【正文】 Performance Management Organizational Human Resource Development Division Hong Kong Productivity Council Seminar Content ? Why is PM Important to Business Performance? ? What is PM? ? The PM Cycle ? Effective PM System ? Identification of Individual Performance Measures ? What is Balanced Scorecard? ? Barriers in Strategic Management of Organizational Performance ? How does a Balanced Scorecard Translate Company Strategy into Action? ? Framework of a Balanced Scorecard Performance Measurement System ? Action Required for Implementation of an Effective PM Why is Performance Management (工作表現(xiàn)管理制度 ) Important to Business Performance? 改善工作程序 員工態(tài)度改變 接受變革 External Pressures 外來壓力 修訂營運策略 提 高 生 產(chǎn) 力 宏觀環(huán)境 : 公司 : 個人 : 提出人力管理變革 工作表現(xiàn) 管理制度 Why is Performance Management (工作表現(xiàn)管理制度 ) Important to Business Performance? Benefits to Individuals ? Better understanding on performance standards ? Better development opportunities ? Motivated as it is a fairer system to measure employees’ performance ? Improved relationship with supervisors ? Improved individual performance Why is Performance Management (工作表現(xiàn)管理制度 ) Important to Business Performance? Benefits to Organisation ? Effective monitoring system ? Better understanding on performance standards ? Organisation’ s expectations can be clearly municated ? Link individuals’ work output to anisational goals ? Better morale ? Shape anisation’ s culture Why is Performance Management (工作表現(xiàn)管理制度 ) Important to Business Performance? Ultimate Benefits to Organization Business Results Drive What is Performance Management (工作表現(xiàn)管理制度 ) ? “ A process for establishing a shared understanding about what is to be achieved, and how it is to be achieved。 an approach to managing people which increases the chance of achieving jobrelated success.” Different Approaches Traditional Integrated Performance Management Competencybased Integrated PM Process PM as Core Process for Change ? As driver for change ? Integrated ? Fit with culture ? Selfmanaged individuals teams ? Harmony with rewards ? Motivating work climate ? Integrated with petency model ? Focus on developing people ? Linked to succession planning Covers 3 phases: ? planning ? managing/ coaching ? reviewing ? Once a year event ? Not integrated ? Little managing of performance Performance Management Current Trends (當前趨勢 ) ? Performance management as a core process ? New approaches: – selfappraisal 自我評核 – peer appraisal 同級同事評核 – upward appraisal 下屬對上司的評核 – 360 degree appraisal 360 度評核 ? Greater employee involvement / participation ? From measuring outputs measuring outputs + inputs ? Greater linemanagement ownership ? Formal, onceayear feedback more informal, ongoing munication Performance Management Core Principles (核心原則 ) ? Corporate individual performance are mutually dependent ? Ongoing process providing the basis for continuous improvement ? Relies on consensus ? Not just topdown ? A 2way munication process ? Forward looking ? Concentrate on positive attributes ? Works best when applied to all staff The Performance Management Cycle 表現(xiàn)管理週期 Performance planning 表現(xiàn)的計劃 Performance review 表現(xiàn)的檢討 Performance coaching 表現(xiàn)的督導 Reward 報酬 Training 培訓 Succession planning 人才銜接計劃 Discipline 紀律 Business strategy 商業(yè)策略 People management strategy 人力資源管理策略 The PM Cycle HR Practices 人力資源措施 Performance Management Interlinking Parts 表現(xiàn)管理的互相緊扣的部份 Measurement 量度表現(xiàn) Learning Development 學習與發(fā)展 Goal Setting 確立目標 Performance Management 表現(xiàn)管理 Appraisal (Review) 評 核 (檢討 ) Towards an Effective PM System 邁向有效的表現(xiàn)管理制度 What to Measure