Head of IBM Plant Location International, IBM consulting services. Roel Spee
Throughout my career, the best advice I ever get would be:
- Follow your heart. If you are passionate for what you do, and strongly believe in it, then go for it.
- Have fun in your work. If you are not having fun anymore, it's time for a change.
- Always think positive, and be constructive. If things go wrong or you have bad luck at times, try to find out what you learned from it and get stronger by learning from mistakes or bad experiences. If you have criticism about others, don't just say that they are doing something wrong, but add your constructive advice to your criticism.
- Never be satisfied with yourself, be critical to your own performance. Put yourself in the position of your 'client' and ask yourself the question whether he/she would be satisfied with your performance.
- Keep the work-life balance right, don't mix up work with private life. You don't live to work, but you work to live. Working too hard and too long creates burn outs, and makes you less efficient, and less creative.
There's probably more, but I guess this would be helpful with your career.
●thank you for your question：“As you said, we should follow our heart, put faith in what we are passionate for, and keep the work-life balance right. But sometimes we may get a kind of unsure if we are really doing what we want. And sometimes when we are fully devoted to our jobs, we may ignore other things, we loss the balance. So how do you think we can do better in finding what to do, and do it right？”
“Take time for self reflection. Every once in a while it's good to evaluate yourself, and asses what you wish to do next and how to achieve. Do this at moments that you decide, and not only when your superiors request it.”
Adin Wisdon——the Best Advice I ever Get in my Career
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Destiny willed.
Sunday, February 24, 2008
Sunday, January 20, 2008
IBM: the transparent culture of performance management, part 01
Dedication to Every Client's Success
Innovation that Matters — for our company and the world
Trust and Personal Responsibility in all Relationships
The company culture of IBM is respecting every individuals, pursuing excellence, igniting their passion, and getting high performance. In IBM Company, when talking about performance assessment, people always say that performance says.
PBC centered performance assessment framework
IBM’s performance assessment framework runs on a kind of project named as PBC (personal business commitments), and this is the center of the framework.
The framework is built based on a series of performance managing targets, there’s no difference with other cross-country companies who run performance management well.
PBC is a performance managing system. All IBM staffs have to set their goals (personal business commitments) according to the value principles of drive to win, execute quick and team spirit. Every staff needs to make his PBC by a good understanding of company’s business target and detailed KPI with the help and guide of department manager, also, list the actions to be taken in the next year to realize these business targets, executive plans and team works. This can be seen as signing a one-year performance contract between company and staffs.
Making PBC is an interactive process through the communication of individuals and their report manager or director, it’s not a simple breaking down of missions or execution of superior orders. This practice can make staff’s personal business target merged with the target of the whole department, and then with the whole company, improve the individuals’ feeling of getting part in the overall business, put every job’s responsibility into effect and arouse the passion, and at the same time, it guarantees the targets can be implemented fully. So as to get a high rate of PBC assessment, you have clearly to know your department goal, catch the point of your tasks, bring the advantage of team work into fully play, and emphasize the importance of practical actions.
The 3 commitments can be explained as follows:
The 1st commitment: committed to win. Wining market position, high efficiency, quick response and accurate execution, team work advantage and getting favorable situation. The commitment requires members to seize all chances that lead to success, encourage themselves and the whole team, and do the best to win market shares, realize sales target and other important performance assessment index. Everyone ask themselves to implement the commitments they made in PBC, no matter what kind of difficulties they met, they have to strike forth. Because everyone knows that success is the first, reaching the target is most important.
Company cannot avoid facing huge pressure in a competitive environment, so as a reality, stockholders care about the business result most, that means return of investment and the stock price, the stock market reflects the business performance subjectively. Failed in reaching its committed goals, director board will never let managing team and CEO feel OK. Therefore, the faith to win and the practical execution of self target is pretty important.
The 2nd commitment: committed to execute. In IBM, 3 words are always emphasized, they’re execute execute and execute, it dose not only need plan target and commitment, it need execution. Execution is a process which tells the performance of staffs, the improvement of business flow and enhancement of executive ability.
