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概况Overview员工授权是分配特殊任务给员工（以及完成这些任务所需的职责和权利）的程序。
Delegation is the process of allocating specific tasks (and the responsibility and authority for getting those tasks done) to team members.为了让你有更多的时间站在战略的高度管理公司，你需要将现在所承担的责任授权一部分出去。
In order to free up more of your time to allow you to work strategically on the business, you will probably need to delegate some of the tasks that you are currently personally undertaking.员工授权的一些规则Some Rules for Delegating1. 谨防“我自己能做得更好”的谬论。
接受一项事实：工作的成果只能达到你为自己所设定的标准的80%；Beware of the “I can do better myself” fallacy. Accept that the job may only be done to80% of the standard that you would have achieved yourself;2. 你花在培训中的时间是一种投资，其回报将在未来收获；Understand that the time you spend in training is an investment, the rewards of whichwill be reaped tomorrow;3. 记住培训的规则-解释、示范、监督、调整、逐渐退出；Remember the rules of training –explain, demonstrate, supervise, adjust, back away;4. 对你员工的能力要有信心；Have confidence in the abilities of your team members;5. 讲究方法的灵活性（员工可能会带来更有效的方法）-在结果/成果上达成一致。
概述Overview“认知即现实”。
认知是影响客户购买决定的一个重要因素。
客户在某一特定的商业交易中（相对其他而言）决定购买是因为他们感觉你的产品与众不同。
Perception is Reality’. Perception is the key factor that influences a customer’s purchasing decision. It is the differences that customers perceive that makes them to choose to purchase from a particular business (as opposed to another!).创造独特的卖点是获得市场份额主导地位的重要手段。
意识到竞争对企业经营活动的威胁是很重要的，特别是处于市场竞争很激烈的行业中。
Creating unique selling points is one of the most powerful ways for a business to gain market-share leadership. However it is important note that competition will always be a threat to a business, particularly where the market is extremely competitive.总的来说，产品/服务的性质是基本相同的，因此企业需要对他们的产品和服务实行差别化战略来赢得市场。
Generally speaking products / services are of a similar nature, therefore businesses need to differentiate their products / services in order to gain market share.独特卖点 (USP)的种类Types of Unique Selling Points (USP)对企业而言有三种类型的卖点。
招聘计划 RECRUITMENT PLANNING本部分旨在分析企业是如何制定招聘计划的。
它考查了企业关于接班人计划、员工流失，以及招聘计划是否与企业总体战略目标一致等方面的内容。
This part of the audit explores the way in which the business approaches recruitment planning. It examines areas such as succession planning, employee turnover and alignment of the recruitment planning process to the organisations’ strategic goals.招聘程序 RECRUITMENT PROCESS本部分旨在了解企业是如何完成招聘程序、所运用的招聘渠道，以及招聘程序是否系统化等方面的情况。
This part of the audit explores the way in which the business approaches the actual recruitment process, the types of recruitment sources it uses and the extent to which the recruitment process is systemised and structured.选择 SELECTION本部分旨在了解企业是如何完成员工选择程序的，其系统化的程度，以及运用相应的工具来增加招聘成功率等方面的情况。
This part of the audit explores the way in which the business approaches the selection process, the degree of systematisation and the use of tools that increase the likelihood of successful recruitment.入职 INDUCTION本部分旨在分析执行一个彻底的、结构性的新员工入职程序的重要性。
绩效管理行动计划THE PERFORMANCE MANAGEMENT ACTION PLAN有效地管理企业所有员工的绩效是企业取得长期成功的关键。
Effectively managing the performance of all team members is critical for the long-term success of your business.员工是企业最具价值的资产。
他们具备使企业取得优异表现的知识、专业技术与潜力。
Team members are one of your most valuable assets. They have knowledge, expertise and the potential to turn your organisation into an extraordinary business.员工需要得到定期、公正且具帮助性的反馈意见来提升业绩表现，这样可以达到激励员工，进行有效授权的目的。
企业需要有一个绩效管理体系来帮助其实现这一目的。
