First, the target (clear objectives, carding ideas, morale)
- Re-examine the long-term goal, clear 2020 year the company's development goals, including revenues, earnings, market position three dimensions, and break down to all levels of the various branches and business lines, until the front-line staff
- From the global to the line, all levels form a clear, logical thinking to achieve the goal of self-consistent, refining the key issues
- Completion of key team performance agreement signed
Second, the development of annual development planning ideas
- Summary + plan: Reflections on the pros and cons of development in 2019, carry forward the lessons, learn from our mistakes; for 2020 put forward a higher goal, to develop practical development ideas, to tease out the key issues. Summary must be oriented to the future, the future must undertake in the past, both simultaneously, at the same time to complete.
- Parallel grading + down to draw: First of all, from the board, the various branches and business lines, middle, line four levels at the same time began to develop annual development planning at all levels, everyone must think independently, develop their own development plans; then, listen to the views of the higher subordinate to the difference into a momentum for serious discussions, to effectively absorb reasonable proposals junior team, step by step goes back to the Board of Directors; the third step, the board ultimately decided the annual development plan, and then one by one from top to bottom level progress, each level of leadership to seriously study the experience of their superiors' decisions and plans, then adjust their development plans, again the lower promotion, so iterations until the front-line staff.
- Annual planning must be from "I" Departure: Annual Development Plan required from "his own departure," especially the management of cadres, the only way to be effectively implemented. ADMINISTRATORS is team leader, has the power, should also assign a task to a subordinate team, however, in order to achieve the goal, absolutely not just distribute finished the task on the line, but managers need to make a series of efforts to improve and enhanced. So, reflect on the past, should be: "2019, because I did not do ...., ..... cause mistakes"; in planning for the future, it should be: "In 2020, I do .... to ensure that the team ...... do our best. " Absolutely can not put past mistakes, explicitly or implicitly attributed to incompetent subordinates, but to reflect on: the management of my mistakes occurred which led to subordinates not positive enough effort? Why not rip and replace incompetent subordinates? ; Not to say vague plans for the future, under the team should do. . . . But to be clear: In order to be able to engage in under the floor plan of the quality of work, what should I do to communicate discussions, training, performance appraisal, supervision and monitoring of work?
- Contribution + duty + idea + key issues: the basis not only in the lessons learned on the future development of annual development plans, but also for my job role, the development of annual development plans from the following dimensions:
a) What is my work that? What should I make a contribution? (Contributions: do not mean anything, but rather: Foreign produces what interests and values here, "outside", it may be co-workers, team, company, customers, etc.)
b) In order to achieve the contribution of my daily job responsibilities What is? (Responsibilities, refer to summarize the contents of the daily work, classification or inductive)
c) 2019 years how my contribution? How to reach the target? Experiences, lessons learned are what is?
d) 2020 years what my goal is? What should I do in order to effectively achieve their goals?
E) 2020 years what my work is the key issues?
f) In order to achieve the 2020 target, need to provide any kind of support and assistance to other teams
G) 2020 years have asked me what the skills of their own, to enhance the business aspects? How to achieve?
h) to co-workers, other teams, leadership, the company has any comments and suggestions?
- Target + idea + key matter to be decided performance objectives: clear performance targets signed performance agreements, is an important part of the implementation of the annual development plan! After the performance objectives targets, development ideas and key issues from the annual planning, we must thoroughly understand these three issues, in order to extract the right performance objectives, then it is the performance agreement. We must promote the signing of performance agreements in accordance with the internal logic of this relationship, to ensure that performance agreements become levers and tools to promote the annual development plan.
- Schedule of annual development plan
a) 1 1 - The. on the 13th to complete the unified arrangements of the annual development plan formulated to effectively mobilize and organize, to ensure that the annual plan effectively.
- 1.2 days, executives complete the annual development plan to develop the idea of discussion and mobilization
- 1.3 days, various departments to complete the annual development plan to develop the idea of discussion and mobilization
b) 1 4 - The.. on the 16th, the Board of Directors, Branch + line of business, mid-level, front-line employees are four levels of synchronization complete the development of the first edition of the annual development plan, each department head to ensure that the first edition of this year's team under development quality planning to ensure that the annual development plan is the result of deep thinking, just go strictly prohibited.
c) 1 7 - The.. on the 19th, from the bottom up, level by level meeting superiors to listen to subordinates reporting, rationalization proposals absorb the lower teams, revise and improve its own development plan, to develop a second version of the development plan, so iterations until the Board of Directors.
d) 1 10 - The.. 111 days, the Board of Directors decided at the highest level of annual development plan
e) 1 12 - The.. 115 days, from top to bottom to promote a higher level of annual development plan, the development of lower-level understanding of the third edition of the annual development plan after discussion, again the lower promotion, so iterations until the front-line staff.