麦肯锡员工培训的方案共29页
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麦肯锡新员工培训手册
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ORGANIZATIONAL WORK GROWING IN IMPORTANCE
McKinsey’s engagement mix Percent of time Evolving marketplace Quickening pace of strategic adaptation Durable competitive advantage often rooted in unique organizational capabilities Evolving players Many businesses acquiring in-house strategic capability Making change happen remains the “neglected art”
McKinsey’s mission is to have lasting and substantial impact on our clients. To succeed, we need to work all three of the critical elements: choose the best strategy, develop world-class operations, align the organization. These three elements both reinforce and constrain each other. The best strategy is only relevant if it is operationally and organizationally feasible. The optimal organizational design depends upon the strategic requirement and the operational methods of the client. This document focuses on one vertex of this triangular relationship. It would be wrong, however, to believe that you can achieve the impact we seek by focusing on one vertex. We need to consider all three in every study.
麦肯锡内部员工培训细则
At the end of this document, you can find a section describing a selection of the core documents and handbooks that can give you further details on some of the frameworks descried here. All of these documents are now on PDNet; and hard copies of them can be requested from PDNet Express, which will deliver them in 24 hours
This document focuses on one vertex of this triangular relationship. It would be wrong, however, to believe that you can achieve the impact we seek by focusing on one vertex. We need to consider all three in every study.
The contents of this document have been adapted for local training sessions through “Switching Tracks” — OP’s first-year module videotape, which communicates the basic concepts in a concise and visual way using an actual client — The Scandinavian Railroad Company. It is 40 minutes long and should be presented in 3 short segments. Between these segments, the faculty member runs the attached exercises, adds any commentary he/she considers necessary to clarify the concepts, and provides personal experience on selected topics. A copy of the videotape and moderator’s guide with exercises can be requested from the Firm
This document focuses on one vertex of this triangular relationship. It would be wrong, however, to believe that you can achieve the impact we seek by focusing on one vertex. We need to consider all three in every study.
The contents of this document have been adapted for local training sessions through “Switching Tracks” — OP’s first-year module videotape, which communicates the basic concepts in a concise and visual way using an actual client — The Scandinavian Railroad Company. It is 40 minutes long and should be presented in 3 short segments. Between these segments, the faculty member runs the attached exercises, adds any commentary he/she considers necessary to clarify the concepts, and provides personal experience on selected topics. A copy of the videotape and moderator’s guide with exercises can be requested from the Firm
麦肯锡员工培训方案(PPT 29页)
员工目标 提高员工的知识水平和工作能力，从而 提高工作的能动性，达到自我实现的目 的。
5-2
目 前，分 公 司 的 培 训 工 作 与 公 司 发 展 的 要 求 尚 存 较 大 差 距 ， 需 要 作 全 面 的 改 革。
分 公 司 培 训 工 作 的 现 状 及 改 革 方向 现状分析：
1. 培训的 目的性与针对性不强 2. 培训资源不足
3. 培训方式单一、深度不够
缺乏有效的培训手段，培训覆盖面窄，深度不够， 培训的持续性差，效果不佳。
3.多种培训渠道和手段并举
多管齐下，采用不同的方法加大培训力度。
4. 无跟踪、评估、反馈措施
培训后无跟进、评估、反馈措施，不利于改进。
4.建立跟踪评估、反馈措施
加强培训后的跟踪措施以确保培训取得实际效果。
课堂培训通常效能较低
所学内容的记忆程度
效果 100%
87%
研究表明学员在一个 月内遗忘掉所学内容 的87%。
强化培训后的 跟踪措施，使 使学员在实践 中领会和掌握 所学内容
一个月
时 间
5 - 23
培 训 效 果 必 须 在 实 践 中 得 到 检 验 ，通 效 性 和 效 益 性 进 行 评 估 。
岗位培训计划通知书
人事部岗位培训计划通知书
负责培训部门： 受训岗位名称 起始/结束时间 培训名称： 内容具体要求
日期： 受训部门： 受训学员名单
经理签名：
5 - 21
在 完 成 岗 位 培 训 后 ， 负 责 培 训 的 部 门 要 立 刻 填 写 岗 位 培 训 报 告 书 ， 并 交 人 事 部 归 档 保 存 。
态度培训
2、技能培训：使员工掌握完成本职工作所 必备的技能。 3、知识培训：通过培训使员工基本具备完 成本职工作所必须具备的 知识。
麦肯锡新员工培训手册
We only achieve impact when the organizations we serve are successful in implementing the strategies and operational methods we propose. However, a recent survey of engagements in which clients failed to implement proposed strategies found, in three cases out of four, that the client organization was not change-ready or even capable of implementing the strategy we proposed. To ensure that we have impact, we need to consider organizational issues as we devise strategies. We must choose strategies the clients are ready and able to implement or complement our strategy work with investment in building the organization’s skills so that the organization can step up to the challenge the superior strategy poses..
Organization:
Overview of Core Frameworks
Local Training Module For First-year Associates Associate Handbook
麦肯锡员工培训手册
2021/7/1
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McKinsey’s mission is to have lasting and substantial impact on our clients.
To succeed, we need to work all three of the critical elements: choose the best strategy, develop world-class operations, align the organization.
At the end of this document, you can find a section describing a selection of the core documents and handbooks that can give you further details on some of the frameworks descried here. All of these documents are now on PDNet; and hard copies of them can be requested from PDNet Express, which will deliver them in 24 hours
The contents of this document have been adapted for local training sessions through “Switching Tracks” — OP’s first-year module videotape, which communicates the basic concepts in a concise and visual way using an actual client — The Scandinavian Railroad Company. It is 40 minutes long and should be presented in 3 short segments. Between these segments, the faculty member runs the attached exercises, adds any commentary he/she considers necessary to clarify the concepts, and provides personal experience on selected topics. A copy of the videotape and moderator’s guide with exercises can be requested from the Firm