【正文】 how to utilise the Rating Scale and its definitions 知道如何評分，以及各分值的含義 ? Describe how to write behaviour based statements for each section of the Performance Review 敘述如何撰寫績效評估各部分中基于行為的評價(jià) 16 The Components 績效管理的組成要素 The Annual Performance Review forms: 年度績效評估表： ? Annual Performance Review Corporate Bands 1 – 3 年度績效評估總部辦公室 13級 ? Annual Performance Review Corporate Bands 47, Hotel Bands H1H7, Supervisory 年度績效評估總部辦公室 47級，酒店 H1H7級，主管級 ? Annual Performance Review Corporate Band 8, Hotel Bands H7H10, NonSupervisory 年度績效評估總部辦公室 8級，酒店 H7H10級，非主管級 The Self Assessment Forms: 自我評估表： ? Annual Review Self Assessment Form Corporate Bands 13 年度績效評估自評表總部辦公室 13級 ? Annual Review Self Assessment Form Corporate Bands 47, Hotel Bands H1H7, Supervisory 年度績效評估自評表總部辦公室 47級，酒店 H1H7，主管級 ? Annual Review Self Assessment Form Corporate Band 8, Hotel Bands H7H10, NonSupervisory 年度績效評估自評表總部辦公室 8級，酒店 H7H10級，非主管級 The Additional Forms: 附表： ? Key Performance Objectives Form 主要工作目標(biāo)表 ? Personal Development Plan Form 個(gè)人發(fā)展計(jì)劃表 17 The Annual Performance Review Form 年度績效評估表 18 ABCs of Documentation 表格填寫要求 A = Accurate 準(zhǔn)確 B = Behavioural 以行為為依據(jù) C = Consistent 一致統(tǒng)一 19 How can we write SMART KPO’s? 制定主要工作目標(biāo)的 SMART要求 ? S = Specific The objective should state exactly what the employee is responsible for achieving. ? S = 具體 – 工作目標(biāo)應(yīng)具體說出員工需要達(dá)成的職責(zé)。 ? 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)需要通過一些努力或一個(gè)過程才能實(shí)現(xiàn)，但不應(yīng)太難而讓員工感到氣餒。 ? T = Time specific The time in which the objective is to be acplished must be clearly stated. ? T = 有時(shí)限 – 必須明確說明完成工作目標(biāo)的時(shí)限要求。我們正直，坦誠，并能堅(jiān)持到底。 ? We look and listen for the little things that make a difference 我們積極尋找讓我們體現(xiàn)關(guān)愛的細(xì)節(jié)之處 ? We use our experience to find new ways to deliver great service 我們利用過去的經(jīng)驗(yàn)找出提供優(yōu)異服務(wù)的新途徑。這意味著關(guān)注他人，留意周圍的事物，察覺事情的重要性，并能主動擔(dān)負(fù)起更正失誤的責(zé)任。 ? We challenge ourselves and those around us 我們挑戰(zhàn)自我及他人。 We aim to be acknowledged leaders in our industry, so we have built a team of talented people who have a real will to win. We strive for success and value individuals who are always looking for a better way to do things. 我們致力于成為同行業(yè)中公認(rèn)的領(lǐng)先者，所以我們建立了一支充滿必勝信念的精英團(tuán)隊(duì)。 Aim higher 追求卓越 23 Winning Ways 致勝之道 ? We wele different perspectives and listen to everyone’s ideas 我們歡迎不同的觀點(diǎn)并聽取每個(gè)人的意見。 ? We play an active role in the munities in which we operate 我們在身處的社會團(tuán)體中發(fā)揮積極作用。其他公司可能會強(qiáng)加員工一種死板而一成不變的世界觀，而我們不這么做。 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 trust and support each other 我們彼此信賴，相互支持。我們聽取每個(gè)人的意見，結(jié)合我們的專業(yè)知識，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)。 – 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. 確保評估時(shí)間是在員工的工作日程之內(nèi)。 – 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)行評估，員工將因?yàn)楣ぷ饕惶於浅诶?，可能會匆忙的進(jìn)行評估，為了能準(zhǔn)時(shí)下班。 ? 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令人緊張的‘老板’辦公室）。 28 Preparing for the Review 績效評估的準(zhǔn)備 ? Advise the employee 通知員工 – Explain the purpose of the review 說明評估的目的 – 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估表（參見 Merlin上的年度績效評估流程指南） – Ask the employee to begin thinking ahead about future plans and goals. 讓員工提前開始思考未來的計(jì)劃和目標(biāo)。 30 Preparation 準(zhǔn)備工作 ? Fill out the Performance Review form: 填寫績效評估表： – Consider how well the employee has performed against their KPOs. Remember, the KPO achievement also covers key job responsibilities, including technical abilities. 對照員工的主要工作目標(biāo)，考慮員工的工作表現(xiàn)如何。 – For Corporate Band/Hotel bands H7H10Non Supervisory employees, review the results of any Special Projects and/or Additional Responsibilities acplished during the year. 對于總部辦公室 /酒店 H7H10非主管級員工而言，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組織作出最大貢獻(xiàn)。 – Gather evidence to support ratings including evidence to support achievement of KPOs and behavioural indicators observed for IHG Leadership Competencies and Winning Ways. 收集用以支持評分的證據(jù)，包括主要工作目標(biāo)的成績證明，以及在洲際酒店集團(tuán)領(lǐng)導(dǎo)力和致勝之道方面觀察到的行為指標(biāo)。 ? Ensure that you are aware of your own preferences and prejudices when make a judgment。 – Each Calibration Team member should present the Overall Performance Rating for each direct report and provide evidence for their rating. 每一名校準(zhǔn)團(tuán)隊(duì)的成員應(yīng)作出對所有直接下屬的總體績效評分，并提供評分依據(jù)。換句話說，一個(gè)‘ 3?分的評分，是對員工績效的評價(jià)，而非被評估的人是誰。 – Do not leave the employee waiting 不要讓員工久等 – Don?t cancel the meeting at the last minute 不要在最后時(shí)刻取消會談 – Wele them warmly, Show we care