个人陈述：学习是IDEO公司文化的重要组成部分
学习是IDEO公司文化的重要组成部分。各级员工在考虑提升自己的技能和知识时，都会考虑系统性的鼓励。公司负责确定与开发和培训相关的优先级。将优先级转换为行动的责任由人力资源、直线经理和员工共同承担。在职培训和经验可视为促进学习的主要来源。经理的主要职责是指导和指导员工在当前职位上取得成功。IDEO的员工明白不断改进的重要性，并尽可能自由地与他人分享想法和知识。鼓励跨职能小组、扩大责任和横向专业发展等做法，以获得额外技能、丰富工作内容和扩大责任。此外，IDEO还提供了一些方法和活动来支持每个人的成长和学习。员工往往通过一系列的流程和工具，如绩效评估流程、进步和发展指南、360度框架评估等，定期收到关于职业抱负和绩效的反馈。众所周知，每位经理都花足够的时间来监督员工全年的定期培训和目标。
Learning is a major ingredient for the culture of the company of IDEO. Employees at each and every level consider systematic encouragement for considering upgrading their skills and knowledge. The company is responsible for the determination of priorities related to development and training. The responsibility to convert priorities into actions is shared across human resources, line managers and the employees. On- the- job training and experience can be considered as the key source of facilitating learning. Managers hold the key responsibility to guide and coach employees for succeeding within the present positions. 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. Each and every manager is known for spending sufficient time to monitor the regular coaching and objectives of the employees all across the year.
个人陈述：学习是IDEO公司文化的重要组成部分
在IDEO公司，在差异化发展和奖励的支持下，建立了一种高绩效的文化，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，同时确保员工了解他们的贡献如何影响IDEO。员工和部门经理一直在合作，以确保有挑战性的目标，并涉及有效的评估全年。这对管理人员进一步有用，使他们能够相应地承认应得到奖励的高绩效雇员，并以诚信确保对低绩效的适当管理。在部门经理的支持下，每一个员工都对自己的职业发展负有关键的责任。在这一程序下，鼓励员工在公开对话中表达对职业的期望和目标。IDEO专注于通过提供有吸引力的、现实的职业发展机会来留住和激励员工，让他们在更长远的时间内发展技能。众所周知，人力资源管理支持与部门经理实施必要的合作伙伴和工具，以准备持续发展公司和公司人员所需的资源。
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. The employees and line managers have been working collaboratively for ensuring there is setting up of challenging objectives and involves effective evaluation all across the year. This has been further useful for managers in acknowledging reward deserving and high performing employees accordingly, and the proper management of low performance is ensured with integrity. Each and every employee, under the support of line manager, holds the key responsibility for his or her professional development. Under this procedure, there is encouragement of employee for expressing expectation and objective of career within an open dialogue. IDEO focuses on the retention and motivation of employees by the offer of attractive yet realistic moves of career allowing the development of skills in the longer run. 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.
