變革中，嘗試了下列實(shí)踐：引入的方法和步驟OKR目標(biāo)與關(guān)鍵成果法是以目標(biāo)為起始點(diǎn)，在管理者制定出全企業(yè)層面的總目標(biāo)后，中層及基層主管、員工據(jù)以設(shè)定各自的部門目標(biāo)及個(gè)別目標(biāo)，并把寶貴的接近**有感觸的**員工的見識(shí)、建議、積累的經(jīng)驗(yàn)方法等更多的納入運(yùn)營(yíng)過程中發(fā)揮價(jià)值。引進(jìn)方法有兩種路徑1、“縱向引進(jìn)”入部門試行：應(yīng)選易奏效的部門來試驗(yàn)。比如銷售部，因?yàn)殇N售部門的功效，容易以具體的目標(biāo)表示出來，而結(jié)果也易于測(cè)定，能用具體、定量的方式來計(jì)劃。2、橫向引進(jìn)法：這是從經(jīng)營(yíng)管理層，連云港口碑好華為績(jī)效管理，連云港口碑好華為績(jī)效管理、監(jiān)督層、作業(yè)層等企業(yè)各個(gè)層次中選擇一個(gè)層次進(jìn)行試行的一種引進(jìn)方法。確定OKR目標(biāo)與關(guān)鍵成果法管理的形態(tài)采用以提高業(yè)績(jī)和效率為中心的目標(biāo)管理。無錫華為績(jī)效管理課程咨詢，無錫成就企業(yè)管理咨詢供應(yīng)；連云港口碑好華為績(jī)效管理</p><div style="width:100%;text-align: center;"><img style="max-width: 640px; max-height: 320px;" alt="連云港口碑好華為績(jī)效管理,華為績(jī)效管理" src="https://tyunfile.71360.com/UploadFile/wxcjqygl/637271718243720703/8564753.png"></div><p> 三、績(jī)效評(píng)估 </p> <p> 1、評(píng)估內(nèi)容 </p> <p> 華為要求績(jī)效考核指標(biāo)盡量細(xì)化而且定量。例如：針對(duì)人力資源部門，員工招聘完成率及員工的離職率代替了人力資源整體工作表現(xiàn)這樣的定性指標(biāo)，而新員工培訓(xùn)完成率及培訓(xùn)滿意度則代替了員工培訓(xùn)管理情況這樣的定性指標(biāo)。 </p> <p> 2、評(píng)估方式 </p> <p> 在評(píng)估方式方面。華為對(duì)員工績(jī)效關(guān)注的同時(shí)，更關(guān)注對(duì)團(tuán)隊(duì)的考評(píng)。華為規(guī)定，在年終評(píng)定中，業(yè)績(jī)不好的團(tuán)隊(duì)原則上不能提拔干部，也不允許跨部門提拔。強(qiáng)調(diào)員工給結(jié)果付錢（獎(jiǎng)），給努力鼓掌（勵(lì)）。加工資是公司對(duì)你的崗位有了新的更高要求，那些沒有調(diào)薪的崗位，要先提升它的作用和價(jià)值。 </p> <p> 3、考評(píng)對(duì)象 </p> <p> 華為針對(duì)中高層管理者與一般員工的考評(píng)有著很大的差別。華為雖然開展嚴(yán)格的績(jī)效考評(píng)，但是對(duì)普通員工付出的勞動(dòng)，還是強(qiáng)調(diào)要給付高于行業(yè)平均的報(bào)酬。而對(duì)中高層管理者或者公司干部，則提出的要求。這其中不**包括業(yè)績(jī)、專業(yè)能力、協(xié)調(diào)能力、而且也包括員工的獻(xiàn)身精神。針對(duì)管理干部的考核中，華為強(qiáng)調(diào)KSF薪酬激勵(lì)，目的是要求管理干部能夠用業(yè)績(jī)說話，征服底層員工！連云港口碑好華為績(jī)效管理無錫華為績(jī)效管理課程口碑好無錫成就企業(yè)管理咨詢供應(yīng)；</p><div style="width:100%;text-align: center;"><img style="max-width: 640px; max-height: 320px;" alt="連云港口碑好華為績(jī)效管理,華為績(jī)效管理" src="https://tyunfile.71360.com/UploadFile/wxcjqygl/637271718396689453/4380652.png"></div><p> 華為所謂的"擰麻花"就是這種方式，產(chǎn)品線和區(qū)域分解目標(biāo)時(shí)，同時(shí)給它相應(yīng)的"獎(jiǎng)金包"的權(quán)力。 </p> <p> 當(dāng)產(chǎn)品線要推廣自己的新產(chǎn)品時(shí)，可以向區(qū)域設(shè)立獎(jiǎng)金包，區(qū)域拿到獎(jiǎng)金包就有了推廣新產(chǎn)品的動(dòng)力，可以向產(chǎn)品線要求加強(qiáng)哪方面的產(chǎn)品的要求。比如，如果有一個(gè)新的建網(wǎng)要求，要新的產(chǎn)品的支持，產(chǎn)品線要什么時(shí)候向區(qū)域交貨，就可以設(shè)立獎(jiǎng)金包。 </p> <p> 雖然考的是同一個(gè)指標(biāo)，這個(gè)指標(biāo)是互相交流的，而且不同的部門之間有獎(jiǎng)金包可以作為相互交叉的激勵(lì)機(jī)制。 </p> <p> 通過這樣一種激勵(lì)機(jī)制的建立，使得各個(gè)部門之間形成了這樣的合力，解決了個(gè)人自掃門前雪的問題。 </p> <p> <br /> </p><p style="text-indent:25px">【經(jīng)營(yíng)策略班】課程收益：一、汲取管理精髓系統(tǒng)學(xué)習(xí)經(jīng)典的工商管理知識(shí)，構(gòu)建的知識(shí)結(jié)構(gòu)，提升決策洞察力和管理水平。二、解決實(shí)際問題1、理論聯(lián)系實(shí)踐，直擊當(dāng)前企業(yè)管理困惑和經(jīng)營(yíng)瓶頸，幫助學(xué)員找到企業(yè)突破的改善方案。2、**學(xué)習(xí)模式，融合平臺(tái)智慧，激蕩思維，幫助學(xué)員發(fā)現(xiàn)新的商業(yè)模式、利潤(rùn)增長(zhǎng)點(diǎn)。三、結(jié)識(shí)商界精英結(jié)識(shí)商界精英，借鑒同學(xué)智慧，整合優(yōu)勢(shì)資源。四、互動(dòng)式教學(xué)方法自學(xué)+面授相結(jié)合，深入精辟的理論講解+生動(dòng)活潑的案例分析+分組專題互動(dòng)研討。華為績(jī)效管理培訓(xùn)聯(lián)系無錫成就商學(xué)院；</p><div style="width:100%;text-align: center;"><img style="max-width: 640px; max-height: 320px;" alt="連云港口碑好華為績(jī)效管理,華為績(jī)效管理" src="https://tyunfile.71360.com/UploadFile/wxcjqygl/637271718089687500/4405109.png"></div><p> 這樣的考核制度會(huì)讓員工聚焦于自己的工作，聚焦于自己的業(yè)績(jī)。企業(yè)管理的透明度增加，員工可以通過績(jī)效考核單中的詳細(xì)指標(biāo)，清楚地看到自己在過去的一年中，有什么是做得好的，有什么是做得不到位的、可以及時(shí)改進(jìn)的。員工的優(yōu)劣在績(jī)效考核單中可以一目了然，這樣，有的員工在拿到較少獎(jiǎng)金后，也不會(huì)認(rèn)為自己比別的同事吃虧，他可以根據(jù)績(jī)效考核單來分析出自己為什么獎(jiǎng)金拿得少，下一次更加努力。萬物皆不完美，人生總有缺憾。企業(yè)管理制度也是一樣。通過華為的以結(jié)果為導(dǎo)向的績(jī)效考核案例，我們也應(yīng)該學(xué)會(huì)思考。這種以結(jié)果為導(dǎo)向的績(jī)效考核固然有著很多的優(yōu)點(diǎn)，但是也會(huì)存在著一些不足。結(jié)果導(dǎo)向會(huì)讓員工關(guān)注短期業(yè)績(jī)，而忽視了企業(yè)的長(zhǎng)期利益，不利于企業(yè)的長(zhǎng)期發(fā)展；而且整個(gè)企業(yè)形成了這種實(shí)用主義、基于結(jié)果的企業(yè)文化，會(huì)導(dǎo)致企業(yè)將人才視為錢、財(cái)、物等一樣的資源，只追求短期經(jīng)濟(jì)利益回報(bào)，而忽視了人才的長(zhǎng)期開發(fā)培養(yǎng)工作。因此，個(gè)人認(rèn)為，員工的績(jī)效考核不能搞一刀切，頭發(fā)胡子一把抓。對(duì)待不同層次、不同類型的員工應(yīng)采取不同的績(jī)效考核原則。