會升職誰? - 職場
By Eartha
at 2014-12-18T15:00
at 2014-12-18T15:00
Table of Contents
各位板友、先進好,會提出這樣的問題是因為我第一次遇
到這樣的事情,敘述可能不是很精確,也不知道該在那個
版問(如不適合煩請通知我刪文),還請各位能給我一點
建議或想法。
背景:
我接手現在的部門兩年多,部門的規模常規編制是 16 人
(含我 17 人),因為績效還不錯,公司人事部門已經將
我調到內部單位,大概年後就到新的部門上任,因此希望
我能推薦接任人選。
經過跟和上面的人討論後,由於沒有空降人選(我自己當
初就是別部門空降過來的)和這兩年績效不錯,可以說我
的意見左右了這項人事異動。
人選:
經篩選後主要人選有三:
A.年紀比我略長,屬八面玲瓏、人際關係相當不錯,在
新進、同輩的同事間頗有威望,在部門內五年,我的
人事命令上個月下來,他已經造勢頗久。
但他上次有過優秀的績效已經是四年前了,這三年表
現平平,三人中最次(當然也有可能是我方針不適合
他。),約在部門內 75% 左右。
B.年紀長我近兩輪,長期穩定的績效(近八年,部門內
績效穩定落在 90% 上下)不過個性略為孤僻,典型
的專家個性。我這次不推薦他,若三年為週期,這裡
大概就是他的終點。
跟商品企劃、銷售的人沒交情、上面也沒人罩(這些
是他長期被冷凍的原因),若推薦他,我可能還要回
過頭來幫他牽線。
C.績效頂尖,其實我是比較屬意他的人格特質,有耐心
鬥志旺盛,之前有把主要廠商價碼砍到見骨,還讓後
來對方對他讚不絕口、指定為窗口的案例。
讓人擔心他平行輪調過來不到一年。我當初接任因為
年紀的關係吃了不少暗算,他調過來一年就升遷其他
人(包括人選外的人)可能很有話說。
請問有處理過類似經歷的板友們想法是什麼呢?或者會從
其他什麼樣的角度去切入這件事?
--
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