Performance Management 绩效管理

PerformanceManagement績效管理2011HumanResources,HongKongNovember,2011P.1ObjectivesofthisGuidelines此指引的目標DiscussthePerformanceAppraisalProcessbeingintroducedthisyear討論今年度工作表現評估的程序Reviewimportanceofeffectivefeedback檢討有效回應的重要性BrieflyreviewObjectiveSettingProcess簡述目標制定程序TimeTableforAllSites各區域的進行時間表P.2AboutthisPerformanceManagementReview有關此績效管理評估PerformanceReviewEvaluations工作表現評估2PerformanceEvaluationformatstoalignwithworkforceandbusiness:因配合工種及職位而制定的2套工作表現評估編排:1.Management(Management,Managers)管理層,經理2.GeneralStaff一般員工EvaluationMechanism評估機制的特色Reliable可信賴的Abletoprovideaccurateinformationaboutanindividual’sperformance可提供準確的個人表現資料Basedon“Score”concept理念建基於“分數”Userfriendly方便使用Intuitive憑直覺獲知的P.3PerformanceManagementReview績效管理評估FourSectionsoftheEvaluation四大評估部分:1.PerformanceAttributes工作表現項目2.PerformanceRatings表現評分3.FeedbackfromSupervisors&Employees管理人的意見及員工的回應4.ObjectivesReviewandSetting目標回顧及制定AnyFollowUpAction其他跟進項目P.4PerformanceAttributes工作表現項目Expectation期望:Everyemployeeexhibitstoachieveeachrequiredattributeonaregularbasis每位員工都會由一致的基準中評估其所需項目的表現Process程序:Doestherequiredattributeapplytotheindividual’sjob?Ifnot,ratethemN/A;theremainingpointswillberedistributed.若表現項目不是該職位所需要的，請填“N/A”於分格旁；而期總分則會因而有所調整Toscore:Howoften,orhowwell,doestheemployeemeettherequiredattributes?根據員工能達到該工作表現項目的表現程度或次數來評分Scoring評分:ScoresaretoberatedforeachPerformanceAttributeforbothManagerialandStaff’sarrivingatatotalscore.總分是由不同表現項目中所得之分數合算而成PerformanceManagementReview績效管理評估P.5Commentary評論Expectation期望:Allmanagerswillcommunicatestrongpoints,areasfordevelopmentandacareerdevelopmentorimprovementplan會談重點應討論有關員工之長處、發展的方向及商討其事業發展或改進計劃Process程序:Whataretheemployee’sstrongpoints?Definestrengthsinspecificterms;includespecialprojectsorassignments員工的長處是什麼?請詳細說明其長處並以員工曾作的特別工作項目或任務作例子Defineareasfordevelopment.Bespecific!Wherecantheemployeeimprove,expandworkingknowledge,andachieveahigherlevelofcompetency?請明確說明員工的發展方向，什麼地方可作改進、擴闊其工作知識及提升其工作能力?ImprovementPlan:Whattrainingandotheropportunitieswouldhelptheemployeeincreasetheirperformanceordevelopintoanothertypeofrole?改進計劃:什麼培訓及其他機會可幫助提升員工的表現或發展成其他的角色?Scoring評分:NotRated這欄沒有評分PerformanceManagementReview績效管理評估P.6ObjectivesSetting目標制定Expectation期望:Objectivesweremetontimewithhighqualityresults目標是要求能於指定時間達成並得到好的成果Process程序:Doestheemployeehaveobjectives?員工有沒有之前目標?Ifso,ask:Howwellandtowhatdegreedidtheemployeemeettheirobjectives?若有，請問員工達成目標的程度有多少及達到的質素如何?Scoring評分:TheObjectivessectionisworth100totalpoints目標部分分數最高為100分PerformanceManagementReview績效管理評估P.7Scoring評分1NotObserved未見表現Substantiallybelowrequirements很大的底於所需要求2Insufficient不足Lessthannormalexpected.低於一般期望3Marginal最低限度Outputnormallyatminimumstandardsrequired,occasionalshortfalls能達基本要求，但仍間有錯失4Consistent符合要求Consistentlymeetsrequirements持續地達致要求5Exceptional優秀的ExceedsExpectation超出基本要求6Leader&RoleModel模範榜樣Expert,outstandingperformance具專業性、表現傑出PerformanceManagementReview績效管理評估P.8Appraiser’sRole評估者的角色Gatherrelevantdata,feedbackandobservationsonemployee’sperformance收集有關員工表現的數據、資料、意見及觀察所得CompleteperformanceEvaluationForm完成績效管理評估表格Objectivesreviewoflastyearandsetstaff’sobjectivesforcomingyear.為員工上年度所定的目標作回顧及制定來年的目標Schedule&conductperformancediscussionwithemployee與員工約定時間並進行績效管理評估會面Obtainemployee’ssignatureonthePerformanceEvaluationform要求員工於已評的問題上簽署SignPerformanceEvaluationandforwardtoHumanResources評估者簽署己完成的績效管理評估表格並交予人力資源部PerformanceManagement–Role績效管理–角色P.9Appraisee’sRole被評估者的角色Gatherrelevantdataonyourperformanceandpreparediscussionwiththeappraiser收集有關個人表現的資料並準備與評估者會面AttendPerformanceEvaluationmeetingwithyourmanagerandshareyourselfevaluationofyourperformanceovertheyear與你的評估者於績效管理評估會面，並分享你於該年度的工作表現作自我評估Discussyourkeyaccomplishmentsandareaswouldliketoimprove/developin討論你的主要成就和希望發展或改進的地方Ifobjectivesareapplicable,pleasediscusspreliminaryobjectivesforthenextfiscalyear若所定的目標是可實行的，請進一步討論從下年度開始的新目標PerformanceManagement–Role績效管理–角色P.10PlanningfortheFeedbackSession計劃回應部份Determinethetop3-5messagesyouwanttodeliver(canbemorethanthat,buttheymustbekeymessages)決定3-5個最希望傳達出的訊息(可以更多，但必需要是重點訊息)Anticipateemployeereaction預料員工的反應Whataretheactionsthatyouarewillingtotaketoreinforcethemessage?你往後準備了什麼的行動來加強此訊息?GuidelinesforprovidingtheFeedback一些有關計劃回應的指引Honest真誠Clear清晰Factual/Specific可行的/明確的Listen鈴聽Clarify清楚PerformanceManagementReview績效管理評估Coaching&Feedback輔導及回應P.11CriteriaofaGoodObjective良好目標的準則-SMARTS=Specific明確的Clearmeaning,clearintent,stateswhatyouarecommittingyourselftoachieve,beginswithanactionword(ex:increase,reduce,design,establish)清楚的意思、動機，說明你承諾會達到什麼目標，以一個有行動的文字來開始(如:增加、減少、設計、建立)M=Measurable可量度的Providesameasure/metric,quantitativeterms(%,$,days,#)orqualitativeterms(observableoutcomes)加上一個可量度或質量的措辭PerformanceManagement–ObjectivesSetting績效管理–目標制定P.12CriteriaofaGoodObjective良好目標的準則-SMARTA=Achievable可達到的Realistic,butchallenging,considersability(knowledge,skills),willingness(confidence,motivation)實際的但有挑戰性的、著重能力(知識、技術)、令人自願去做的(有信心、推動力)R=Results-oriented著重成果的Describesanoutcomeratherthananactivity,isalignedwithCompany,DivisionorDepartmentstrategies.敘述一個成果而不是