【文章內(nèi)容簡(jiǎn)介】 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。其他公司可能會(huì)強(qiáng)加員工一種死板而一成不變的世界觀，而我們不這么做。我們?nèi)蛐缘膬?yōu)勢(shì)源于在保持一致的同時(shí)也樂(lè)于接受地方差異。 Celebrate difference 求同存異 24 Winning Ways 致勝之道 ? We work hard to develop excellent working relationships 我們致力于建立優(yōu)良的工作關(guān)系。 ? We think about what we do and how it might affect others 我們充分顧及自己的言行及可能對(duì)他人產(chǎn)生的影響。 ? We trust and support each other 我們彼此信賴，相互支持。 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)。我們聽取每個(gè)人的意見，結(jié)合我們的專業(yè)知識(shí)，創(chuàng)造一個(gè)堅(jiān)不可摧，目標(biāo)專注，相互信賴的團(tuán)隊(duì)。 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）。 – Ensure that the time is during the employee?s work schedule. Employees will not be focused if their review is conflicting with their post work schedule. 確保評(píng)估時(shí)間是在員工的工作日程之內(nèi)。如果與員工工作后的時(shí)間沖突，他們將無(wú)法專心進(jìn)行績(jī)效評(píng)估。 – The end of the day is also a poor time for the review as the employee will be tired from the day and the review may be rushed to ensure they are out of work on time. 在一天結(jié)束時(shí)也不適合進(jìn)行評(píng)估，員工將因?yàn)楣ぷ饕惶於浅诶?，可能?huì)匆忙的進(jìn)行評(píng)估，為了能準(zhǔn)時(shí)下班。 – For manager reviews, allot at least hours, for employee reviews, allot at least 45 minutes 經(jīng)理評(píng)估時(shí)間至少為 ，員工評(píng)估時(shí)間至少 45分鐘。 ? Location 地點(diǎn) – Select a ?neutral? location (., not the ?bosses? office as they may be anxious). 選擇一個(gè)‘中性’的地點(diǎn)（即不要選擇在可能會(huì)令人緊張的‘老板’辦公室）。 – 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。 28 Preparing for the Review 績(jī)效評(píng)估的準(zhǔn)備 ? Advise the employee 通知員工 – Explain the purpose of the review 說(shuō)明評(píng)估的目的 – Ensure the employee understands how to plete the selfassessment form (see the Annual Performance Review Process Guide available on Merlin) 確保員工理解如何填寫自我評(píng)估表（參見 Merlin上的年度績(jī)效評(píng)估流程指南） – Ask the employee to begin thinking ahead about future plans and goals. 讓員工提前開始思考未來(lái)的計(jì)劃和目標(biāo)。 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。 30 Preparation 準(zhǔn)備工作 ? Fill out the Performance Review form: 填寫績(jī)效評(píng)估表： – Consider how well the employee has performed against their KPOs. Remember, the KPO achievement also covers key job responsibilities, including technical abilities. 對(duì)照員工的主要工作目標(biāo)，考慮員工的工作表現(xiàn)如何。須記住，主要工作目標(biāo)同時(shí)包括主要工作職責(zé)，以及技術(shù)能力。 – For Corporate Band/Hotel bands H7H10Non Supervisory employees, review the results of any Special Projects and/or Additional Responsibilities acplished during the year. 對(duì)于總部辦公室 /酒店 H7H10非主管級(jí)員工而言，需要回顧其在一年中是否有任何特殊項(xiàng)目和 /或附加工作職責(zé)方面的績(jī)效。 – Consider the employee?s performance against the IHG Leadership Competencies. 對(duì)照洲際酒店集團(tuán)領(lǐng)導(dǎo)能力，評(píng)估員工的工作績(jī)效。 – Think about how the employee can best contribute to the anisation over the next year. 思考一下，在下一年度員工能夠怎樣對(duì)組織作出最大貢獻(xiàn)。 – 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 mana