PDG Form - Bilingual

7/28/2019 PDG Form - Bilingual

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Progress and Development Guide(Hng dn pht trin)

Employee details (Chi tit c nhn)

Name

H tn

Current position

Chc v hin ti

Review PeriodChu k nh gi

Date of Last reviewNgy nh gi ln trc

Employee No

M s nhn vin

Part 1: Achievements(nh gi thnh tch)

ObjectivesMc tiu

ResultsKt qu

Long term Development ObjectivesMc tiu pht trin di hn

HR-OD Team Vevey version, EN - VN Nov 2006- 1 -


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Progress and Development GuideLeadership Framework (Cc t cht lnh o)Highlight strengths and areas for development. Comment on all

behaviors that are relevant and observable to the role or function.

Tp trung vo im mnh v cc im cn pht trin. Nhn xt v cc

biu hin quan st c v lin quan n v tr v cng vic.

OPEN UP(Ci m)

Know Yourself(T bit mnh)

Insight (S thu hiu)

Service Orientation (Tinh thn phc v)

Curiosity (Ham hiu bit)

Courage (Dng cm)

ADDING VALUE(To thm gi tr)

Results Focus (Tp trung vo kt qu)

Initiative (Lm vc ch ng)

Innovation and Renovation (Sng to v i mi)



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Progress and Development GuideLeadership Framework

DEALING WITH OTHERS(Quan h vi mi ngi)

Proactive Cooperation (Ch ng hp tc)

Impact/ Convince Others (Tc ng/ thuyt phc ngi khc)

INSPIRING PEOPLE(To cm hng cho nhn vin)

Lead People (Lnh o nhn vin)

Develop People (Pht trin nhn vin)

Practise What You Preach (Li ni i i vi vic lm)

KNOWLEDGE(Kin thc)

Professional Knowledge & Skills (Kin thc v k nng chuyn mn)

Product Knowledge (Kin thc sn phm)



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Progress and Development GuideStrengths (im mnh) Improvement Needs (im cn ci thin)

Reviewers Comments (Nhn xt ca ngi nh gi)

Nature of Contribution(Kh nng v thi ng gp)

Transforms(Ngi to thay i)

Has an impact far beyond the primary scope of the role (C nh hng vt xa quy m cn bn ca vai tr)

In the position brings major changes (To ra nhng thay i ln)

Is widely recognized for vision and ideas (c mi ngi tha nhn v tm nhn, v quan im)

Has a strong influence on the organization (C nh hng su sc n t chc)

Displays initiative. Knows how and when to take risks, demonstrates great creativity to get

things moving (Th hin tnh ch ng. Bit khi no cn mo him v mo him ra sao, th hin tnhsng to cao pht trin)

As a leader, their creativity and initiative mark them as the initiator of major changes(L ngi lnh o, tnh sng to v ch ng dn n vai tr ngi khi to nhng thay i ln)

Performance significantly exceeds expected results, even when dealing with complex

assignments (Hon thnh cng vic vt xa kt qu mong i, thm ch khi phi x ly nhng nhim vphc tp)

Steers(Ngi dn li)

Has an impact beyond the primary scope of the role(C nh hng vt quy m cn bn ca vai tr)

Has full control of the role and responsibilities and has established strong credibility

(Vng vng trong vai tr v trch nhim, to nn s tn nhim cao)

Generally exceeds the positions objectives and accountabilities(Lun vt ch tiu v mc tiu v trch nhim cng vic)

Is a recognized expert in the field of competence(c nh gi l chuyn gia trong lnh vc ca mnh)

Performance usually exceeds expected results (Thng vt ch tiu so vi kt qu mong mun)

Sets direction, develops and builds capabilities in others(nh hng, pht trin v xy dng nng lc cho nhng ngi khc)

Develops team-working across functions, groups and boundaries(Pht trin tinh thn ng i gia cc phng ban, cc nhm & cc lnh vc)

Is self-reliant and requires minimum supervision (c tin cy vi mc gim st ti thiu)

Masters

(Ngi thnh tho)

Fulfills the role and establishes credibility in the work environment(Hon thnh nhim v v c tn nhim trong mi trng lm vic)

Performance matches expectations, they reach expected results(Hon thnh cng vic nh kt qu mong i)

Sets priorities, is self reliant in managing the position



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Progress and Development Guide

(Bit chn la u tin, t tin hon thnh v tr ca mnh)

Is results-focused with service orientation (Tp trung vo kt qu vi tinh thn phc v)

Acts consistently with Nestle Management and Leadership Principles(Hnh ng nht qun theo Nhng Nguyn tc Qun ly v Lnh o ca Nestl)

Acquires(Ngi ang hc hi)

Begins to fulfil the role but still needs to develop in certain aspects of the job(Bt u p ng nhim v c giao nhng vn cn pht trin mt s lnh vc cng vic)

Is establishing credibility in the work environment(ang dn c tn nhim trong mi trng lm vic)

May require close supervision and support, together with frequent feedback(C th cn phi c h tr & gim st cht ch cng vi nhng phn hi thng xuyn)

If this is a repeated level of performance in the same position, they must either improve their

performance or seek a new position. (Nu mc ng gp ny lp i lp li cng v tr, th phi cithin hn hoc tm kim v tr mi)

Trails(Ngi theo li)

Their performance is significantly lower than expected(Mc hon thnh cng vic km xa yu cu)

Maintaining this level of performance is not deemed acceptable. Decisions must be taken to

remedy the situation (Mc ng gp ny khng c chp nhn ko di, v cc bin php cithin tnh hnh phi c quyt nh tc th )

Part 2: Career & Development Plan(K hoch pht trin ngh nghip)Key Areas to be DevelopedNhng lnh vc chnh cn pht trin

Action Plan (What, by whom, by when, training)K hoch thc hin(ci g, bi ai, thi hn, o to)

Possible Options for Personal/Career Development(if applicable)Cc la chn pht trin c nhn/ngh nghip (Nuc th p dng)

Action PlanK hoch thc hin

Employee Comments kin ca nhn vin

Name of employee (Tn nhn vin) Name of reviewer(Tn ngi nh gi)

Signature of employee (Ch k nhn vin) Signature of reviewer(Ch k ngi nh gi)



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Progress and Development Guide

Date:(Ngy)

Date:(Ngy)

If agreement can not be reached on the content of this discussion, it should be referred to the reviewers manager.(Nu cc bn khng ngy v ni dung ca cuc tho lun ny, xin vui lng lin h cp trn ca ngi nh gi)


Documents

PDG Form - Bilingual