At Prudential, you are assessed with “What” you have achieved against your objectives, and “How” you have demonstrated our values. Click to view the values
You AIB may be delivered in the combination of Cash Bonus and Deferred Bonus Award.
To determine if your bonus is subject to deferral, your actual AIB will be converted to USD and follow the below deferral Matrix
AIB Intervals
Deferral %
USD 0 – USD 65,000
0%
USD 65,001 – USD130,000
40%
USD130,001 – USD250,000
50%
> USD250,000
60%
Your total AIB spilt into the respective intervals
Cash Bonus
Deferred Bonus
Measures “what” an employee achieves during the performance year
During Objective Setting, You set up individual objectives (“Specific,
Measurable, Achievable, Relevant / Result-oriented, Time-Bound”) that are
aligned with corporate / functional / team objectives, and agree with your
manager on the weighting of each objective.
During Year-end Performance Review, COACH principles should apply.
During Year-end Performance Review, each objective will be assessed with a
performance rating which corresponds to a score.
Individual Development Plan (IDP): Remember that you are
responsible for your own career development and growth, discuss with
your manager and evaluate regularly.
Specific
Who, What, Where, When, Why, Which
Clearly describe your Objective as much as possible with no ambiguous language.
Who is involved?
What do I want to accomplish?
Where and When will it be done?
Why am I doing this (reason, purpose)?
Which constraints / requirements do I have?
Measurable
From and To
Make sure you can track the progress and measure the outcome. If your Objective is not quantifiable, it should be least be verifiable.
How much?
How many?
How will I know when my Objective is accomplished?
Achievable
How
Make sure your Objective is not out of reach or below standard performance.
Is the Objective reasonable enough to be accomplished?
How so?
Relevant
Worthwhile
Make sure your Objective is worthwhile and meets your needs.
Does the Objective contribute and align with company / department plans?
Does the Objective relate to your job and fits with your immediate and long term career plans?
Time-Bound
When
Your Objective should be achieved within a certain and clear timeframe. It will establish a sense of urgency and prompt you to have better time management.
“I will complete this step by day/week/month.”
Identify 1 to 2 development goal(s) which will make the most significant impact in the current Role, and accelerate significantly your personal and professional career.
Define what success looks like for these Development Goals: provide very specific and observable behaviors or measures so that progress can be easily captured.
Develop action plans based on the 70/20/10 Model
Action plan – on the job experience (70%)
Action plan – Support from Others (Mentoring & Coaching) (20%)
Action plan – Learning & Training (10%)
Develop my ability to engage, motivate and influence people during presentations and meetings.
I am able to present to a group of people and, in a succinct and clear manner, provide an inspiring and engaging reason for them to act. They react positively and with enthusiasm to my ideas.
I will ask Frederick to act as my coach/mentor as he is proficient in this area. We will meet monthly to discuss how to utilise different techniques and approaches to engage people. I will ask him to attend some of my meetings and give me feedback.
Discuss with HR opportunities for a course on executive presence and influencing skills. Also watch videos on TED for tips on effective presentation skills.
