澳洲作业代写：IDEO公司的差异化发展和奖励

澳洲作业代写：IDEO公司的差异化发展和奖励

IDEO的员工了解持续改进的重要性，并与他人尽可能自由地分享想法和知识。鼓励跨职能团队、责任扩展和横向专业发展等做法，以获取额外技能、丰富工作内容和扩大问责制。此外，IDEO还提供了一些方法和活动，以支持每个人的成长和学习。员工往往通过绩效评估过程、进步与发展指南、360度框架评估(Altman and Tripsas 2014)等过程和工具，定期收到关于职业抱负和绩效的反馈。众所周知，每位经理都会花足够的时间来监督员工全年的常规培训和目标。

澳洲作业代写：IDEO公司的差异化发展和奖励
在IDEO公司，在差异化发展和奖励的支持下，建立了一种高效的文化，这可以被认为是实现业务目标和个人的关键。推动这一趋势的关键因素是具有挑战性和明确责任的一致性，同时确保员工意识到他们的贡献如何影响IDEO (Boudreau and Jeppesen 2015)。众所周知，人力资源管理是支持实施必要的合作伙伴和工具，与直线经理一起为不断发展公司和公司人员准备所需的资源。虽然对于何种投资可被视为替代投资的意见不一，但似乎越来越一致的意见是，投资者可能愿意在其资产配置战略中考虑替代投资。

澳洲作业代写：IDEO公司的差异化发展和奖励

The employees of IDEO have an understanding about the significance of improving continuously and sharing ideas and knowledge as free as possible with the others. Practices like cross functional teams, extension of responsibilities, and lateral professional development have been encouraged for acquiring extra skills, enriching content of job and widening accountability. Also, IDEO has been offering a number of methodologies and activities for supporting the growth and learning of everyone. Employees tend to be receiving feedback on their career aspirations and performance regularly by a number of processes and tools like the process of performance evaluation, the guide of progress and development, and assessment of 360 degree framework (Altman and Tripsas 2014). Each and every manager is known for spending sufficient time to monitor the regular coaching and objectives of the employees all across the year.

澳洲作业代写：IDEO公司的差异化发展和奖励
At the company of IDEO, a culture of high performance has been set under the support of differentiated development and rewards that can be considered as the key of delivering business objectives and individuals. The key factor driving this is the alignment of challenging and clear responsibilities, while it is ensured that there is awareness among employees regarding how their contribution affects IDEO (Boudreau and Jeppesen 2015). Management of human resource is known to be supporting the implementation of necessary partners and tools with the line managers for preparing the resources required for continuously developing the company and the people of the company. While there are variations in opinions regarding what investment can be considered as an alternate, there seems to be an increased consensus that investors may show willingness in considering alternates in their strategies of asset allocation.