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1、Performance Management Process(PMP)绩效管理流程User Guide用户指引February 2005 Issuepage 2 of 20What is Performance Management?什么是绩效管理?Performance Management:绩效管理: Is one element of the Johnson Electric People Process 德昌員工管理流程要素之一。 Facilitates on-going dialogue on performance between an employee and his / her
2、 supervisor / manager. 促进員工与管理者相互溝通交流的工具。 Integrates learning and development with performance将學习与发展和绩效紧密結合。 Ensures that all staff efforts are aligned towards accomplishing JEs corporate vision:確保員工的努力切合德昌的远景发展:德昌电机員工管理流程People Calibration人員评定PerformanceManagement绩效管理Management Succession管理连接Recrui
3、tment & Selection招聘与篩選Leadership Development領導力发展LeadershipCompetencies領導資质page 3 of 20What does the Performance Management Process (PMP) consist of?绩效管理流程包含了什么?STEP 1 Beginning of the Year Setting Objectives步骤 1 年初 設定目標Standards & Expectations on Behavioral / Leadership Competencies对行為与資质的標準与期望Pers
4、onal Development Planning个人发展計劃STEP 2 Mid-year Progress Reviews步骤 2 年中 过程检讨STEP 3 Year-End Annual Appraisal步骤 3 年底 年底評估Who is responsible for the Performance Management Process?谁来負責绩效評估?The Performance Management Process is a shared responsibility between every employee and his / her supervisor / ma
5、nager. Everyone is expected to take an active role in each step of the process.每位員工与他的管理者均须平担绩效評估的责任。全体人員均参与当中的每一步骤。Employees:員工: Actively initiate discussions on your objectives, performance progress and development plans 主动检讨你的目標,改善的表現与发展的計劃。 Collect your own performance data (e.g. evidence of ach
6、ievement)收集你自己的表現的数据(例如:成绩的证明) Decide on important issues to be discussed 检讨要抓住重點。 Be ready to present your own views有备而谈,开诚布公。 Accept feedback in a positive way用持平的态度接受反馈。Appraiser (Supervisor or Manager):評估者(經理与主管) Collect employee self-assessments for business objectives and competencies针对公司目標与核心
7、的竞争力,收集評估員工绩效的素材。 Reflect carefully on the individuals performance and development throughout the year仔细評估个体全年的表現和发展的影响。 Prepare documentation to reflect the above準備文件,反映以上事实。 Arrange a meeting with the employee to discuss both his / her and your views和你的員工面对面交流。 Provide constructive feedback提供有建设性的
8、反馈。page 4 of 20The Performance Management Process is facilitated and supported by Human Resources.绩效管理流程由人力资源部組織,同時提供支援。page 5 of 20STEP 1: Beginning of the Year步骤 1:年初1A. Setting Objectives設定目標 At the Beginning of the Year, Performance Objectives should be set.年初,目標應該设計好。 Performance Objectives sho
9、uld be:绩效目標應該是:S specific具体的M measurable可量度的A agreed双方协定的R realistic可实现的T time bound有時間限制的 Each Performance Objective must have an individual weighting.每项指标必须可单独評估。 The Objectives Accomplishment section of the PMP document is as follows: 绩效管理文件当中关于目標設定部份如下第一部分:目標完成情況Part A: Objectives Accomplishment
10、Weighting : 100% in total 總比重: 100%Rating 評分: 5 - Outstanding 表現超卓 2 Meet Some 完成部分目標4 - Exceed Some 超額完成部分目標 1 Poor Performance 表現劣差3 - Meet Expectation 完全實現目標Objective 目標 : Achievement 完成情況 :Weighting 比重: Rating 評分: Objective 目標 : Achievement 完成情況 :Weighting 比重: Rating 評分: Objective 目標 : Achieveme
11、nt 完成情況 :page 6 of 20Weighting 比重: Rating 評分: Objective 目標 : Achievement 完成情況 :Weighting 比重: Rating 評分: Objective 目標 : Achievement 完成情況 :Weighting 比重: Rating 評分: Objective 目標 : Achievement 完成情況 :Weighting 比重: Rating 評分: Total Weighting 總比重:Overall Objectives Rating 總體目標評分: There are 2 mandatory obje
12、ctives for those who manage staff:有两项特定目標用于評估管理层的員工:1. Performance Management 绩效管理 10% weighting10%比重 Completion of Performance Management Processes (Beginning of Year, Mid-Year and Year-End processes) for all employees给全体員工绩效評估完成情況(年初,年中和年末流程)2. Staff Development发展提升員工 10% weighting10%比重Completion
13、and execution of employee training and development plans員工培訓与发展計劃執行与完成情況page 7 of 201B. Competency Standards資质标准 A “competency” is an area of related knowledge, skill or behavior needed in a job to ensure its success.資质是確保工作成功所需相關的知识,技能与行為。 All employees will be rated on either on Behavioral or Lead
14、ership Competency clusters (definitions and criteria of ratings are included on page 8 - 11).所有員工評估均跟其行為和資质掛鉤(细节与标准详见第 8 至 11 页) The Competency section of the PMP document is as follows: 绩效評估文件当中关于資质部分如下:Part B: Competencies 第二部分:資质該職員在過去十至十二个月表現出的資质水平如何?How far did the staff demonstrate the compete
15、ncies in the last 10-12 months?Rating 評分:5 - Outstanding 表現超卓 2 - To Some Extent 部分符合要求4 - To a High Level 部分超出期望 1 - Poor Performance 表現劣差3 - Meet Expectations 完全符合要求資质Competencies評分Rating如果評分高于或低于 3 分,請舉實例說明原因Examples are required if rating is other than 3 to demonstrate why it is more or less than competent.以成就为導向Achievement Orientation適應變化Adapt to Change溝通Communication紀律Disciplined主動性Initiative誠信Integrity工作質量Quality of Work自我認知Self Awarenesspage 8 of 20自我發展Self Development團隊合作Teamwork工作知識及技能Job Knowledge & Technical Skills總體資质評分:Overall Competency Rating: Part C: Overall Performance