【正文】 really brings our brands to life. While other panies may want to impose a rigid, uniform view of the world, we do not. Our global strength es from celebrating local differences whilst understanding that some things should be kept the same. 我們深信是大家的知識(shí)為我們的品牌注入生命。 Work better together 協(xié)作共贏 25 The Performance Management Journey 績(jī)效管理之旅 Manager Training Workshop – Module Three: The Process 經(jīng)理級(jí)培訓(xùn)課程 – 板塊三：績(jī)效管理的流程 26 Module Three Objectives 板塊三：目標(biāo) By the end of this module, you will be able to: 通過(guò)板塊三的學(xué)習(xí)，你將能夠： ? Explain how to prepare for a Performance Review 解釋如何準(zhǔn)備績(jī)效評(píng)估 ? Describe the Calibration Review process and its importance on The Performance Management Journey 描述評(píng)估校準(zhǔn)流程，及其在績(jī)效評(píng)估之旅中的重要作用 ? Understand how to successfully facilitate a Performance Review meeting 理解如何成功的進(jìn)行績(jī)效評(píng)估會(huì)談 ? Know how to handle challenging situations in a Performance Review meeting 知道如何處理績(jī)效評(píng)估會(huì)議中容易引起爭(zhēng)論的局面 27 Preparing for the Review 績(jī)效評(píng)估的準(zhǔn)備 ? Time/Date 時(shí)間 /日期 – Allow yourself enough time to prepare for the review and for the employee to reflect on their performance (at least one week notice). 給自己和員工足夠時(shí)間進(jìn)行績(jī)效評(píng)估的準(zhǔn)備，讓員工有時(shí)間思考一下他們的績(jī)效表現(xiàn)（至少提前一星期通知）。 29 Preparation 準(zhǔn)備工作 ? Review the employee’s file 瀏覽員工檔案 – Look for successes or achievements that have been added to the file 尋找檔案記錄中員工取得的成功或成績(jī) – Identify concerns, if any 明確對(duì)員工的顧慮 – Review previous Performance Review documents 瀏覽過(guò)去的績(jī)效評(píng)估文件 ? Review the job description 瀏覽員工的工作職責(zé)描述 – Ensure the employee is performing the job they are assigned 確保員工目前被分配的工作職責(zé)得到執(zhí)行 – See if there have been any changes in the role during the year 確認(rèn)一年中員工的工作角色是否有任何變化 ? Obtain feedback from other managers 從其他經(jīng)理處獲取反饋信息 – If you are a new manager, speak with the previous manager (if possible) or other managers that the employee partners with in your location 如果你是新任的經(jīng)理，（如果可能）與前任經(jīng)理或員工共事過(guò)的其他經(jīng)理交談了解情況。 32 Calibration Meeting 校準(zhǔn)會(huì)議 ? During the meeting: 會(huì)議中： – Facilitator will establish ?ground rules? for the meeting to include: 主持人將設(shè)定會(huì)議的‘基本原則 ?，包括： ? Remember, when making judgments around an individuals performance they should be related to facts and supported by evidence 須記住，在圍繞個(gè)人績(jī)效作出評(píng)判時(shí)，應(yīng)該與事實(shí)相關(guān)，并提供證據(jù)支持。 – Use the Performance Review Form as a guide for your conversation discussing ratings for each ponent of the form 利用績(jī)效評(píng)估表，指導(dǎo)你與員工針對(duì)表格中各部分內(nèi)容的評(píng)分進(jìn)行討論。 4. ‘Show we care’ throughout the process 在整個(gè)過(guò)程中‘體現(xiàn)關(guān)愛(ài) ’ ? Offer your support as they continue to develop in their role or future roles. 在他們不斷努力，為目前和未來(lái)職位發(fā)展自我的過(guò)程中，給予你的支持。 ? A = Achievable The objective requires some effort or stretch to achieve, but do not discourage the employee. ? A = 可實(shí)現(xiàn) 工作目標(biāo)需要通過(guò)一些努力或一個(gè)過(guò)程才能實(shí)現(xiàn)，但不應(yīng)太難而讓員工感到氣餒。 42 Step 2: My Success 第二步：我的成功 Ask the following questions: 提出以下問(wèn)題： ? What will be different? 會(huì)有什么不同？ ? What will the employee be able to ?do?, ?see?, ?hear?, ?say?, after the development of their job skills, knowledge, behaviour or experience? And what will others be saying? 員工的工作技能、知識(shí)、行為或經(jīng)驗(yàn)得到發(fā)展以后，他們將能“做”、“看”、“聽(tīng)”、“說(shuō)”什么？其他人將會(huì)怎么說(shuō)？ 43 Step 3: My Action 第三步：我的行動(dòng) Remember: 須記?。? ? Be clear and specific 要明確而具體 ? Identify who else needs to be involved 確定是否需要其他人參與 ? Decide when the learning will happen 決定將何時(shí)開(kāi)始學(xué)習(xí) ? Determine if the solution is appropriate to the individual?s learning style 判斷解決方案是否適合這個(gè)員工的學(xué)習(xí)風(fēng)格 ? Ensure the target has some stretch but is not discouraging 確保目標(biāo)有一定延伸性，但不要過(guò)難而給員工帶來(lái)挫敗感 44 Step 3: My Action – using SMART Language 第三步：我的行動(dòng) – 使用 SMART的語(yǔ)言 ? S = Specific The objective should state exactly what the employee is responsible for achieving. ? S = 具體 工作目標(biāo)應(yīng)具體說(shuō)出員工需要達(dá)成的職責(zé)?？?jī)效評(píng)估對(duì)個(gè)人非常重要，請(qǐng)尊重他們的時(shí)間。 33 The Performance Review 績(jī)效評(píng)估 1. Treat the employee as a ‘guest’, put them at ease. 對(duì)待員工象對(duì)待‘客人’一樣，讓他們感到放松自如。 – Make notes on possible development activities 注明一些可能的個(gè)人發(fā)展活動(dòng) – Determine an Overall Performance Rating 決定員工的總體績(jī)效評(píng)分 31 Calibration Meeting 校準(zhǔn)會(huì)議 ? Prior to the meeting: 會(huì)議前： – Identify a facilitator to manage the process, keep the debate on track and ensure that appropriate time and attention is given to all employees discussed (generally chaired by the function head/GM and facilitated with an HR representative) 指定一名會(huì)議主持人，管理會(huì)議的流程，保持討論不偏離主題，同時(shí)確保對(duì)所有被討論的員工都給予了適當(dāng)?shù)臅r(shí)間和關(guān)注（通常由職能負(fù)責(zé)人 /總經(jīng)理?yè)?dān)任會(huì)議主席，一名人事部代表?yè)?dān)任主持人） – All managers should prepare Overall Performance Ratings for their direct reports. 所有經(jīng)理都應(yīng)準(zhǔn)備好直接下屬的總體績(jī)效評(píng)分。 – Ensure it is a private location, the employee cafeteria is not ideal! 確保私秘不受打擾，員工餐廳可不是理想的地點(diǎn)！ – Select a clean, quiet environment where both you and the employee can focus 選擇一個(gè)干凈、安靜的環(huán)境，你和員工都能集中注意力的地方。 When we work together we are stronger. We?re at our best when we collaborate to form a powerful, winning team. We listen to each other and bine our expertise to create a strong, focused and trusted group of people. 團(tuán)結(jié)就是力量，同心協(xié)力使我們成為一個(gè)強(qiáng)而有力的致勝團(tuán)隊(duì)。 ? We are respectful of all cultures and look to learn from others 我們尊重各種不同的文化并愿意向他人學(xué)習(xí)。 We want to be the pany