យុទ្ធសាស្ត្រអភិវឌ្ឍន៍បុគ្គលិក / Employee Development Strategy
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ជ្រើសរើសផ្នែកយុទ្ធសាស្ត្រ ឬបើកមើលទាំងអស់
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១) គំរូសមត្ថភាព (Competency Framework)
គោលដៅ: កំណត់ “អ្វីដែលល្អ” សម្រាប់តួនាទីគ្រប់មុខ (Technical, Safety, Quality, Leadership, Communication)。
Goal: Define “what good looks like” per role across Technical, Safety, Quality, Leadership, Communication.
| Role | Core Skills | Proficiency (1-4) | Assessment |
|---|---|---|---|
| Foreman | Daily planning, QC checks, safety brief | 3 | Field audit + photo log |
| Tiler | Layout, lippage control, grout mix | 2 | Sample area m² + defect rate |
| Site Engineer | MS Project, BOQ, method stmt | 2 | Mini-project schedule + report |
២) ជណ្តើរវិជ្ជាជីវៈ (Career Ladder)
Worker ➜ Skilled
- Pass safety + 5 micro-videos
- m²/day ≥ target; defects ≤ target
- Mentor shadow 2 weeks
Skilled ➜ Lead
- Lead a 20 m² area
- Daily checklist + photo report
- Coach 1 junior
Lead ➜ Foreman
- Plan manpower + materials
- Close NCRs within 48h
- Client update role-play
៣) Individual Development Plan (IDP) — 30/60/90
IDP Template
| Field | Example |
|---|---|
| Name / Role | Chan Dara / Foreman |
| Target Skill | Tile QA tolerance |
| Metrics | Defects ≤ 2/100 m²; m²/day ≥ 25 |
| Coach | Sok (QC) |
30-60-90 Milestones
- Day 0-30: Safety + micro-videos + shadow
- Day 31-60: Lead small zone; pass quiz ≥80%
- Day 61-90: Own mini-project; weekly report
៤) ម៉ូដែល 70-20-10 (Learning Mix)
| Bucket | Description | Examples | % |
|---|---|---|---|
| 70 — On-job | Real tasks & stretch goals | Lead pour, zone ownership | 70% |
| 20 — Social | Coaching, peer review | Toolbox talk, mentor check | 20% |
| 10 — Formal | Courses & workshops | QA seminar, safety cert | 10% |
Tip: ច្របាច់ការរៀនឲ្យបន្តិចៗរៀងរាល់សប្ដាហ៍ (micro-learning 15–20 នាទី)។
៥) OKR / KPI បែបសំណង់
OKR (Quarterly)
Objective: Raise tiling quality & speed on Site A.
- KR1: m²/day per crew ↑ from 18 ➜ 25
- KR2: Rework rate ≤ 1.5% (per 100 m²)
- KR3: Safety incidents = 0
KPI (Monthly)
- Attendance to training ≥ 90%
- Badge completion (skills) ≥ 2 / worker
- NCR close-out ≤ 48h (≥ 95%)
៦) Feedback & Coaching Cadence
- Daily: 5-min stand-up + toolbox talk
- Weekly: 1:1 coach (15m) — review photo log & KPI
- Monthly: Skill assessment + badge update
- Quarterly: OKR review + career step check
Feedback Script (SBI)
Situation: “Yesterday’s tile zone B…” — Behavior: “…lippage found at joints.” — Impact: “Rework 6 m².” — Next: “Use levelling clips; mentor to verify 10am.”
៧) 9-Box & Succession Plan
9-Box (Performance × Potential)
| Box | Meaning | Action |
|---|---|---|
| High-High | Future leader | Stretch project + coach |
| High-Low | Strong specialist | Expert track + share |
| Low-High | Emerging | Intensive IDP 60 days |
Succession (Foreman Role)
- 2 ready-now, 2 ready-in-6mo
- Backfill plan + cross-training
- Document SOPs + checklists
៨) រង្វាន់ និងការទទួលស្គាល់ (R&R)
- Weekly shout-out + photo wall
- Skill badges ➜ allowance tiers
- “Zero-defect month” bonus
Note: តភ្ជាប់ R&R ជាមួយ KPI/OKR ដើម្បីជំរុញអាកប្បកិរិយាដែលត្រូវការ។
ប្លង់សំណុំបែបបទ (Forms) — Copy & use
Weekly Coaching Note
| Worker | Focus | Win | Next |
|---|---|---|---|
| ____ | Tile layout | Zone A on time | Use clips @ 1m² |
Training Attendance
| Date | Topic | Attendees | Notes |
|---|---|---|---|
| ____ | 5S / Safety | ____ | ____ |
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Employee