[Introduction]

When it comes to performance management, most people think of KPI first. However, due to various reasons, most people's perception of KPI is negative. In recent years, many companies are trying to find an alternative tool for KPI, so OKR begins to get attention. As a performance management tool, OKR has been widely used in Intel, Google and other companies as early as the 1990s, and has produced good results in these companies. But why has OKR not been paid more attention and considered as an alternative to KPI until these years? In addition, recently, it has been rumored that Google will replace OKR with a new performance management method called GRAD, which is more focused on tracking employee growth, learning and progress. Why?

People's negative cognition of KPI mainly comes from two aspects: one is most people only pay attention to some points of KPI in application, which makes the performance management system behind KPI fail to play its due effect; another is with the improvement of people's knowledge level and enterprises' dependence on talents, some factors of performance management system are also changing. The most important point is to pay more attention to the growth of talents, but most people's understanding of performance management is still stuck in a dozen or even decades ago.

Based on years of research and consulting practice, combined with the traditional idea of performance management and the transformation of the current enterprise environment, we put forward the C-PDCA-S model of high order performance management. From awareness and cognition, to operation mechanism, and then to the connection with talent development, performance management shows a new panorama that attaches more importance to talent development and puts people first. We believe that as long as all points in this panorama are combined to exert the overall effect, performance management system can play the maximum value.

【课程简介】

谈到绩效管理，大多数人首先想到的是 KPI，但是因为种种原因大多数人对 KPI 的认知是负面的，近几年很多公司都在尝试寻找 KPI 的替代工具，于是 OKR 开始受到关注，其实，OKR 作为一种绩效管理的工具早在上世纪九十年代已经在英特尔、谷歌等公司获得广泛的应用，并在这些公司产生了不错的效果，但是为什么直到这几年 OKR 才被更多的关注并被认为可以替代 KPI 呢？另一方面，近期，谷歌内部传出要用被称为 GRAD 这个更专注于跟进员工的成长、学习和进步的新绩效管理方式替代 OKR，这又是为什么呢？

人们对 KPI 的负面认知主要来自两个方面：一是多数人在实际运用中只是注重 KPI 的某些点，而使得 KPI 背后的绩效管理体系没有发挥出应有的效果；二是随着人们知识水平的提高，以及企业对人才依赖，绩效管理体系的一些因素也正在发生变化，这里面最重要的点是更关注人才的成长，但是多数人对绩效管理的认识还停留在十几甚至几十年前。

在多年的研究和咨询实践基础上，结合传统绩效管理的思想以及当前企业环境的转变，我们提出了高阶绩效管理——绩效赋能体系的 C-PDCA-S 模型，从实施绩效管理应具备的意识和认知，到绩效管理的运行机制，再到同人才发展的对接展示了一张更重视人才发展、以人为本的新绩效管理全景图，我们相信，只要这张全景图中的所有点结合在一起发挥整体效应，绩效管理体系就能发挥最大价值。

• 2022-10-20 | 16:00 - 17:30
• Online Webinar

The South China Manufacturing Forum warmly invites management staff (General managers, plant managers, and production managers) to join its monthly roundtable, to share practical experience on the issues faced by member companies in the industry and find possible solutions.

中国欧盟商会制造业论坛诚挚邀请来自制造业企业的管理层成员，参与制造业论坛的月度会议，一起探讨制造业公司面临的问题，交流经验，共同寻求可能的解决方案。

• 2022-10-20 | 10:00 - 12:00
• 线上会议

【Introduction】
This workshop will introduce how to use MBTI to understand and develop employees

【Training Objects】

HR, trainers, guiders, managers at all levels

【Course Objectives】

To have a preliminary but correct understanding of MBTI and how to apply MBTI to understand and develop employees