In order for team members to be motivated and empowered it is important that they receive regular, fair and supportive feedback that enables them to improve their performance. Therefore you must ensure that you have a performance management system that supports these objectives.下面的部分包含了绩效管理诊断中的所有问题，并提供了相应的行动建议。
请参照你的绩效管理诊断，明确哪些问题的得分在3.5分或3.5分以下。
对于这些问题，请参照相应的“行动建议”，并完成本工作表最后的“我的绩效管理行动计划”。
“要想拥有优秀雇员，你首先要成为一个好老板”W.G.P“If you want good employees, be a good employer” W.G.P经营业绩改善项目模块四的目的在于激励员工，使他们的个人利益与企业的宗旨与目标相一致。
因此，企业的所有人及管理者应认识自己的领导风格，了解这种风格对激励员工所起的影响。
Module 4 of the Business Performance Improvement Program is aimed at motivating team members, and aligning their personal vision to the vision and mission of the business. It is important that the owners and leaders of the business gain and understanding of their own leadership styles in order to realise the impact that this can have on the motivation levels of their team members.该工作表的目的就是通过自我评估的方式，来帮助管理层分析自己的领导风格。
The purpose of this workbook is to enable managers and leaders to analyse their leadership style using self- evaluation methods.长期以来，有两种理论被用于分析管理人员对员工激励与态度的理解。
这两种理论即X 理论和Y理论。
Historically, two theories have been used to analyse manager / leader perceptions of team member motivations and attitudes, they are Theory X and Theory Y.X理论的条件Theory X AssumptionsX理论管理者对员工持以下认知：Theory X managers possess the following basic beliefs about their team members大多数员工喜欢（确实需要）被引导。
奖励战略REWARDS STRATEGY
本部分的诊断旨在探讨企业设计和实施其奖励战略的方法。
This part of the audit explores the way in which the business approaches designing and implementing its’
非金钱性奖励 NON-FINANCIAL REWARDS
本部分诊断旨在探讨采用非金钱性的奖励来激励员工的方法。
This part of the audit explores the way in which the business utilises non-financial rewards in order to
金钱性奖励制度FINANCIAL REWARD SYSTEM
本部分诊断旨在探讨企业针对员工所采取的金钱性奖励方式, 如他们的薪金。
This part of the audit explores how the business approaches the financial aspect of rewarding employee
奖励制度的准备REWARD SYSTEM PREPARATION 本部分诊断旨在探讨企业是如何来准备一套合适的奖励制度的。
xiex目录TABLE OF CONTENTS背景BACKGROUND (4)了解本指南UNDERSTANDING THIS GUIDE (6)八模块企业发展阶梯THE 8 MODULE BUSINESS DEVELOPMENT LADDER (9)模块一：了解你的企业MODULE 1: UNDERSTANDING WHAT BUSINESS YOU ARE IN (10)概述O VERVIEW (10)主要学习目标K EY L EARNING O BJECTIVES (11)工具T OOLS (12)典型的模块一程序T YPICAL M ODULE 1P ROGRAM (13)需完成的任务T ASKS TO B E C OMPLETED (14)模块二:了解顾客、市场和产品MODULE 2: UNDERSTANDING THE CUSTOMERS，MARKETS AND PRODUCTS (29)概述O VERVIEW (29)主要学习目标K EY L EARNING O BJECTIVES (30)工具T OOLS (31)典型模块二程序T YPICAL M ODULE 2P ROGRAM (33)需完成的任务T ASKS TO B E C OMPLETED (34)模块三:确定商业模式MODULE 3: DEFINING THE BUSINESS MODEL (50)概述O VERVIEW (50)主要学习目标K EY L EARNING O BJECTIVES (51)工具T OOLS (52)典型的模块三程序T YPICAL M ODULE 3P ROGRAM (54)需完成的任务T ASKS TO B E C OMPLETED (54)需完成的任务T ASKS TO B E C OMPLETED (55)模块四:员工授权MODULE 4: TEAM EMPOWERMENT (71)对企业业绩进行管理M ANAGING O RGANISATIONAL P ERFORMANCE (72)主要学习目标K EY L EARNING O BJECTIVES (73)工具T OOLS (74)需完成的任务T ASKS TO B E C OMPLETED (77)模块五:市场营销战略计划MODULE 5: STRATEGIC MARKETING PLAN (93)概述O VERVIEW (93)主要学习目标K EY L EARNING O BJECTIVES (94)工具T OOLS (95)典型的模块五程序T YPICAL M ODULE 5P ROGRAM (97)需完成的任务T ASKS TO B E C OMPLETED (98)模块六:企业系统化MODULE 6: BUSINESS INDEPENDENCE (114)概述O VERVIEW (114)主要学习目标K EY L EARNING O BJECTIVES (116)工具T OOLS (117)典型的模块六程序T YPICAL M ODULE 6P ROGRAM (119)需完成的任务T ASKS TO B E C OMPLETED (120)模块七:组织结构，知识，环境管理和技术应用战略MODULE 7: ORGANISATIONAL STRUCTURE，KNOWLEDGE，ENVIRONMENTAL MANAGEMENT AND TECHNOLOGY STRATEGIES (136)概述O VERVIEW (136)主要学习目标K EY L EARNING O BJECTIVES (138)工具T OOLS (139)典型的模块七程序T YPICAL M ODULE 7P ROGRAM (141)需完成的任务T ASKS TO B E C OMPLETED (142)模块八:反馈和持续改善MODULE 8: FEEDBACK AND CONTINUOUS IMPROVEMENT (158)概述O VERVIEW (158)学习目标L EARNING O BJECTIVES (159)工具T OOLS (160)典型的模块八程序T YPICAL M ODULE 8P ROGRAM (162)需完成的任务T ASKS TO B E C OMPLETED (162)需完成的任务T ASKS TO B E C OMPLETED (163)注NOTES (179)注NOTES (180)注NOTES (181)注NOTES (182)背景Background本指南旨在为咨询顾问公司和其它商业服务机构提供技术和方法，使他们能够成功地为中小企业提供咨询服务。