The 3rd commitment: committed to work as a team. It’s that different unit and department work together cooperatively and communicatively within the same business goal. IBM uses a very mature matrix organization structure, it’s quite often that a project or business will involve lots of departments, in such condition, cross-departments communication and cooperation is necessary for bringing the teamwork advantage into effect. For example, if one team of IBM meets a technical problem, it’s not unusual that headquarter send a support team which maybe consists of members from different countries. This shows IBM’s global teamwork well, if you get problem, the help you get thereafter may come from all over the world’s IBM business units and colleagues. Doing jobs by oneself is not a good way since there’re great deal of things that oneself cannot accomplish, those need oneself learn to take teamwork as the start line and working customers of considering a question.
In a word, IBM’s performance managing mode needs every staff clearly understand company and his department business goal, catch the point of jobs, bring teamwork into play and practically execute.
The Role of PBC assessment
The PBC assessment method is meaningful to common staffs, because the outcome of PBC dose not only directly relate to staffs’ bonus assignment, salary adjustment, but also take great effect in future career development, for example, promotion. To people manager who responsible to managing tasks, employee opinion survey, executive interview and the feedback of open door policy are added to PBC assessment, which are taken as supplementary figures of performance assessment. When taking PBC assessment, defining managing staff’s responsibility also includes: if you’re a manager, it’s better to ensure the contribution staffs has made to company and department, and pay close attention to balance resources, keep the entire team’s passion and behave fair, never do any kind of decisions with prejudice.
The common way of PBC assessment is initially done by direct manager based upon staffs’ job result, and then adjusted overall by higher manager. Every staff has to summarize at the end of a year, and discuss the summary face to face with his direct manager (report manager). Different assessment result will decide different payment: A lvl staff (PBC1) will get the largest bonus and salary adjustment in the next year. B lvl (PBC2) are the ones who successfully finished their jobs, and due to the standard procedure, will get corresponding bonus and salary adjustment. C lvl (PBC3) are seen to need improvement. D lvl (PBC4) is the one who failed in reaching the target because kinds of reason. From an historical angle, 70% IBM people can accomplish their yearly assignment while only 15% exceed or fail.
See from its assessing standard:
The figured dealing method of performance award and punishing
In IBM, year end bonus depends on company’s business performance added by personal performance. Calculating personal business performance, different PBC result will be handled like follows: PBC1, 150%; PBC2, 100%; PBC3, 80%; PBC4: 0%.
The PBC result is relevant to both personal performance and whole company’s performance. Encouraging staffs pay more attention to the success of company’s operation is the reason of doing so. Company’s performance can be measured by the following 5 index, and their weighted differently.
--
Destiny willed.
Innovation that Matters — for our company and the world
Trust and Personal Responsibility in all Relationships
The company culture of IBM is respecting every individuals, pursuing excellence, igniting their passion, and getting high performance. In IBM Company, when talking about performance assessment, people always say that performance says.
PBC centered performance assessment framework
IBM’s performance assessment framework runs on a kind of project named as PBC (personal business commitments), and this is the center of the framework.
The framework is built based on a series of performance managing targets, there’s no difference with other cross-country companies who run performance management well.
PBC is a performance managing system. All IBM staffs have to set their goals (personal business commitments) according to the value principles of drive to win, execute quick and team spirit. Every staff needs to make his PBC by a good understanding of company’s business target and detailed KPI with the help and guide of department manager, also, list the actions to be taken in the next year to realize these business targets, executive plans and team works. This can be seen as signing a one-year performance contract between company and staffs.
Making PBC is an interactive process through the communication of individuals and their report manager or director, it’s not a simple breaking down of missions or execution of superior orders. This practice can make staff’s personal business target merged with the target of the whole department, and then with the whole company, improve the individuals’ feeling of getting part in the overall business, put every job’s responsibility into effect and arouse the passion, and at the same time, it guarantees the targets can be implemented fully. So as to get a high rate of PBC assessment, you have clearly to know your department goal, catch the point of your tasks, bring the advantage of team work into fully play, and emphasize the importance of practical actions.
The 3 commitments can be explained as follows:
The 1st commitment: committed to win. Wining market position, high efficiency, quick response and accurate execution, team work advantage and getting favorable situation. The commitment requires members to seize all chances that lead to success, encourage themselves and the whole team, and do the best to win market shares, realize sales target and other important performance assessment index. Everyone ask themselves to implement the commitments they made in PBC, no matter what kind of difficulties they met, they have to strike forth. Because everyone knows that success is the first, reaching the target is most important.
