【正文】 signments 項(xiàng)目分配Supply chain management 供應(yīng)鏈管理International assignment 派駐國外工作Strategic planning or project management 戰(zhàn)略計(jì)劃或項(xiàng)目管理Job swaps 工作交換Leadership development 領(lǐng)導(dǎo)力發(fā)展Communication or presentation skills 溝通或演講技巧Self Learning 自學(xué)Human resources management 人力資源管理Reading and research 閱讀和研究Information Technology 信息技術(shù)Expert briefing 專家講座SIGNATURE 簽字Manager 直接主管Staff 職員 Date日期 :Date 日期 : Next Level / Matrix Head上層主管或矩陣彙報(bào)主管 Human Resources Department 人力資源部 Date 日期 :Date日期 :STEP 1: Meeting Summary – Beginning of the Year第一步：會(huì)議總結(jié)年初1Appraiser評估者Schedule time for “Beginning of the Year” meeting設(shè)定“年初”會(huì)議時(shí)間2Employee and Appraiser雇員與評估者Draft objectives and a tentative development plan for discussion using the PMP document按PMP文件格式起草目標(biāo)與目前的發(fā)展計(jì)劃以備討論3Employee and Appraiser雇員與評估者Review draft objectives, discuss any open issues, agree on final objectives檢討起草的目標(biāo)，公開討論，達(dá)成協(xié)議4Employee and Appraiser雇員與評估者Review Behavioral / Leadership Competencies and definitions檢討行為/領(lǐng)導(dǎo)資質(zhì)和目標(biāo)5Employee and Appraiser雇員與評估者Discuss standards and expectations for Behavioral/Leadership petencies討論行為/領(lǐng)導(dǎo)資質(zhì)的標(biāo)準(zhǔn)與期望6Employee and Appraiser雇員與評估者Discuss career aspiration (career goal, any intention of change in function, supervisory role, interest in relocation, etc.)討論職業(yè)規(guī)劃(職業(yè)的目標(biāo)，功能的變化，主管工作, 異地工作 等)7Employee and Appraiser雇員與評估者Review draft Development Plan, discuss training and development other options, agree on final Plan檢討發(fā)展計(jì)劃，討論培訓(xùn)與發(fā)展的觀點(diǎn)，達(dá)成最后計(jì)劃8Appraiser評估者Print copy of review and obtain necessary signatures編印和簽署9Appraiser評估者Provide signed copy to employee and to HR編印給雇員與HRSTEP 2: MidYear第二步：年中A MidYear progress review is an opportunity for Appraiser and employee to:年中的檢討是對雇員與評估者雙方而言均屬一個(gè)機(jī)會(huì)：216。 Selfassessed ratings on objectives and petencies 針對目標(biāo)與資質(zhì)自我評估對于德昌電機(jī)來說，兩項(xiàng)指標(biāo)都相當(dāng)重要。 General 普通more general in nature針對總體需要216。 Development opportunities take many forms, from stretch assignments to skills training. Some of the activities that focus on ‘learning by doing’ or selfinitiated study include:發(fā)展的機(jī)會(huì)可采取許多種模式，從擴(kuò)大職責(zé)到技能培訓(xùn)，也可以是從“實(shí)踐到真知”，或自我進(jìn)修：167。167。Integrity *誠信Always acting ethically and above reproach. Builds trust through reliability and authenticity. Actions are consistent with what one says, . ‘walk the talk’. Weles openness and honesty, respects confidentiality. Admits own mistakes and confronts unethical actions in others. Takes tough, principled stands even if they are unpopular.一直保持旺盛的工作態(tài)度，通過實(shí)踐行動(dòng)建立起互信。 uses financial and other quantitative information to manage the business。Self Development自我發(fā)展A ‘Continuous Learning’ mindset. Knows own strengths and weaknesses. Takes proactive steps to seek learning and development opportunities, and is willing to talk to supervising manager about them. Be able to apply learning at the work place.保持“不斷學(xué)習(xí)”的態(tài)度，知道自己的強(qiáng)項(xiàng)和弱項(xiàng)，先人一步地尋求學(xué)習(xí)與發(fā)展的機(jī)會(huì)，同時(shí)愿意和主管交流，將知識(shí)運(yùn)用到工作中。Integrity *誠信Always acting ethically and above reproach. Builds trust through reliability and authenticity. Actions are consistent with what one says, . ‘walk the talk’. Weles openness and honesty, respects confidentiality. Admits own mistakes and confronts unethical actions in others. Takes tough, principled stands even if they are unpopular.一直保持旺盛的工作態(tài)度，通過實(shí)踐行動(dòng)建立起互信。 A “petency” is an area of related knowledge, skill or behavior needed in a job to ensure its success.資質(zhì)是確保工作成功所需相關(guān)的知識(shí)，技能與行為。 Performance Objectives should be:績效目標(biāo)應(yīng)該是：S – specific 具體的M – measurable 可量度的A – agreed 雙方協(xié)定的R – realistic 可實(shí)現(xiàn)的T – time bound 有時(shí)間限制的216。216。216。全體人員均參與當(dāng)中的每一步驟。216。 Integrates learning and development with performance將學(xué)習(xí)與發(fā)展和績效緊密結(jié)合。216。 Collect employee selfassessments for business objectives and petencies針對公司目標(biāo)與核心的競爭力，收集評估員工績效的素材。 Provide constructive feedback提供有建設(shè)性的反饋。 The Objectives Acplishment section of the PMP document is as follows: 績效管理文件當(dāng)中關(guān)于目標(biāo)設(shè)定部份如下第一部分：目標(biāo)完成情況Part A: Objectives AcplishmentWeighting : 100% in total 總比重： 100%Rating評分: 5 Outstanding 表現(xiàn)超卓2 – Meet Some 完成部分目標(biāo) 4 Exceed Some 超額完成部分目標(biāo)1 – Poor Performance 表現(xiàn)劣差 3 Meet Expectation 完全實(shí)現(xiàn)目標(biāo)Objective目標(biāo):Achievement完成情況 :Weighting比重: Rating評分: Objective目標(biāo):Achievement完成情況 :Weighting比重: Rating評分: Objective目標(biāo):Achievement完成情況 :