绩效管理与评估中英

Performance Standards 绩效标准
Performance Standards 绩效标准
Expected levels of performance 企业期待员工达到的 绩效水平
Characteristics of Well-defined Standards
Realistic 可实现 Measurable 可测量 Clearly understood 清楚明了
Performance
What an employee does and does not do.
• Quantity of output • Quality of output • Timeliness of output • Presence at work • Cooperativeness
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Development of Performance Standards 确立绩效标准
Guided Objective Setting 引导员工设置目标
Continuing Performance Discussions 持续进行绩效讨论
Rater Errors 评估者误差
1. Varying standards 标准不一 2. Recency/ Primacy effects 近因/首因效应 3. Central tendency, leniency, strictness 中心化趋势、宽松化和严格化 误差 4. Rater bias 评估者偏见 5. Halo/Horn effect 晕轮/喇叭效应 6. Contrast error 比较误差 7. Similar to me/ different from me 类己/异己误差 8. Sample error 抽样误差
Development Uses 开发用途
• identifying strengths 识别员工的强项 • identifying areas for growth 确定有待提高的领域 • development planning 制定员工开发计划 • coaching and career planning 在职辅导和职业生涯规划
Who Conducts Appraisals 由谁评估
1.Supervisors who rate their subordinates 上级评估他们的直辖下属 2.Employees who rate their supervisors 员工评估他们的直接上级 3.Team members who rate each other 团队成员互评 4.Outside sources 外部人员评估 5.Employees’ self-appraisal 员工自我评估 6.Multisource (360° feedback) appraisal 多种信息渠道（360度反馈）评估
Key MBO Ideas 目标管理的三个核心理念
Employee involvement 员工参与 Clearly difined goals 清楚明确的目标 Measurable goals 目标具有可测量性
The MBO Process 目标管理的步骤
Job Review and Agreement 复核工作内容并达成一致意见
Roles for Performance Appraisal
Performance Appraisal 绩效评估
Administrative roles 管理用途
• compensation 薪酬 • promotion 晋升 • dismissal 撤职 • downsizing 精简机构 • layoff 临时解雇
Management by Objectives 目标管理
Management by Objectives 目标管理
Specifying the performance goals that an individual and his or her manager agree to try to attain within an appropriate length of time. 员工与其管理人员共同制定员工在合理的时间期限内 要达到的业绩目标。
Uses of Performance Appraisal 绩效评估的作用
Performance Appraisal (PA)
The process of evaluating how well employees perform their jobs when compared to a set of standards, and then communicating the information to employees. 是以一套标准为参照依据，评价员工的工作绩效，并 将相关信息知会员工的过程。
Performance feedback 绩效反馈
Feedback system
Data 数据
Evaluation Text of data 评估 Add Your Text
Action based on evaluation 措施
Category Rating Methods 分类评定法 Graphic Rating Scale 图评价量表法
A scale that allows the rater to indicate an employee’s performance on a continuum. 在一个连续区间内评价被评估者的业绩。
Performance Appraisal 绩效评估
Informal Appraisal 非正式评估
• Day-to-day contacts, largely undocumented 经常性
Systematic Appraisal 系统化评估
• Formal contact at regular time intervals, usually documented 规律性，通常为每年一次
Listing of all employees from highest to lowest in performance. 把所有员工按绩效从高到低依序排列。
Forced Distribution 强制分配法
Performance appraisal method in which ratings of employees are distributed along a bell-shaped curve. 采用强制分配法时，评估者对员工业绩的评价结果通 常要符合正态分布。
Checklists 检核清单法
A performance appraisal tool that uses a list of statements or work behaviors that are checked by raters. 指评估者根据一份陈述清单进行绩效评估的方法。
Comparative Methods 比较法 Ranking 排序法
Types of Performance Information 绩效信息的类型
TraitTrait-based Information 员工特质信息
BehaviorBehavior-based Information 员工行为信息
Job Performance
ResultsResults-based Information 工作结果信息
绩效
一个员工做什么或没做什么
• 产出的数量 • 产出的质量 • 产出的及时性 • 出勤率 • 合作精神
Job Criteria 工作指标(或称为绩效维度)
Important elements in a given job 是一项工作中最重要的要素 如一位大学教授的工作包括 1. 教学 2. 科研 3. 服务
LOGO
Human Resource Management
Performance Management and Appraisal 绩效管理与评估
怀丽
Performance Management System 绩效管理系统
Processes used to identify, encourage, measure, evaluate, improve, and reward employee performance. 包含了明确绩效内容、激励员工、衡量和评估工作绩 效、改善工作绩效以及奖励员工的全过程。
Narrative Methods 描述法
Critical Incident 关键事件法 Essay Method 评语法 Field Review 专家评估法
Behavioral/Objective Methods 行为 目标法 行为/目标法 1.Behaviorally anchored rating scales (BARS) 行为锚定评估量表法 2.Behavioral observation scales (BOS) 行为观察量表法 3.Behavioral expectation scales (BES) 行为期望量表法
Performance Appraisal Methods 评估绩效的方法 1.Category Rating Methods 分类评定法 2.Comparative Methods 比较法 3.Narrative Methods 描述法 4.Behavioral/Objective Methods 行为/目标法