Company cannot avoid facing huge pressure in a competitive environment, so as a reality, stockholders care about the business result most, that means return of investment and the stock price, the stock market reflects the business performance subjectively. Failed in reaching its committed goals, director board will never let managing team and CEO feel OK. Therefore, the faith to win and the practical execution of self target is pretty important.
The 2nd commitment: committed to execute. In IBM, 3 words are always emphasized, they’re execute execute and execute, it dose not only need plan target and commitment, it need execution. Execution is a process which tells the performance of staffs, the improvement of business flow and enhancement of executive ability.
The 3rd commitment: committed to work as a team. It’s that different unit and department work together cooperatively and communicatively within the same business goal. IBM uses a very mature matrix organization structure, it’s quite often that a project or business will involve lots of departments, in such condition, cross-departments communication and cooperation is necessary for bringing the teamwork advantage into effect. For example, if one team of IBM meets a technical problem, it’s not unusual that headquarter send a support team which maybe consists of members from different countries. This shows IBM’s global teamwork well, if you get problem, the help you get thereafter may come from all over the world’s IBM business units and colleagues. Doing jobs by oneself is not a good way since there’re great deal of things that oneself cannot accomplish, those need oneself learn to take teamwork as the start line and working customers of considering a question.
In a word, IBM’s performance managing mode needs every staff clearly understand company and his department business goal, catch the point of jobs, bring teamwork into play and practically execute.
The Role of PBC assessment
The PBC assessment method is meaningful to common staffs, because the outcome of PBC dose not only directly relate to staffs’ bonus assignment, salary adjustment, but also take great effect in future career development, for example, promotion. To people manager who responsible to managing tasks, employee opinion survey, executive interview and the feedback of open door policy are added to PBC assessment, which are taken as supplementary figures of performance assessment. When taking PBC assessment, defining managing staff’s responsibility also includes: if you’re a manager, it’s better to ensure the contribution staffs has made to company and department, and pay close attention to balance resources, keep the entire team’s passion and behave fair, never do any kind of decisions with prejudice.
The common way of PBC assessment is initially done by direct manager based upon staffs’ job result, and then adjusted overall by higher manager. Every staff has to summarize at the end of a year, and discuss the summary face to face with his direct manager (report manager). Different assessment result will decide different payment: A lvl staff (PBC1) will get the largest bonus and salary adjustment in the next year. B lvl (PBC2) are the ones who successfully finished their jobs, and due to the standard procedure, will get corresponding bonus and salary adjustment. C lvl (PBC3) are seen to need improvement. D lvl (PBC4) is the one who failed in reaching the target because kinds of reason. From an historical angle, 70% IBM people can accomplish their yearly assignment while only 15% exceed or fail.
See from its assessing standard:
- PBC1: excellent
- PBC2+:
- PBC2:
- PBC3:
- PBC4:
The figured dealing method of performance award and punishing
In IBM, year end bonus depends on company’s business performance added by personal performance. Calculating personal business performance, different PBC result will be handled like follows: PBC1, 150%; PBC2, 100%; PBC3, 80%; PBC4: 0%.
The PBC result is relevant to both personal performance and whole company’s performance. Encouraging staffs pay more attention to the success of company’s operation is the reason of doing so. Company’s performance can be measured by the following 5 index, and their weighted differently.
- Sales revenue, 20%
- Profit, 25%
- Inventory turnover, 15%
- Product quality, 20%
- Client satisfactory, 20%
--
Destiny willed.
Sunday, January 13, 2008
Music of "Wicker Park"
Theme Song
May Be Tomorrow by Stereophonics
Episodes
We Have A Map Of The Piano by Múm
Lover'S Spit by Broken Social Scene
Flower In December by Mazzy Star
Retour A Vega by The Stills
Tail Song
The Scientist by Coldplay
--
Destiny willed.
May Be Tomorrow by Stereophonics
Episodes
We Have A Map Of The Piano by Múm
Lover'S Spit by Broken Social Scene
Flower In December by Mazzy Star
Retour A Vega by The Stills
Tail Song
The Scientist by Coldplay
--
Destiny willed.
Thursday, December 27, 2007
Several People Who Influence You
It seems that men are dealing with all kinds of people throughout their lives, but most of these people they dealing with are travelers. Who really makes you feel troubled are just some of them, it’s no one but them who affect your gains and pains, influence your mind and motion. The objects that you thought over day and night, people on whom the vigor you paid, is nothing but these several ones.
