【正文】 mance Factors (表現(xiàn)原素 ) / Competencies (稱職原素 ) Examples: CocaCola Mobil Performance Competencies Factors Communication Teamwork Job knowledge Technical knowledge Problem solving Setting high standards Work relationships Concern for accuracy Leadership Concern for effectiveness Planning, anising Flexibility Personal Drive (主動性 ) ? Identify own strengths and weaknesses ? Learn from own mistakes and those of others ? Change behaviours as a result feedback ? Keep update on own field of specialisation ? Try influence rather than passively accept an event ? Continuously looking for innovative means to achieve results ? Show enthusiasm and drive to get things done ? Be persistent towards the achievement of plans or initiatives ? Remain mitted in spite of problems Actively learning 主動學(xué)習(xí) Demonstrating Commitment 表現(xiàn)投入感 Taking initiative 採取主動 Determine Performance Factors Determine Dimensions (量度方向 ) Determine Behaviour Indicators (行為指標 ) Determining Performance Factors (Competencies) An Example Designing the Process 設(shè)計評估階段 ? Determine the purposes 確立目標 ? Develop the procedures 程序應(yīng)包括 : – No. of forms 表格數(shù)目 – What to be assessed 評核甚麼 – Who should appraise 誰來評該 – Appraisal period 評核期 – Frequency of meetings 評核面談的頻率 – Linkage with pay 與薪酬的聯(lián)繫 Designing the Appraisal Form 設(shè)計評核表格 ? What to include 應(yīng)包括甚麼 ? – Work outes or objectives 工作成果 (目標 ) – Performance factors 表現(xiàn)要素 – Jobholder personal data 員工個人資料 – Major achievement 主要成就 – Development needs and plans 培訓(xùn)需要及計劃 – Approvals 審批機制 – Employee ments 員工意見 – Promote ability ? Rating scheme 表現(xiàn)評級標準 – How many levels 多少級別 ? – What will we call each level 級別名稱 ? Performance Review 表現(xiàn)評核 ? Strategy system for performance management ? Continuous process of – Review 檢討表現(xiàn) – Feedback 回應(yīng)不理想的表現(xiàn) – Reinforcement 強化好的表現(xiàn) ? Documentation of the ongoing process Objectives of Performance Appraisal 表現(xiàn)評核的目的 ? Motivate/ reinforce good performance ? Identify areas for improvement ? Identify training development needs ? Clarify job expectations ? Strengthen staffsupervisor relationship Elements of a Good Appraisal 好的表現(xiàn)評核 1. Document performance 2. Performance diagnosis 3. Seek bilateral participation 4. Focus on goals 6. Minimal criticism 7. Single purpose Appraisal Errors 表現(xiàn)評核常見錯誤 ? Halo error 以偏概全 ? Contrast error 對比誤差 ? First impression error 先入為主 ? Regency error 近入為主 ? Leniency error 寬容誤差 ? Severity error 嚴厲誤差 ? Central tendency error 中庸誤差 Optimising Your Existing System 改善你公司現(xiàn)行的制度 ? What we can do to improve? – Review your existing system and identify: ? Imbalances ? Ambiguities ? Nonalignment with strategic objectives ? Inappropriate simplicity/ plexity, etc. ? Possible changes might be: – Change the event an ongoing process – Start with the form start with planning – Focus on traits on behaviors (what he is) (what he does) – Provide appraiser training Cultural Issues 文化因素 ? Culture is a mon excuse for – not setting up a performance management system (PMS) – not optimizing the existing system ? PMS needs to be patible with existing anizational culture ? What is often overlooked is: PMS can help to drive change, which will lead to a new anizational culture ? Check your anization for readiness Criteria for an Effective Appraisal System 好的表現(xiàn)管理制度 標準 ? Relevance 關(guān)聯(lián)性 ? Sensitivity 敏感性 ? Reliability 可靠性 ? Acceptability 認受性 ? Practicability 可行性 Critical Success Factors 成功要訣 ? Open, honest management style high degree of trust ? Line managers feel sense of ownership ? Supportive HR/ personnel function ? Senior management support ? Business plan linked with anisational goals Identification of Individual Work Outes (工作成