【课程简介】

本体验课程将介绍如何应用 MBTI 来认识员工和发展员工

【适用对象】

HR、培训师、引导师、各级管理者

【课程目标】

对 MBTI 有一个初步但正确的理解，了解如何应用 MBTI 来认识员工和发展员工

• 2022-10-19 | 20:00 - 21:00
• Online Webinar

The 132nd China Import and Export Fair (Canton Fair) will be held online between October 15th and November 4th. The Secretariat of Canton Fair warmly welcomes representatives from the European Chamber’s member companies and the Chamber’s individual members to participate.
第132届广交会将实行线上模式，于2022年10月15日至11月4日举办。大会秘书处诚意邀请中国欧盟商会会员企业代表、以及个人会员参与本次广交会。

• 2022-10-15 - 2022-11-04 | 09:30 - 18:00
• online 在线参与

If you work in an international company, being able to write well-organized, elegant and decent English emails is an enviable thing. A well-structured, well-toned, and persuasive email will both help you achieve your goals and project a good professional image.

如果你在国际化的企业工作，能写出条理清晰、优雅得体的英文邮件是一件让人羡慕的事。一封结构合理、语气得当、说服力强的邮件既有助于你实现目的，又能展现你良好的职业形象。

• 2022-10-12 | 15:00 - 16:30
• Online webinar

The design of a company building is becoming ever popular as information exhibiting platform nowadays that many enterprises excute their marketing and PR strategies through their office and building design. Good design helps enterprises improve their value by integrating their own advantageous resources more efficiently and reduce marketing and public relations costs.

企业陈列设计是当下十分流行的一种信息展陈平台，不少企业也采用这种方式来进行企业宣传，好的陈列设计能为企业价值的提升有着不言而喻的帮助，通过企业陈列设计也能够更高效地整合企业自身优势资源并降低营销和公关成本。

• 2022-09-30 | 09:20 - 12:00
• Online webinar

To further enhance EU enterprises' understanding of Qianhai's planning, development and industrial policies, the European Chamber is organizing this half day on-site visits and policy conference with Shenzhen Bureau of Commerce and Qianhai Authority.

This event will be in both English and Chinese, and is open to European Chamber members only.

• 2022-09-28 | 14:30 - 19:00
• Qianhai Shenzhen-Hong Kong Modern Service Industry Cooperation Zone

In the early stage of enterprise development, to a large extent, it was driven by the personal heroes of founders and partners, but this has become the bottleneck of the next stage of enterprise development. Many enterprise development is stuck in this place and cannot move towards effective team management. How to go from individual hero to team hero, focus on people rather than things, and help the growth of every employee, let the team do a good job in business, and achieve the success of organizational goals? This is the most important subject for founders and managers, and it is also the key to the company's ability to achieve from individual ability to team ability and organizational ability.

企业发展早期，很大程度上要靠创始人、合伙人个人英雄驱动，但这却成为企业下一个阶段发展的瓶颈，很多企业发展都卡在了这个地方，无法迈向团队的有效管理。如何从个人英雄到团队英雄，聚焦于人而不是事，通过帮助每一个员工的成长，让团队把业务做好，取得组织目标的成功？这是作为创始人、管理者最重要的课题，同时也是公司实现从个人能力到团队能力、组织能力的关键。

• 2022-09-28 | 20:00 - 21:00
• Online webinar

the Position Paper Launch and VIP Roundtable

• 2022-09-27 | 17:30 - 20:30
• Mandarin Oriental, Guangzhou

The fast-growing business requires corporate executives to continuously challenge the boundaries of managers, explore their own growth potential, and continue to grow. Managers in each key position must have a strategic vision and at the same time be able to inspire a team with high executive power, and work hard and meticulously. Managers must complete the inflection point of leadership development from focusing on what the individual does to leading the team to performance. Managers need to first establish a self-development thinking mode and dare to challenge and make breakthroughs. Teams must be more agile, innovative and efficient than ever.

快速成长的业务需要企业高管通过不断挑战管理者自我的边界，发掘自身成长的潜力，持续成长。每一位关键岗位的管理者，必须具备战略视野的同时能够激发高执行力的团队，把工作抓实、抓细。管理人员必须完成从关注个人做事到带队伍拿绩效的领导力发展拐点。管理人员需要首先建立自我发展的思维模式，敢于自我挑战和突破。团队必须比以往更加敏捷、富有创新力和高效能。

• 2022-09-27 | 20:00 - 21:00
• Online webinar