Performance Agreement

1
CHANGE
??????????????????????????????????????????????????
?????
(Performance Agreement)
?.??.????????? ??????? ????????????????
21/03/2009
2
?????????? ??????????????????????
??????????????????????????????????????????????????
??????????????????????? (Performance enhancement
human resource management system)
????
?? Competency-based human resource management
???????????????????????????????????????????
??????????
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HR Strategy Maximize the performance of the
workforce through alignment of HR activities and
programs with the strategic direction and
business needs of the organization
Performance Enhancement Develop and deliver
programs that enhance the organizations ability
to attract, develop and retain superior performers
??????????
??????????????????????
HR Strategy
20
HR Strategy
5
Performance Enhancement
45
Performance Enhancement
25
Handle employee transactions and
inquiries
Transactions
Transactions
30
15
Adminis-tration
Manage vendors, suppliers, budgets, and HR systems
Administration
20
40
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Performance Enhancement
Human Resource Management System
Recruitment Selection
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Competency-Based HR Management
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Recruitment Selection
Succession Plan
HR Planning
Performance Management
Training Development
Compensation System
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???????????????????????????????????

• ?????????????????????????????????????????????????
  ?????????????????????????????????/??????
• ?????????????????????????????????????????????????
  ??
• ?????????????????????????????????????????????????
  
• ????????????????????????????????????????????
  Succession Plan

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???????????????????????????????

• ?????????????????????????????????????????????????
  ??????????????????????????????????? ???????????
  Performance Agreement ????????????????????
  Knowledge management ?????????????????????????????
  ???????
• ????????????????? ???????????????????????????????
  ??????????????????????? ????????? ???????
  (Competency )

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??????????????????????????????????

• ???????? ???????????????????????????????
  ??????????????????????/????????
• ??????????????????????????????????????
  (Performance Enhancement)
• ??????????????????????/????????????????/????????
  ?????????????????????
• ?????????????????????????? ???????????????????????
  ????????? ???????????????????? ???????????????????
  ??????

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Performance Agreement ????????

• ??????????????????????????????????????????????????
  ???????????????????????? ???????????????????????
• ?????????????????????????????????????????????????
  ????????????????????? ???????????????
  ???????????????????????????????????????????????
• ????????????????????????????? ????????????????????
  ???????????? (Job Description) ?????????????????
  ????????????????????????????????/??????

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Performance Agreement
??????????????? ?????????? 1 ??????????
2 ?????????? 3 ?????????? 4
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????????????? Performance Agreement

• ??????????????????????????????????????????????????
  ??????????????????????????? ??????????????????????
  ???? ?????????????????????????????????????????????
  ???????????????????????????/??????
• ????????????????????????????????????????????
  ??????????????????????????????????????????????????
  ??? ??????????????????????????????????????????????
  ? ????????????????????????????????????????????????
  ???

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????????????? Performance Agreement

• ??????????????????????????????????????????????????
  ?????????????????????????????????
  ????????????????????????? ????????????????????????
  ???????????
• ???????????????????????????????????? 2 ???????
  (Dual Position) ??????????????????????????????????
  ????????????????????????????????????????
  ??????????????????????????????????????????????????
  ???

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????????????? Performance Agreement

• ??????????????????
• ??????????????????????????????????????????????????
  ??????????????
• ?????????????????????????????? ???????????????????
  ????? (Leadership) ???????????????????????????????
  ??????????????????? (???????????????????????
  Succession Plan ???????)

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???????????? Performance Agreement

• ?????????????????????????????????????????
• ??????????????????????????????????????????????????
  ????????????????????????????????????
• ?????????????????????????????????????????
  ?????????????????????????? ???????????????????????
  ??????? ????????????????????????????/?????????????
  ?????????????????????????
• ??????????????????????????????????????????????????
  ????????????????????? ????????????????????????????

