外文翻譯--設(shè)計(jì)一種性能評(píng)價(jià)系統(tǒng)的全面質(zhì)量管理方法-閱讀頁(yè)
2025-06-06 05:53本頁(yè)面
【正文】 rations of employees in the department. Managers also need to understand the performance level that is needed from the department to meet the overall requirements of the organization. Managers should be aware that an individual′ s performance is directly related to the overall performance of the teams that the employee is part of and the systems the employee works within. Fairly differentiating the individual from the system and the team is a major objective of the appraisal process and must be part of the plan for performance rating. The TQM performance plan must include factors such as dependability interpersonal skills ability to learn new skills or technology and ability to municate effectively. It must be clear to the employee how these factors will influence their performance rating Performance planes need to have. Managers must make every effort to reduce the effect that changes in the business or work environment may have on the performance plan particularly for those factors outside the control of the employee. Employees can also prepare for the performance planning session. Advance notice should be given to them and they could use a goals blank copy of the appraisal form for jotting down ideas about key responsibilities system support needed priorities results to be achieved and key dates. They should be encouraged to think about any 13 responsibilities over and above the basic job requirements which key they might be interested in pursuing. 3. 2 Performance counseling The second phase of the performance appraisal process is counseling. In the period between performance planning and evaluation managers are expected to conduct periodic reviews of an employee′ s progress toward the acplishment of performance objectives. In addition to the coaching that goes on almost daily more formal periodic reviews should be held to advise employees on how they are doing and how their performance can be improved. Usually a manager should conduct two to three inter document plan changes and performance to date. Performance evaluation With the system changes discussed in place the job of evaluation will be simple and much more positive. This final step will measure an employee′ s contribution to the business for the plan period by focusing on performance results not activities. To ensure that all points of view are considered should seek the input of other managers whose people may be impacted by the individual being appraised and solicit input from the employee. Team results and overall improvement efforts are also important factors. In addition to evaluating employees against their specific assignments ratings will be affected by factors such as dependability inter personal skills to learn new ability to municate effectively. Management should recognize situations where an employee′ s performance is significantly affected in either a positive or negative way by these factors and coach for improvement. Similarly the effect one employee may have on the performance of others should be recognized when considering the overall rating and input for team activities should contribute significantly towards the overall rating. 14 4 SUMMARY The implementation process consists of 6 steps as shown in Fig 2 These 6 steps must be integrated to provide a proactive approach to a quality performance appraisal. A consistent procedure is needed to be successful in adopting a new paradigm and the 6 steps are a robust approach to a successful PAS. 5 CONCLUSIONS To meet increased worldwide petition organizations must be constantly improving. If an organization’s performance appraisal system and process is a barrier to getting maximum productivity and pride of workmanship from all employees and is productively consuming management’s time and energy the organization must seriously consider changing their performance appraisal system. It is important that the PASrelated functions of merit pensation awards and recognition proposed PAS is based on customer requirements and focuses on the vital few requirements of an improved PAS: job description。 setting clear performance expectations。 distinguishing differences between team and syst
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