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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
