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Performance evaluation is a problem when we are deciding salary for
individuals (both new hires as well as current employees that deserve
a raise in salary). And a normal evaluation form is usually tailored
very poorly for individuals. Many forms are based on theory, not practice,
because they go on about little things and put too much weight on
the individual weaknesses of employees. Every person is not perfect,
but every person can be evaluated and that person's strength can be
discovered. Strengths and weaknesses are the principles of this issue.
After more than 16 years of developing people, I have learned that
people have different strengths and weaknesses. And this is what
counts, especially in terms of performance. Strength is a reason
that a person succeeds, and weakness is a reason that a person fails.
In 1996, two programs: Romance of Three Kingdoms @ Work and IDP
(Individual Development Program run by Top Gun Company members).
Flagship programs are now very successful in our human resource
development. They allow the company to learn to identify what
types of strengths really made people successful and what type of
weaknesses really holds people from success. Future resume need
to convey the strengths of the applicant, so that job seekers can
present themselves as accurately as possible. Likewise, employers
have enough information to select people for the interview session.
Romance of Three Kingdoms @ Work
Romance of Three Kingdoms @ Work is a project having held continuous
seminars for five years. The outcome of the seminars was satisfactory
to every party, the program was then disseminated through the Internet.
This project can also be used as an example for an organization
or an academic institution to develop their training programs. Romance
of Three Kingdoms @ Work contributes by conveying strengths that
lead to success. And confirms that we should demonstrate strengths
of job seekers in the future resume.
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Historical
Background of Romance of Three Kingdoms @ Work |
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Based on the assumption that if an employee has the qualities of
an entrepreneur, he or she will contribute to the company's progress
more than being only a professional. The entrepreneur's characteristics
can also help the employee to build his own life in a more successful
way in the future. The first visual experience in the Romance of
Three Kingdoms @ Work video gives the background of the kingdom's
foundation, which has similarities to events replaceable in our
era. In Romance of Three Kingdoms @ Work, Sun Ce used his bravery
and courage on the battlefield as such to form his group. This continued
through the Sun Quan Period like a heritage from one's parents.
As for Cao Cao, his outstanding advantage was his skill in professional
management. For Liu Bei, his strong point was his virtue, which
encouraged able people to devote themselves and work with him. Entrepreneurs
should consider these great men's ideas, decisions and characteristics
in terms of strength.
Romance of Three Kingdoms @ Work depicts more practical administration
patterns than modern management. By "practical," we mean
those principles, which can be put into use right away,
unlike western management theories. All theories are usually for
classroom use or to account for failure or success. What one gets
out of these theories is what the supply and demand lines mean,
but we know that in reality these lines cannot be drawn up. We understand
what centralization and decentralization mean, but we do not know
when to use which in order to succeed. The difference between an
academic and a practical person is that the former focuses on explanation,
while a practical person focuses on the real thing, conditioned
by situations. Romance of Three Kingdoms @ Work presents thought-provoking
lessons, which require serious thought, rather than mere understanding.
Different events and conditions lead to different kinds of decisions
and of course to different impacts and effects. The novel does not
involve explanation: you must conclude what can be put into practice
for yourself.
To get ahead of others, you should have the ability to analyze.
You must formulate your own theory rather than trying to understand
and follow the old ones. What really matters now is the pace of
business and ever changing situations and conditions. By the time
an academic knows what has happened, or comes up with a theory,
the world has progressed. If you think for yourself and solve problems,
new theories will come to you, since every theory stems from problem
solving. Romance of Three Kingdoms @ Work invites you to let your
thoughts go with the conditions of situations. You should be able
to develop reasonable thoughts, see where the problem lies, and
attack the problem.
The objectives of our Seminar:
- To encourage employees to express their opinions and to
be engaged in discussions aimed at finding the best conclusion.
One problem for some people is that they dare not say what
they think. If people can constructively express what is
on their minds, they go more deeply into what they believe
or assume. Likewise, if employees are not afraid to tell
others what they think, the results of their work will improve.
- To train employees to act as seminar leaders, with the
necessary presentation skills. Having acquired these tools,
an employee will be able to present his or her work in a
more impressive manner. This is a benefit to everyone.
- To learn Asian administration systems and learn strengths
that can be a foundation for progress and success in the
workplace.
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Individual
Development Program (IDP)
It is always a tough time when I have to consider raising my staff's
salary. Salary should be based on the value of each person's market
value, as well as with his/her relation to the rest of the staff.
The value of an employee usually refers to talent or ability to
accomplish projects, their level of experience and their contribution
to the company.
Some guidelines from the human resources market can be obtained,
but it is still a tough decision to decide. I ask my staff, "Why
do you think you're a more valuable employee this year and will
contribute more to the company so that the company can give you
a higher salary?" We use this idea as an opportunity to explain
ourselves on this point so that we can come up with a mutually agreed
evaluation.
I am in the position to help everyone get his or her raise. So I
do my best to help them. In 1996, I came up with our Individual
Development Program (IDP). This program helps reveal a specific
direction for each individual to develop. Our IDP is based on
the thinking that everyone has different strengths and weaknesses
and needs to develop different areas. This program is not designed
to correct small mistakes, but to correct the root of the mistake.
Or in other words: we try to correct the cause of failure or barriers
from success. The strengths that each person possesses need to be
consciously retained and developed because they are the routes to
that person's success. A weakness is something that prevents
them from further success. So they need focus and attention. Each
person can only correct or develop a few things each year. Strengths
and weaknesses are not things that you can develop right away. It
is a lot like playing golf: no matter how good the golf pro's advice,
it takes months and years to finally play according to that advice.
Our
method of correcting weaknesses is also unique. We use piano lessons
to help a person who has trouble with details and accuracy. We have
a two- person lunch program for people who need to develop interpersonal
skills; the person who has trouble in social situations will ask different
colleagues to lunch in order to develop this skill, and all the office
employees will help. We designed a program to help with supervisory
abilities by having those employees tell a story in a loud voice every
morning to improve their management abilities. Those who lack strategic
thinking are assigned to play Chinese Chess. This technique has met
with highly positive results. We always try to set up a medium or
program to help, not just to criticize. A person who is too shy to
comment on coworkers is assigned to criticize his boss every morning.
We follow this pattern until these employees can give their opinions
and comments without hesitation. All of these programs have been developed
to help employees cope with weakness and find their strengths. |
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