【正文】 業(yè)績和發(fā)展評估Performanceand DevelopmentReview評估指南Appraisal guide公司 Company員工姓名 Employee’s Name評估年度 Appraisal Year2 / 18評估所年度Appraisal Year: 發(fā)展和業(yè)績評估Development and Performance公司Company:員工姓名Employee’s name:職務(wù)/任職起始Position / Since:直屬上司Name of supervisor: 職能上司Name of functional manager:面談日期Date of interview:上次面談日期Date of last interview:September 2003 – v3發(fā)展和業(yè)績評估Development and Performance業(yè)績Performance 能力Competencies 發(fā)展Development 意見Comments 167。 每一位主管都要對他們員工的未來發(fā)展負(fù)責(zé)。這是達(dá)能集團(tuán)的基本管理原則，集團(tuán)的價(jià)值觀也明確肯定了這一要求。167。 Each supervisor is responsible for the development of his/her employees. It is a fundamental management principle in the DANONE Group, and this requirement is clearly confirmed by the Group values.167。 業(yè)績評估和發(fā)展指南是為幫助管理人員更好地履行這一要求而設(shè)計(jì)的。它適用于集團(tuán)內(nèi)的所有公司，并作為上級管理人員和員工之間進(jìn)行年度評估的基本依據(jù)。167。 The Performance and Development Guide has been designedto help managers better satisfy this requirement.It is mon to all panies within the Group and is usedas a basis for the annual appraisal between the supervisorand his/her employees.167。 業(yè)績和發(fā)展評估的面談須達(dá)到以下四個(gè)目標(biāo)：167。 The performance and development appraisal interview satisfies 4 objectives:167。 評估上一年目標(biāo)的達(dá)成情況（成功和困難之處）To assess the results (successes and difficulties),respecting the objectives of the previous year.167。 評估員工的能力（集團(tuán)所期望的管理能力和部門所要求的特殊能力），并確定以后的發(fā)展需求。HUMAN RESOURCES APPRAISAL GUIDE – September 2003 v3To evaluate the petencies of the employee (managerial petencies expected by the Group and the specific ones of the function), and to identify development needs.167。 確定個(gè)人和職業(yè)的發(fā)展計(jì)劃To produce personal and professional development plans.167。 確定來年的目標(biāo)，并明確達(dá)到目標(biāo)的手段方法，以及未來評估所需要的指標(biāo)。To set the objectives for the ing year, and to specify the means for achieving them, and the indicators needed for their future evaluation.167。 為達(dá)成上述目標(biāo)，管理人員和員工之間必須進(jìn)行一次談話以充分交流觀點(diǎn)。面談時(shí)間要足夠長，以便深入評估。在面談之前，管理人員和員工都必須進(jìn)行充分準(zhǔn)備。167。 All these items are subject to a proper exchange of viewsand a dialogue between the supervisor and his/her employee.The interview must be long enough to allow an indepth appraisal,167。 and both supervisor and employee will need to prepare in advance. 業(yè)績Performance本文件將記錄設(shè)定的下一年的目標(biāo)和業(yè)績衡量標(biāo)準(zhǔn)The objectives and performances measured for the following year are recorded in this document.年底將使用同樣的文件用以衡量預(yù)定目標(biāo)的達(dá)成，能力的評估，并確定職業(yè)和個(gè)人發(fā)展計(jì)劃。This same document is also used at the end of the year to review these objectives, evaluate petencies,and determine the professional and personal development plans.在第一年度，本評估指南只用于設(shè)定目標(biāo)In the first year, the evaluation guide is only used for setting the objectives. 業(yè)績評估：總結(jié)PERFORMANCE REVIEW SUMMARY1對業(yè)績進(jìn)行綜合評估，在對應(yīng)的方格內(nèi)打勾Assess the general performance by ticking the appropriate box.遠(yuǎn)遠(yuǎn)超越了目標(biāo)Far beyond objectives1超越了部分目標(biāo)Exceeded some objectives2達(dá)到目標(biāo)Achieved objectives3達(dá)到了部分目標(biāo)Achieved some objectives4沒有達(dá)到目標(biāo)Not achieved objectives5員工的意見Employee39。s Comments主管的意見Supervisor39。s CommentsHUMAN RESOURCES APPRAISAL GUIDE – September 2003 v3 目標(biāo)及評估GOALS AND EVALUATION2直屬上司必須結(jié)合職能上司所設(shè)定的目標(biāo)。The supervisor has to integrate the objectives set by the head of the function. 為下一年設(shè)定56個(gè)目標(biāo)（包括集體目標(biāo)和個(gè)人目標(biāo)：注意將兩者區(qū)分開來）。Set 5 to 6 objectives for the following year (including collective and individual objectives: take care to differentiate them). 至少包括一個(gè)團(tuán)隊(duì)（或跨部門的）目標(biāo)，和一個(gè)個(gè)人發(fā)展及（或）管理目標(biāo)。Include at least one team (or crossdisciplinary) objective as well as an individual improvement and/or management objective. 這些目標(biāo)必須適合所涉及職位的級別。These objectives must be