【正文】 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(dāng)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(jì)劃 Performance review 表現(xiàn)的檢討 Performance coaching 表現(xiàn)的督導(dǎo) Reward 報(bào)酬 Training 培訓(xùn) Succession planning 人才銜接計(jì)劃 Discipline 紀(jì)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(xué)習(xí)與發(fā)展 Goal Setting 確立目標(biāo) 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 評估什麼 ? How to Measure 如何評估 ? Work Outes 工作成果 Performance Factors 工作表現(xiàn)要素 Appraisal Form Design 評核表格 的設(shè)計(jì) User Training 評核人的 培訓(xùn) The Appraisal 評核階段及評核面談 The Process 評核程序 Measuring Outes (Results) 如何評核工作成果 (效果 ) Accountabilities (負(fù)責(zé)範(fàn)圍 ) Performance Standards (表現(xiàn)標(biāo)準(zhǔn) ) Objectives (目標(biāo) ) What are the focus areas? (主要工作範(fàn)圍 ) How will the results be measured(量度 )? Within each area, what are the objectives(目標(biāo) )? ( Sales management To generate sales costeffectively To increase sales by 10% in 1998 Measuring Outes (Results) 如何評核工作成果 (效果 ) Accountabilities, examples (負(fù)責(zé)範(fàn)圍的典型例子 ) : ? Human Resources 人力資源 – Staffing 聘用人才 – Staff relations 勞資關(guān)係 – Compensation planning 薪酬策劃 – Benefits administration 褔?yán)姓? – Executive development 管理層培養(yǎng) – Policy development 政策制定 Measuring Outes (Results) 如何評核工作成果 (效果 ) ? Sales – New business development – Sales management – Lead generation – Account development ? Marketing – Advertising – Promotion strategy – Pricing – Market research – Media relations Setting Objectives 建立目標(biāo) ? Stephen Covey: set your goals within your role (介定角色、確立目標(biāo) ) ? An objective is a statement of results to be achieved ? Characteristics: – Focused – Written – Stated forcefully – Significant – Prioritized and weighted – Not too many – Communicated – “ SMART” , “ SMARTER” Defining Performance Standards 制訂表現(xiàn)標(biāo)準(zhǔn) ? Measurable factors from a performance factor ? 4 direct measures of output: – Quality – Quantity – Cost – Time ? May be “ hard” / “ soft” numbers, problems to overe ? Cost effective Agreeing on Action Plan 共同協(xié)議行動計(jì)劃 ? What ? When ? Where ? Who ? Written ? Communicated Assessing Performance 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 wea