招聘计划 RECRUITMENT PLANNING
本部分旨在分析企业是如何制定招聘计划的。
它考查了企业关于接班人计划、员工流失，以及招聘计划是否与企业总体战略目标一致等方面的内容。
This part of the audit explores the way in which the business approaches recruitment planning. It examines areas such as succession planning, employee turnover and alignment of the recruitment planning process to the organisations’ strategic goals.
招聘程序 RECRUITMENT PROCESS
本部分旨在了解企业是如何完成招聘程序、所运用的招聘渠道，以及招聘程序是否系统化等方面的情况。
This part of the audit explores the way in which the business approaches the actual recruitment process, the types of recruitment sources it uses and the extent to which the recruitment process is systemised and structured.。
员工招聘战略行动计划THE RECRUITMENT STRATEGY ACTION PLAN有效的招聘体系是企业取得长期成功的关键。
Effective recruitment systems are critical for the long-term success of your business.员工是企业最有价值的资产，他们有着使企业取得非凡成就的知识、技能与潜力。
Team members are one of your most valuable assets. They have knowledge, expertise and the potential to turn your organisation into an extraordinary business.为了吸引并留住高素质员工，企业必须制定一个与企业总体战略目标相配合的，彻底的、公平的招聘体系。
In order for talented team members to be attracted and remain with your organisation it is essential that you have a thorough and fair recruitment system that supports the strategic objectives of the business.以下的部份包括了员工招聘战略诊断的所有问题，并提供了行动建议。
请参照已完成的员工招聘战略诊断，以明确哪些问题你的得分等于或低于3.5分。
对于这些问题，请参照其“行动建议”，并完成本部份最后的“我的员工招聘战略行动计划”工作表。
标有的地方表示在经营业绩改善项目中有工具来帮助你完成这项工作。
The following section goes through each of the Recruitment Strategy Audit questions and provides a suggested action. Please refer back to your Recruitment Strategy Audit and identify those questions that you scores at 3.5 or less. Please review the “Suggested Action” for each of these questions and then complete “My RecruitmentStrategy Action Plan” at the back of this workbook. Please note that the symbol indicates that a tool is available within the Business Performance Improvement Program to assist in that area.招聘计划 RECRUITMENT PLANNING请参照你的员工招聘战略诊断。
培训战略行动计划THE TRAINING STRATEGY ACTION PLAN员工的培训及发展对保持企业竞争力是非常重要的。
Training and development of team members is essential in order for a business to remain competitive.以下部分为培训战略诊断的问题，并逐一提供了行动建议。
请参照您的培训战略诊断，找出得分在3.5分或以下的问题。
对得分3.5及其以下的问题，请就每个问题参阅“行动建议”，然后完成本手册最后的“我的培训战略行动计划”。
请注意，有图标的地方表示在经营业绩改善项目中，提供有工具来帮助你完成工作。
The following section goes through each of the Training Strategy Audit questions and provides a suggested action. Please refer back to your Training Strategy Audit and identify those questions that you scores at 3.5 or less. Please review the “Suggested Action” for each of these questions and then complete “My Training Strategy Action Plan” at the back of thisworkbook. Please note that the symbol indicates that a tool is available within the Business Performance Improvement Program to assist in that area.培训需求评估TRAINING NEEDS ASSESSMENT请参照您的培训战略诊断。
对得3.5分或更少的问题，请参考下表的“行动建议”。
Please refer to your Training Strategy Audit. For questions where you scored 3.5 or less please refer to the “Suggested Action” in the table below.培训需要评估TRAINING NEEDS ASSESSMENT行动建议SUGGESTED ACTION1.企业系统地、有规律地确定其培训需求The business systematically and regularly identifies the training needs of the organisation ✍定期评估培训战略–参考“战略计划日历”Implement regular reviews of the trainingstrategy –refer to “Strategic PlanningCalendar”2.企业在明确培训需求时，会考虑到总体战略的因素。