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???????????? Performance Agreement
??????????
?????????????????????????? (Performance agreement)
?????????????
????????????????
??????????
?????????????????????????
?????????????????????????????? ???????????????????
?
?????????????
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11 mo.
2 mo.
5 mo.
1 mo.
3 mo.
1
3
4
5
2
???????????????
???????????? ???.
1.5 mo.
3 mo.
2 mo.
1 mo.
7.5 mo.
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11 mo.
2 mo.
5 mo.
1 mo.
3 mo.
1
3
4
5
2
??????????? 8.5 ?????
???????????????
???????????????.
1.5 mo.
3 mo.
3 mo.
1 mo.
8.5 mo.
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??????????????, ?????????
?????????, ?????
????????????, ????????
??. ???, ??.????, ??.???
?????
Agreement
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??????????????
??????????????
?????????
?????
??. ???????
???????
Agreement
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????????????????????????????
When you can measure what you are speaking about,
and express it in numbers, you know something
about it but when you cannot measure it, when
you cannot express it in numbers, your knowledge
is of a meager and unsatisfactory kind William
Thompson (Lord Kelvin), 1824-1907
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???????????????????????
S pecific - ??????????? ??????
M easurable - ????????????
A chievable - ??????????????
R ealistic - ???????????????????????
T imely - ??????????????????????????????
??
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????????????????????
?????? (Quantity) ?????? (Quality) ????
(Time) ?????????? (Cost) ?????????????????????????
? (Customer Satisfaction)
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??????????????????????????????????
R eliability - ????????????? A ssurance -
???????????? ??????????? T angibles -
????????????????????????????????????? E mpathy
- ????????????????? R esponsiveness -
?????????????????????
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??????????? (KPIs) ????????

• KPIs ?????? Key Performance (Output-Outcome,
  Process)
• KPIs ??????? Danger Indicators
• Danger Indicators ??? Indicators
  ?????????????????????????????????????????????
  (Key Performance) ????????????????????????????????
  ??????? ??????????????????????????????
• KPIs ????????????????????????? (? Torr)

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?????? KPIs
?????? KPIs ?????????????????????????
?????? ( Percentage ) ??????? ( Proportion
) ????? ( Rate ) ????????? ( Ratio ) ????? (
Number ) ????????? ( Average or Mean )
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????????????????

• ??????????????????????????????????????????????????
  ???
• ??? IT ??????????????????????
• ?????????????????????????? ???????????????????????
  ? ??????????????????????
• ???????????????? ????????????????????
  ?????????????????????????????????????????????????
• ????????????????????? ???????????

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Competency

• ?????????????????????.??????????????? 2 ???? ???
  Performance ??? Competency
• ??????? Performance Competency
  ???????????????????
• ????????????????? ???? 50 30 (Managerial)
  20 (Core)
• ??????????????????? 60 20 (Managerial) 20
  (Core)
• ????????????? 80 20 (Core Functional)

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Competency

• Core Competency ????.?????
• Integrity
• Achievement Motivation
• Responsibility
• Teamwork
• Systematic Job Planning

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Development Roadmap
MU AMP Course
- Change management - Visionary Strategy -
Leadership Skill - Innovation

• - Public Training
• - Seminar
• - Research
• - Training
• - Visiting
• - Subbatical Leave

Leadership
MU EDP Course
General Management Decision Making Problem
Solving Strategic Planning etc.
Management Skill
Academic Skill
Supervisory Course
People Skill/Self Development Computer Skill,
Language Skill, Teamwork Interactive,
Personality, Communication Coordinate etc.

• Job Knowledge / Functional area Knowledge
• Academic Staff Supporting Staff
• Learning Teaching Management - Budget
  Planing
• Instructional media
  - Human Resource Knowledge
• Guidance - Consultation
• -Research -PR etc.
• Presentation etc.
• Functional
  Training

- Integrity - Mastery - Achievement
Motivation - Altruism - Responsibility -
Harmony - Teamwork - Integrity - Systematic
Job Planning - Determination -
Originality - Leadership
Core Value /Organization Culture
Core Competency
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The Eight Step Process of Successful Change
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Set the Stage
1. Create a Sense of Urgency Help others see the
need for change and the important of acting
immediately 2. Pull Together the Guiding
Team Make sure there is a powerful group guiding
the change one with leadership skills,
credibility, communications ability, authority,
analytical skills, and a sense of urgency
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Decide What to Do
3. Develop the Change Vision and Strategy Clarify
how the future will be different from the past,
and how you can make that future a reality
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Make it Happen
4. Communicate for Understanding and Buy In Make
sure as many others as possible understand and
accept the vision and the strategy 5. Empower
Others to Act Remove as many barriers as possible
so that those who want to make the vision a
reality can do so
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Make it Happen
6. Produce Short-Term Wins Create some visible,
unambiguous successes as soon as possible 7.
Dont Let Up Press harder and faster after the
first successes Be relentless with initiating
change after change until the vision is a reality
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Make It Stick

• 8. Create a New Culture
• Hold on to the new ways of behaving, and make
  sure they succeed, until they become strong
  enough to replace old traditions

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Our Iceberg Is Melting
Changing and Succeeding Under Any Conditions
John Kotter Holger Rathgeber Harvard Business
School
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