In African grassland, the picture of millions of rhinoceros’ migration is quite spectacular, it seems to move collectively and live together. But as a matter of fact, rhinoceros that really lives together, the number can be just one-digit.
A crowd of Asian monkeys moves to drink water, they seems to be a unit, but actually they are grouped by 5 to 7 single ones, not a really crowd.
Dozens of elephants go with each other, like a family, but in fact, they’re just walk with each other, elephants really stay with each other all day long, the number can be no more than six.
Then, how about we human? How many people that one have to get connected with? Actually, just several.
Whether the life you lead is good or bad, the every single day you have is happy or not is complicated as it looks though, en effet, after research, it’s similar between mankind and animals, your range of your life depend on those several people around you.
No matter at what extension you lead your life, people who really affect you, drive you, influence you, the number normally can not possibly exceed ten, or even lesser, maybe just three or four. Your everyday mood is usually related to these several people, and so dose your living cycle.
People in this cycle are generally your colleagues, bosses, staffs or friends. They stand nearest besides your family. And because of so, they could probably become your competitors or even your enemies, and it depends on the ways of how benefits reputations and positions are taken care of and whether they are conflicted with each other or have been transformed. Actually, conflictions you have everyday, always happens on these several people.
People deal with nearest things forever, so the relationship between you and them are always fatal. Suppose in your cycle, everyone seems to be the same, vying neck and neck, generally you’re all friends, but if anyone among you is going to be promoted awarded or placed in an important position, who feels worst may be you, or maybe friends nearest from you.
It is to say, people nearest from you, is the first reason that causes your happiness and pain. Your life permanently rests on these several people, your thoughts are definitely relevant to them. How you take your actions, how you take the words, how you think of questions, are always aimed at them. In the final analysis, these several people influence your life deep. Your thinking of the world is thinking of them.
So, sometimes they could be the ones who obstruct you most. Many of your adjustments, arrangement and your behaviors, can not be described as irrelevant to them.
Patience and tolerant we said, generally happens on these several people. Though we deal with numbers of people, but most of our energy is used up by them.
Therefore, with whom you make friends, with whom you build your relationship, with whom you lead your life cycle, are really a piece of considerable question, and may be the most important thing throughout your life time. Good luck or bad luck, would always be relevant to them.
However, in this world, most people make friends casually, get in a cycle optionally. This kind of casualness usually brings people loss or unpleasantness.
Don't make a joke of your cycle, don't make a joke of these several people around you, their existences shape your complicated relationship and makes up your life and your world. In a sense, their characters and moral values can be critical factors that decide your happiness index figure.
--
Destiny willed.
In African grassland, the picture of millions of rhinoceros’ migration is quite spectacular, it seems to move collectively and live together. But as a matter of fact, rhinoceros that really lives together, the number can be just one-digit.
A crowd of Asian monkeys moves to drink water, they seems to be a unit, but actually they are grouped by 5 to 7 single ones, not a really crowd.
Dozens of elephants go with each other, like a family, but in fact, they’re just walk with each other, elephants really stay with each other all day long, the number can be no more than six.
Then, how about we human? How many people that one have to get connected with? Actually, just several.
Whether the life you lead is good or bad, the every single day you have is happy or not is complicated as it looks though, en effet, after research, it’s similar between mankind and animals, your range of your life depend on those several people around you.
No matter at what extension you lead your life, people who really affect you, drive you, influence you, the number normally can not possibly exceed ten, or even lesser, maybe just three or four. Your everyday mood is usually related to these several people, and so dose your living cycle.
People in this cycle are generally your colleagues, bosses, staffs or friends. They stand nearest besides your family. And because of so, they could probably become your competitors or even your enemies, and it depends on the ways of how benefits reputations and positions are taken care of and whether they are conflicted with each other or have been transformed. Actually, conflictions you have everyday, always happens on these several people.
People deal with nearest things forever, so the relationship between you and them are always fatal. Suppose in your cycle, everyone seems to be the same, vying neck and neck, generally you’re all friends, but if anyone among you is going to be promoted awarded or placed in an important position, who feels worst may be you, or maybe friends nearest from you.
