世界500强人力资源管理 绩效管理培训教程课件
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How to use Performance Management to create High performance organization
2
What is Performance Management?
“Performance management is about improving business performance by improving team and individual
Performance Management
December 10, 2019
We Are Here To Learn
We Are Here to
?Refresh Performance Management Process ?Help employees and managers better understand Performance Management:
5
Desired Outcomes of Performance Management
●A results-oriented culture ●Improved employee engagement and retention ●Reinforcement of company values ●Individual growth and development ●Enhanced employee and company performance ●Differentiation of recognition and rewards
performance, and ensuring that a company's strategy is
executed and impቤተ መጻሕፍቲ ባይዱemented...” Tom McMullen, Hay Group
Performance Management can also be ….
“… a vehicle for increasing our capacity to get work done, and for achieving what is most important to us.”
● Build Individual and Organizational Capability Seek and receive performance feedback Facilitate developing skills & capabilities Get work done
● Differentiate Performance
Performance Management should not be
?A once-a-year event ?An punitive process ?A time to give surprises
4
Performance Management
● Align Goals with Business Priorities Individual/team/department/SBU/corporate strategy Employees understand what matters most about their job
Nigel Bristow, Targeted Learning
3
Performance Management is
?An agreement between employee and supervisor
?An on-going process ?Tied to the merit process
Feedback & Coaching
Feedback & Coaching
Feedback & Coaching
Feedback & Coaching
i
8
Performance= What + How
7
Performance Management Process
Dec.-Jan.
Phase 1: Aligning Goals
Feb.-Oct.
Phase 2: Tracking Progress
Nov.-Jan.
Phase 3: Performance Appraisal
? Set Business Goals ? Set Dev. Goals ? Complete Appropriate Sections of Performance Form
6
Enablers of Performance Management
● Effective, on-going conversations ● Employee understanding of performance criteria ● Standardized processes, guidelines and tools ● Honesty and credibility ● Compensation aligned with performance
?Linkages, Phases and Timing ?Concept of SMART goals ?Feedback & Coaching ?Performance Appraisal ?Performance Improvement Process
?Discuss
How to use Performance Management to help create a great company
?Review Progress Against Goals ?Adjust Goals if Necessary ?Revise Performance Agreement if
Necessary
?Review Results Against Goals ?Calibrate Performance Against Peers ?After calibration meeting, finalize Performance Rating ?Finalize Performance Agreement
2
What is Performance Management?
“Performance management is about improving business performance by improving team and individual
Performance Management
December 10, 2019
We Are Here To Learn
We Are Here to
?Refresh Performance Management Process ?Help employees and managers better understand Performance Management:
5
Desired Outcomes of Performance Management
●A results-oriented culture ●Improved employee engagement and retention ●Reinforcement of company values ●Individual growth and development ●Enhanced employee and company performance ●Differentiation of recognition and rewards
performance, and ensuring that a company's strategy is
executed and impቤተ መጻሕፍቲ ባይዱemented...” Tom McMullen, Hay Group
Performance Management can also be ….
“… a vehicle for increasing our capacity to get work done, and for achieving what is most important to us.”
● Build Individual and Organizational Capability Seek and receive performance feedback Facilitate developing skills & capabilities Get work done
● Differentiate Performance
Performance Management should not be
?A once-a-year event ?An punitive process ?A time to give surprises
4
Performance Management
● Align Goals with Business Priorities Individual/team/department/SBU/corporate strategy Employees understand what matters most about their job
Nigel Bristow, Targeted Learning
3
Performance Management is
?An agreement between employee and supervisor
?An on-going process ?Tied to the merit process
Feedback & Coaching
Feedback & Coaching
Feedback & Coaching
Feedback & Coaching
i
8
Performance= What + How
7
Performance Management Process
Dec.-Jan.
Phase 1: Aligning Goals
Feb.-Oct.
Phase 2: Tracking Progress
Nov.-Jan.
Phase 3: Performance Appraisal
? Set Business Goals ? Set Dev. Goals ? Complete Appropriate Sections of Performance Form
6
Enablers of Performance Management
● Effective, on-going conversations ● Employee understanding of performance criteria ● Standardized processes, guidelines and tools ● Honesty and credibility ● Compensation aligned with performance
?Linkages, Phases and Timing ?Concept of SMART goals ?Feedback & Coaching ?Performance Appraisal ?Performance Improvement Process
?Discuss
How to use Performance Management to help create a great company
?Review Progress Against Goals ?Adjust Goals if Necessary ?Revise Performance Agreement if
Necessary
?Review Results Against Goals ?Calibrate Performance Against Peers ?After calibration meeting, finalize Performance Rating ?Finalize Performance Agreement