比如對(duì)于基層員工或者銷售崗位的員工，可以采取結(jié)果導(dǎo)向?yàn)橹鞯目?jī)效考核原則；而對(duì)待高層管理員工或者技術(shù)骨干。華為人力資源“三部曲”之績(jī)效管理與激勵(lì)機(jī)制；連云港口碑好華為績(jī)效管理</p><p style="text-indent:25px">無錫華為績(jī)效管理專業(yè)指導(dǎo) 無錫成就企業(yè)管理咨詢供應(yīng)；連云港口碑好華為績(jī)效管理</p><p> 提高人均毛利 </p> <p> 但是，很多員工不會(huì)為了銷售收入的提升而努力，所以一定要有毛利，這個(gè)數(shù)基本上在30倍到100倍。 </p> <p> 華為首先將毛利分成六個(gè)包：研發(fā)費(fèi)用包、市場(chǎng)產(chǎn)品管理費(fèi)用包、技術(shù)支持費(fèi)用包、銷售費(fèi)用包、管理支撐費(fèi)用包、公司戰(zhàn)略投入費(fèi)用包。而且要找到這六個(gè)包的“包主”，讓這個(gè)“包主”去根據(jù)毛利來配比下面需要幾個(gè)人。 </p> <p> 任何一個(gè)企業(yè)，人均毛利是的生存指標(biāo)。人均毛利35萬元，是一個(gè)企業(yè)的收入水平。若人均毛利35萬元，60%即21萬元是人工成本，還有25%是業(yè)務(wù)費(fèi)用，15%是凈利潤(rùn)。目前，在北上廣深**城市，如果說企業(yè)里的員工，一個(gè)月拿不到8000塊錢薪資，大家就沒法生活。 </p> <p> 華為之所以一定要實(shí)現(xiàn)人均毛利100萬元的目標(biāo)，是源于華為規(guī)定，員工必須拿到28萬元的固定工資。 </p> <p> 這個(gè)問題對(duì)于中小企業(yè)同樣適用，一定要注意將人均毛利提上去。人均毛利率的增長(zhǎng)，決定著工資包的增長(zhǎng)。如果中小企業(yè)的工資包上不去，一定會(huì)成為大企業(yè)的黃埔軍校，掌握技能的人才就會(huì)被別人挖走。連云港口碑好華為績(jī)效管理</p><p style="text-indent:25px">無錫成就企業(yè)管理咨詢服務(wù)有限公司始建于2009-06-08，坐落于湖濱街15號(hào)蠡湖科研大廈第七層703，現(xiàn)有員工11~50人余人。阿米巴,華為是無錫成就企業(yè)管理咨詢服務(wù)有限公司的主營(yíng)品牌，是專業(yè)的企業(yè)管理培訓(xùn)：經(jīng)營(yíng)策略班、管理效率班、營(yíng)銷效益班、生產(chǎn)效能班、咨詢式內(nèi)訓(xùn)、企業(yè)商學(xué)院、企業(yè)大學(xué)等。企業(yè)管理咨詢：流程再造、業(yè)績(jī)突破、人力資源、生產(chǎn)管理、營(yíng)銷策劃、內(nèi)部管控等。非學(xué)歷職業(yè)技能培訓(xùn)。公司，擁有自己**的技術(shù)體系。公司不**提供專業(yè)的企業(yè)管理培訓(xùn)：經(jīng)營(yíng)策略班、管理效率班、營(yíng)銷效益班、生產(chǎn)效能班、咨詢式內(nèi)訓(xùn)、企業(yè)商學(xué)院、企業(yè)大學(xué)等。企業(yè)管理咨詢：流程再造、業(yè)績(jī)突破、人力資源、生產(chǎn)管理、營(yíng)銷策劃、內(nèi)部管控等。非學(xué)歷職業(yè)技能培訓(xùn)。 ,同時(shí)還建立了完善的售后服務(wù)體系,為客戶提供質(zhì)量的產(chǎn)品和服務(wù)。自公司成立以來，一直秉承“以質(zhì)量求生存，以信譽(yù)求發(fā)展”的經(jīng)營(yíng)理念，始終堅(jiān)持以客戶的需求和滿意為**，為客戶提供質(zhì)量的[ "管理咨詢", "管理培訓(xùn)", "人才孵化", "業(yè)績(jī)突破" ]，從而使公司不斷發(fā)展壯大。</p></p><br /><p>文章來源地址: http://www.cdcfah.com/cp/535214.html</p></div></div></div></div></div><div id="tsph8ud" class="page-right twoColRt"><div id="k782ul2" class="box01 margin10 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