微軟績效管理的流程與系統(tǒng)ppt54(1)-展示頁
2025-01-31 14:15本頁面
【正文】 ust Reviews ? 一個(gè)對于您過去一年績效反饋的年度察看 . Serves as a an annual look at feedback on your performance for the last year. ? 一個(gè)給您直屬經(jīng)理打分的機(jī)會 Opportunity for you to provide your immediate manager feedback on their performance. ? 一個(gè)提供為確認(rèn)或確定今后目標(biāo)的討論的機(jī)會 Provides an opportunity for a discussion to reconfirm/set future goals and objectives. ? 將財(cái)務(wù)的獎勵(lì)直接與績效掛鉤（加薪，獎金，股票） Links financial rewards directly with performance (merit increase, bonus, stock options) 微軟績效管理的要素 Elements of Performance Management at Microsoft ? 設(shè)定清晰的目標(biāo) Setting clear objectives ? 持續(xù)而一致的反饋 Constant and consistent feedback ? 理解微軟所需的技能 Understanding MS petency ? 填寫書面考核表 Writing reviews ? 通過經(jīng)理反饋表給您的經(jīng)理打分 非常重要 Providing management feedback to your manager’s manager via the Manager Feedback Form – IMPORTANT ? 經(jīng)理與員工需要設(shè)定明確且可衡量的目標(biāo) Manager and Employee Need to Set Specific and Measurable Objectives ? 將目標(biāo)與以下結(jié)合 Align Objectives ? 團(tuán)隊(duì)與機(jī)構(gòu)的目標(biāo) Team and subsidiary goals ? 個(gè)人的職業(yè)目標(biāo) Individual career goals ? 在執(zhí)行的優(yōu)先性方面取得一致 Mutual Agreement between Manager and Employee on Priorities ? SMART 目標(biāo)以及質(zhì)量的標(biāo)準(zhǔn) SMART Goals and Quality Standards ? 跟蹤與反饋的計(jì)劃 Plan for FollowUp and Feedback 設(shè)定目標(biāo) Setting Objectives SMART 目標(biāo) S = Specific 明確的 M = Measurable 可衡量的 A = Attainable/Achievable 可達(dá)到的 R = Results based/Realistic 基于結(jié)果的 /現(xiàn)實(shí)的 T = Time bound 有時(shí)間限定的 設(shè)定“ SMART” 目標(biāo) Writing “SMART” Goals ? 將目標(biāo)與下面向結(jié)合 Align objectives ? 團(tuán)隊(duì)與分公司的目標(biāo) team and division goals ? 個(gè)人的職業(yè)目標(biāo) individual career goals ? 確定優(yōu)先性 Clarify priority ? 考慮您的熟練程度 Consider your proficiency ? 確定清晰的測量方法與質(zhì)量標(biāo)準(zhǔn) Define clear measurements and quality standards ? 對跟蹤與反饋的計(jì)劃 Plan for followup and feedback ? 建立周期的一對一面談 ( 每周一次或每周兩次 ) 來確定目標(biāo)能夠支持業(yè)務(wù) Establish regular 1:1’s (weekly or biweekly) to make sure goals and objectives are still relevant to the business 績效評分等級 Performance Rating Scale 超常的績效，鮮有人能夠達(dá)到 Exceptional performance, rarely achieved 一貫地超出所有該職位的要求與期望 Consistently exceeds all position requirements and expectations 一貫的超出大部分該職位的要求與期望 Consistently exceeds most position requirements and expectations 超出部分該職位的要求與期望 Exceeds some position requirements and expectations 達(dá)到職位的要求與期望；達(dá)到大部分或所有的目標(biāo)；某些技能需要進(jìn)一步的提高 Meets most or all position requirements and expectations. Acplishes most or all objectives. Some skills may require additional development. 低于該職位的要求與期望； Falls below performance standards and expectations of the job 注意 : 所有的等級通過可比較的等級與職責(zé)與個(gè)人聯(lián)系在一起 Note: All ratings relative to individuals with parable levels of responsibility 員工排序 Stack Ranking 有些組織用來比較績效的一個(gè)管理工具 A management tool some anizations may elect
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