学习与发展

培训的核心在于对员工的投资。如果我们愿意投资于产品与服务，投资于营销战略，那么我们也应该投资于员工身上。那么，我们该如何知道哪些是需要投资的重点？我们不希望以居高临下的态度去指出员工的缺点。相反地，可以这样问：「您需要什么来实现您的职涯规划？」「我们应该在哪些方面投入资源？」这些投资可能包括教育课程、专业资格、更多实务经验或在职培训，同时要兼顾短期与长期发展。

投资员工可能让人却步——如果培训后他们离职怎么办？员工确实可能因个人情况或职涯方向改变而离开，但信任并愿意投资，往往能培养出忠诚且高效的团队成员。另一种结果则是——若您不培训，他们也许留下，但技能不足、士气低落。

Learning and development

Training is all about investing into your staff. If we invest into our products and services, if we invest into a marketing strategy, we should be investing into our staff. So how do we know what the areas are? We don't want to be condescending and identifying weaknesses in our staff. Instead ask, what do you need to achieve your career plan? Where do we need to invest? This could be education, a qualification, more experience or hands on training. Think short term and long term.

Investing in staff can be daunting, what if you train them and they leave? Employees may leave, they may have changes in personal circumstance or a change in career path, but trusting and investing can lead to loyal and productive employees. The alternative is don't train them and they stay but with lower skills and morale.

绩效管理

我们应该多久检视一次员工的工作表现？在进行绩效管理时，应为每位员工设定明确的期望与工作计划，包含短期与长期目标。

绩效管理不仅关乎评估成果，更重视前期的规划。从工作计划出发，我们该如何确保这些计划得以实现？绩效管理的流程与制度应着重于协助员工发挥最佳表现，当员工表现出色时，也就代表企业与客户都能获得最理想的成果。

Performance management

How often do we review the performances? As we manage performance, we have expectations and a work plan for each of our employees, there are short term and long term objectives.

Performance management is as much about planning as performance. Beginning with the work plan, how do we achieve that plan? Performance management processes and systems should be about how you can help your employee get the best of themselves, which inevitably means that they'll get the best for you and, of course, the best for the customers.