It is to say, people nearest from you, is the first reason that causes your happiness and pain. Your life permanently rests on these several people, your thoughts are definitely relevant to them. How you take your actions, how you take the words, how you think of questions, are always aimed at them. In the final analysis, these several people influence your life deep. Your thinking of the world is thinking of them.
So, sometimes they could be the ones who obstruct you most. Many of your adjustments, arrangement and your behaviors, can not be described as irrelevant to them.
Patience and tolerant we said, generally happens on these several people. Though we deal with numbers of people, but most of our energy is used up by them.
Therefore, with whom you make friends, with whom you build your relationship, with whom you lead your life cycle, are really a piece of considerable question, and may be the most important thing throughout your life time. Good luck or bad luck, would always be relevant to them.
However, in this world, most people make friends casually, get in a cycle optionally. This kind of casualness usually brings people loss or unpleasantness.
Don't make a joke of your cycle, don't make a joke of these several people around you, their existences shape your complicated relationship and makes up your life and your world. In a sense, their characters and moral values can be critical factors that decide your happiness index figure.
--
Destiny willed.
Thursday, December 20, 2007
Psychological Test 02
Assume that you have to pass a railway on your way back home, and suddenly, a picture appears on the ground, the photo belongs to a person that you know, then, who emerges in your mind?
Sooner, we'll tell you what this implies.
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Destiny willed.
Sooner, we'll tell you what this implies.
--
Destiny willed.
Wednesday, December 19, 2007
Nokia's New Cell Phone Desgin, Reported
Beijing time Dec.17 2007, a draft design of Nokia’s cell phone was reported by some foreign media. From the right illusion we can see the phone uses the bi-direction slide design of N95, and what’s more, it brings the possibility of the 3rd slide direction, by which a QWERTY key board will appear. If this kind of cell phone is proved to be real, we don’t know it should be classified as N series or E series.Nokia N series never has a type having a QWERTY key board, but it isn’t that unusual to E series, personal communicators like E60, E61, E61i, E90 each has a QWERTY key board. Presently, the prices of personal communicator E90 and Nokia N95 are both pretty high, so, not hard to forecast, the phone with this new design which merges N95 and E90 together will be priced high.
--
Destiny willed.
Tuesday, December 18, 2007
Decipherment of IT consulting, IBM GBS, part 2
2, consolidated allowance, 12monthes a year
3, perform bonus, about 0-80% of MBS, normally less than 50%
4, per diem, 250 per day, calculated by out base night, pre-tax.
5, award, special prize, several hundreds, few people can get.
6, salary increase, depends on the performance of the year before, about 0-15%, normally 6 or 7%.
7, fly back, you can fly back to base every 1 to 3 weeks, or you can choose nearer destination compared to base.
8, business expense claim, tax fee and restaurant expense in business purpose can be claimed.
9, cell phone expense can be claimed at a upper limit of 900 for consultant and project manager, to common staffs, no more than 500.
10, saving fund, cumulated monthly at a rate of 15% which then multiple by MBS, and it will be provided to staff at one time by the end of the 3rd year, upper to 10K. After the 3rd year, the amount (15% of MBS) will be provided monthly.
Yearly income=MBS*14+800*12+Bonus(MBS*0.5)+Per Diem(250*day)+Award
Trainee salary fluctuation of these years: 2004, 5200RMB/2005, 5500RMB/2006, 4500/2007, 5800. Band relevant salary: band 6, 6000~12000/band 7 12000~18000/band 8, 18000~2X000. Salary can be discussed during recruitment. Middle ranked in market. Comparatively speaking, ISSC is a little bit reduced, no saving fund.
2, Intern, which includes Blue path and Extreme blue. It usually starts at April or May yearly, ordinarily, there will be special bulletin in ChinaHR or 51JOB. From 2006, after the termination of campus hire, intern has completely became the unique way of hiring graduates.
3, Professional Hire or Head Hunter. For example, IBM vitality 2006 which is aimed at staffs who have been in career less for 1 year or 2.
4, Nomination, the most effective way of getting into GBS, especially if the nominator is in possession, besides easier process, you can even get higher band or more MBS.
5, Transfer, from contract or sub or even clients, outstanding people can be transferred, but it’s number controlled. Outstanding man of sub is definitely in consideration.
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Destiny willed.
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