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1、绩效管理的应用实务 天马行空官方博客：http:/ ；QQ:1318241189；QQ群：175569632课程大纲： 1.考绩与绩效的关系 2.如何设计考绩制度e化 3.如何将企业的营运策略转换成员工个人的 工作目标 4.考绩与薪酬之e化互动关系 5.如何评估考绩制度e化之成效天马行空官方博客：http:/ ；QQ:1318241189；QQ群：1755696321.考绩与绩效的关系基本考核 工作区分 标准绩效 在职辅导 有效的辅导 辅导技巧及运用绩效改善计画 准备一种有效的行动计画 考核 考核过程 考核面谈的准备 进行考核面谈 不间断的绩 效考核流程 绩效管理流程 目标设定 年终考核 年中
2、考核 辅导与回馈 员工发展计画 绩效考核流程 2.如何设计考绩制度e化 绩效管理的目的(Program Objectives) 做为薪资调整的依据(To Provide Information for Salary Administration) 作为升迁的依据(To Provide Information for Promotion) 做为现职工作改善的依据(To Improve Performance on the Present Job) 做为员工发展的参考依据(To Design Employee Development Plan) 绩效追踪 定期响应绩效及领导才能(每季一次) 员工发
3、展计画检视(每半年一次) 检讨员工必须改进的项目及完成的目标 整合需改进的项目成为年度目标 挑选至少一项成为年度目标 与员工生涯规划连结 与员工才能评估配合 2.如何设计考绩制度e化e-Forms 传输流程 e-Formse-FormsGlobal HR Library第一阶段主管接受电子 邮件送至的表格检视后决定核准或是退 回不准 Approver points a copy for HR filling收到第二阶段核准时印 出 第二阶段主管接受电子 邮件送至的表格检视后决定核准或是退 回不准 电子邮件送出取得核准 电子邮件送出取得核准 主管进入Global HR Library 寻找所需要
4、的表格 寻求两阶层之核准 电子邮件送取得核准 出印出一份做备份 All FormsSelected by country表格送至电子邮件处理 中 心等待核准此一笔资料被核准后立 即自动被送到数据处理中 心存入数据库 People SoftHRTC(数据处理中心) 个人绩效是以领导职能(Leadership Competencies)和达到目标的成果(Goals Results)来衡量 目标设定 时间：Jan/Feb/Mar 参加者：主管 Approach：个人目标是与其所服务的事业单位或国家联结 Focus：员工、客户、股东 员工发展计画 时间：Q2 参加者：员工 Approach：搜集及分析
5、工作表现的数据与组织的需要 Focus：员工个人发展 年中及年终考核 时间：年中(七月)及年终(次年一月) Approach：主管作考核之前员工自我先行对预先设定的工作目标及领导职能作评核 领导职能工作表(Leadership Competencies Worksheet)是领导能力评量之准则成果评估“What IS Achieved”过程评估“How Are Goals Achieved”目标设定的流程及时间表 Jan 31-Feb 3 Goal Committee prepare draft Core Goal and tasks for review with PresidentFeb8
6、-Feb11 President Overlays Individual and Regional Goals and finalizes his goals with committeeFeb8-Feb11 Committee prepares Region Core Goals and Tasks for Direct ReportsFeb11 Committee distribute Region Core Goals together with Presidents finalized goalsFeb21-Feb25 Direct reports Overlay Individual
7、 and Market/Utility specific goalsFeb28-May1 Committee reviews, aligns and agrees direct report goalsMay2-May7 Reports Direct Reports (Level 3) prepare Goals, Tasks, Timetable. Approved by Presidents direct reports (level 2) May8-May10 Committee reviews, aligns and agrees Level 3 goals.Region Goal C
8、ommittee (Prepares draft Region core goals for President and Direct Reports And reviews individual submissions for shareholder, customer and employee alignment)President目标设定表 （Goals Setting Form)Reports Direct ReportsPresident Direct ReportsJan31 - Feb3Feb8 - Feb11Feb8Feb11Feb21Feb25Feb28March 7Core
9、 Goals, Targets and Tasks prepared and agreedOverlay Market/UtilitySpecific and personal goalsGoals completed工作目标评核 完成了什么？ Employee Goal(25%) 员工满意度结果 360度领导行为响应结果 其它 Customer Goal(25%) 客户满意度响应结果 客户满意度的衡量要点及标准 Shareholder Goal(50%) 财务盈亏目标 年成长率 特殊的贡献 法令、法规的实行 Leadership Competencies Rating WeightsMidd
10、le Management Senior Management Executive Management Individual Management Thought Leadership 10-20% 20-30% 30-40% 20-30% Results Leadership 40-50% 20-40% 20-30% 40-50% Relationship Leadership 20% 20% 20% 20-30%People Leadership 20% 10-20% 10-20% 0-10% Performance Distribution GuidelinesG1G2G3G4For
11、a G1 Business Unit10-20%35-50% 25-45%0-5%For a G2 Business Unit5-10%30-40% 35-55%5-8%For a G3 Business Unit0-5%20-35% 45-65%8-10%L1L2L3L4L Guidelines for all Business Units5-15%20-30% 50-55%5-15%GOAL RATING WORKSHEET FOR TRSI MEMBER OF INTERNATIONAL, REGIONAL AND COUNTRY EXECUTIVE TEAMSIndividual Li
12、ne of Business RatingExecutive Team Member： Executive Team RatingSource of Rating InformationWeightRatingIndividual Line of Business results against shareholder targets (e.g.,Net Income,Revenue, Expense) 35%17.5%12.5%65%Individual Line of Business results against Customer targets (e.g., CIF, Billing
13、s, Customers, Satisfaction) Individual Line of Business results against Employee ScoreCard targets (Employee Survey) Overall Individual LOB RatingShareholder 50%Customer 25%Employee 25%Source of Rating InformationWeightRating15%7.5%12.5%35%Intl, Regional or Country TRSI Results against Market ScoreC
14、ard Shareholder targets(e.g.,Net Income,Revenue, Expense, etc.) Intl, Regional or Country TRSI Results against Market ScoreCard Customer targets(e.g. CIF, Billings, Customers Satisfaction) Intl, Regional or Country TRSI Results against Market ScoreCard Employee targets (Employee Survey) Overall Executive Team RatingOverall Individual Goal RatingComments：INDIVIDUAL LEADERSHIP RATING WORKSHEET FOR MEMBERS OF INTERNATIONAL, REGIONAL AND COUNTRY EXECUTIVE TEAMSLeader Input on Company Leadership DimensionsExecutive Team Member： Executive Team Input on Matrix Leadership Compet
