February**Dynamic Incentive Program Course BackgroundIn the complex and challenging VUCA era, how companies can respond sensitively in a rapidly changing environment. The key to the sustainable development and success of the enterprise lies in the ability to firmly grasp the accuracy of the strategic direction and goals, as well as to execute and develop talents.
The OKR agile performance method is very suitable for the current working style in the digital and intelligent era. In terms of management philosophy, it adheres to the principles of openness, flatness, flexibility and people-oriented. In terms of method content, it is an optimization and upgrade of the traditional performance management method. It is especially suitable for enterprises with technology as the main factor of production, rapidly developing and changing enterprises, and the performance management of R&D organizations.
Course Benefits
Understand the difference and connection between OKR and other performance management tools, and clarify the role and significance of OKR in enterprise management improvement.
Learn OKR-related tools and methods, master the steps and processes of the company's establishment and implementation of OKR work methods, apply specific OKR work methods to the actual performance management of enterprises, and help human resources departments and managers to efficiently use OKR for management.
Optimize the traditional enterprise performance management method, and use the OKR system method to find solutions for individual and enterprise performance management stuck points according to the characteristics of the enterprise.
Course Duration:2 days, 6 hours a day.
Course Audience:Managers at all levels of human resources.
Course Method:Flipped classroom and on-site drills, lecturer lectures + case analysis + role-playing + scenario simulation + practical exercises.
Course outline
Import:OKR concept and philosophy.
1) The development history of OKRs.
An explanation of how OKR compares to other performance management tools
Tool 1: MBO
Tool 2: KPI ("KPI Kills Sony").
Tool 3: PBC ("Huawei and his PBC").
Tool 4: OKR ("Google and his OKR").
Analysis:The relationship between OKRs and KPIs.
Introduction:OKR environment and adaptation soil.
Lecture 1: Intuitive and Efficient - OKR Implementation Framework
1. OKR formulates ideas
1.Define the performance cycle.
2.Break down the key actions within the performance cycle.
3.Organically combine the OKR model with the traditional performance management model.
Second, OKR sets the frequency framework
Frequency 1: Quarterly.
Frequency 2: Bi-monthly.
Frequency 3: 8 weeks.
Frequency 4: 6 weeks.
Case:Google's OKR case.
Lecture 2: Clear development plan - the formulation of the company's OKR
1. Use the strategic map to clarify the strategic goals and paths
Tools:Strategy maps and balance scorecards.
1.Analyze the strategic decoding process of a well-known benchmarking company.
Practical exercises:Construct a strategic map based on the given strategic objectives.
2.Analyze Huawei's strategy decoding process.
Tools:Business Strategy Execution Model BEM
Second, the team OKR formulation
Template:Team OKR template and components.
Team OKR basis
Tool 1: Strategy Map Key Indicators.
Tool 2: Company Mission-Critical.
Tool 3: Statement of Departmental Responsibilities.
Determination of the team's OKRs
Principles:SMART principles.
Walkthrough:Team OKR formulation and presentation.
3. Personal OKR formulation
Template:Personal OKR templates.
Case Study:OKR design for hiring managers.
Lecture 3: Alignment – OKRs and goals are aligned
1. Writing OKRs
Method:SMART principles explained.
Rules:o quantity composition.
Practice:Qualified OKRs vs unqualified OKRs
2. OKR consensus
Ways to clarify consensus
Method 1: Consensus meeting.
Method 2: System and IT tool support.
Determine the process of collaboration
Step 1: OKR approval.
Step 2: OKR release.
Step 3: OKR adjustments and updates.
Step 4: Results & Data Collection.
Lecture 4: Implementation - Closed-loop management of OKRs
Case Study:How ByteDance does goal tracking and coaching.
Way 1: OKR Onion Meeting
1.Daily stand-up meeting.
2.Weekly meetings.
3.Appointment.
4.Quarterly meetings.
Method 2: OKR review meeting
1.Summary.
2.Result data.
3.Gap comparison.
4.Cause analysis.
5.Improvement plan.
Method 3: Coaching and performance interviews
Contrast:Coached conversations vs. non-coached conversations.
Principles of coaching
Principle 1: Support.
Principle 2: Expectation.
Principle 3: Trust.
Steps of the performance interview
Step 1: Create an interview plan.
Step 2: Prepare relevant documents (managers and employees).
Step 3: Create an undisturbed environment.
Step 4: Organize an interview.
Step 5: Confirmation of interview results (signature required).
Live Walkthrough:Conduct performance interviews.
End of course:Review the course, answer questions, and take a group photo to say goodbye.