British American Tobacco Per as long as mance Management Example

British American Tobacco Per as long as mance Management Example www.phwiki.com

British American Tobacco Per as long as mance Management Example

Parkin, Sarah, Freelance Journalist has reference to this Academic Journal, PHwiki organized this Journal British American Tobacco Per as long as mance Management Example British American Tobacco world-wide Over 100,000 employees Our vision as long as the future World’s number one Superior Work as long as ce Worldwide

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Per as long as mance Management Per as long as mance Appraisal in addition to Career Enhancement system (P.A.C.E) PACE is a key management process as long as reviewing the past in addition to planning the future. It is a management tool which aims to: Improve the per as long as mance Enhance the development Principles of PACE Pace is competency based It is widespread throughout the British American Tobacco World Pace encourages objectivity Pace emphasises development

PACE Agenda Competence review Development plan Setting objectives as long as next year Per as long as mance review Future career preferences Per as long as mance Review; Rating Rating Definition & Description A Exceptional Per as long as mance The individual has exceeded expected per as long as mance criteria by a wide margin in all key result areas B Excellent Per as long as mance The individual has exceeded per as long as mance criteria in most key result areas in addition to has not produced any less than satisfactory results. C+ Above Target Per as long as mance The individual has either achieved expected per as long as mance criteria with one critical area exceeded or has exceeded st in addition to ards in two critical areas with the result that a lesser priority area is under-achieved. C On Target Per as long as mance The individual has either achieved the expected per as long as mance criteria in all key areas or has exceeded per as long as mance in one critical area with the result that a lesser priority area is under-achieved. C- Below Target Per as long as mance The individual has achieved the expected per as long as mance criteria in all but one critical area. D Poor Per as long as mance The individual has under-achieved in a number of key result areas. E Unacceptable Per as long as mance The individual has constantly failed to meet the per as long as mance criteria in all key result areas. Competency Review Competencies are skills, knowledge in addition to behaviours which underpin effective managerial per as long as mance. There are two classes of competence : Management Technical

Management Competencies · People Leadership · Resource Management · Business Development · Communicating · Influencing · Creative Thinking · Rational Decision Making · Career Commitment Development Plan An agreed plan to address the identified areas as long as improvement, covering more than one review period Training courses/seminars Alternative development methods Objectives as long as Next Year Objectives should be S.M.A.R.T. Specific Measurable Attainable Relevant Time-bound Key Result Areas (KRAs) in addition to agreed specific per as long as mance criteria as long as the coming year

Future Career Preferences Career preference Next job preference, if identified Special circumstances Mobility Career management Growing talent from within Graduate recruitment in addition to Management Trainee Programme Pace discussions with superiors Career development meeting procedure Career Reviews Career development meeting procedure Global approach Consistency world-wide Well in as long as med, thoroughly debated in addition to effectively managed judgements in addition to decision making on the future careers of managers

CDM Procedure Pace Guidelines (November) Changes Schedule Key Capabilities/ Competencies KRA- Issues MT Preparing of appraisers/ appraisees (December) HR PACE (31 Jan) Per as long as mance Ratings Career Aspirations Development Needs Strengths in addition to Weaknesses ExecuTRACK Area CDM (End Feb) Discussions (January) Head of function with mgrs of target population (combined with the Mgrs own PACE discussion) Views in addition to proposals Prepared by Head of Function in addition to HR Manager Local CDM (16 Feb) Potential Definition Career Plans Development Plans Succession Plans Graduate Recruitment Local CDM (ASAP) Feedback from Regional in addition to Functional CDMs Update in addition to follow-up of issues Graduate Recruitment Functional CDM Local CDM Follow-up of Plans Update/Review Graduate Recruitment Feedback from Mentors Regional CDM (22.-23. April) Career development meeting procedure CDM agenda: An Important Meeting! – Review of current situation in addition to its implications – Organisation development – Potential definitions – Career plans – Succession plans – Development plans – Management trainee intake in addition to development

Parkin, Sarah Parkin, Sarah Freelance Journalist www.phwiki.com

Parkin, Sarah Freelance Journalist

Parkin, Sarah is from United States and they belong to Parkin, Sarah and they are from  Phoenix, United States got related to this Particular Journal. and Parkin, Sarah deal with the subjects like Food; Travel

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This Particular Journal got reviewed and rated by Antioch University and short form of this particular Institution is US and gave this Journal an Excellent Rating.