When identifying the training needs of the organisation, the overall strategic objectives are taken into consideration ✍在准备“企业战略计划”时考虑Consider during preparation of the “Strategic Business Plan”3.企业明白为了使培训战略有效，它必须与企业总体目标一致。
The business understands that in order for the training strategy to be effective it must be aligned to the overall business objectives ✍作为“企业战略计划”的一部分进行评估Review as part of the “Strategic Business Plan”4.营造持续学习的企业文化氛围，并奖励在此方面表现优秀的员工The business creates a culture of continuous learning. It rewards those who embrace these principles ✍评估回报战略Review rewards strategy5.当评估企业的培训需求时，会考虑资源、管理层的决心和战略方向等方面的因素When assessing the training needs of the organisation, resources, management commitment and strategic direction are taken into consideration ✍在准备“企业战略计划”时进行考虑Consider during preparation of the “Strategic Business Plan”6.如果企业引入新技术，会确定和评估新的培训需求If new technology is introduced into the business, new training needs are identified and assessed ✍确保员工接受培训以掌握新技术Ensure that team members receive training in order to implement new technology培训需要评估TRAINING NEEDS ASSESSMENT行动建议SUGGESTED ACTION7.企业认为培训是保持一个生机勃勃的团队的关键因素The business considers training to be a key factor inmaintaining a motivated team ✍参阅“所选的关于培训和学习型组织的文章”Revie w “Selected Training and LearningOrganisation Articles8.企业了解所有员工的技能和竞争力，并将其与达到战略目标所要求的技能和竞争力进行比较The business knows the skills and competencies or all team members and compares these to the ideal skills andcompetencies required to meet the strategic objectives ✍确保及时更新员工的个人记录和培训的详情。
将你的团队技能作为年度战略性计划过程的一部分进行评估。
Ensure that team member personal records are kept up to date and include details of trainingundertaken. Review the skills of your team aspart of your annual strategic planning process9.企业一旦遇到员工绩效方面的问题，会自动对其是否需要培训进行评估When the business experiences team member performance problems it automatically assesses the need for training ✍实施“绩效评估”系统Implement “Performance Appraisal” system10.企业了解明确个人的培训要求是绩效评估过程中一个不可或缺的部分Identifying individual training needs is an integral part of the performance appraisal process ✍实施“绩效评估”系统Implement “Performance Appraisal” system11.企业有针对每个员工的个人培训计划Each team member has a personal training plan ✍实施“绩效评估”系统Implement “Performance Appraisal” system12.企业了解自身技能方面的优势、劣势、机会和威胁The business knows its’ skill strengths, weakness,opportunities and threats ✍参照“战略需求分析问卷”Refer back to “Strategic Needs Analysis Questionnaire”选择培训方式 SELECTING TRAINING METHODS请参照您的培训战略诊断。
对得 3.5分或更少的问题，请参考下表的“行动建议”。
Please refer to your Training Strategy Audit. For questions where you scored 3.5 or less please refer to the “Suggested Action” in the table below.选择培训方式SELECTING TRAINING METHODS行动建议SUGGESTED ACTION13.企业综合利用内外部培训资源The business utilises both internal and external training resources ✍发展本地培训课程，培养内部培训能力Explore local training courses and develop internal training competencies14.企业有培训预算The business has a training budget ✍作为“企业战略计划”的一部分进行评估Review as part of the “Strategic Business Plan”15.企业了解内部和外部培训的利弊The business understands the advantages and disadvantages of external and internal training ✍回顾“所选择的有关培训的文章”Review “Selected Training Articles”16.企业不断挖掘新的培训课程和资源，以保持员工竞争力优势The business is always seeking new training courses andresources to ensure that the skills of team members remain competitve ✍确保人力资源经理积极挖掘新的培训课程。
