業(yè)績管理流程

年6月23日業(yè)績管理流程資料內容僅供參考，如有不當或者侵權，請聯(lián)系本人改正或者刪除。/1/28To:KeymanagersCC:Mr.林Re關于:PerformanceManagementProgram業(yè)績管理計劃Startingfrom,CofeedChinaplantotryPerformanceManagementPrograminthisfiscalyear.Toletyouunderstandthisprogrammoreclearly,Iwouldlikebrieflyexplainingthewholeprogramasfollows:始,科菲特中國執(zhí)行PMP業(yè)績管理計劃,現(xiàn)將管理程序簡要解釋如下,以便部門理事清晰理解程序,詳細制訂計劃:ProgramObjective該計劃的目標(attachment1附件一)Programprocess該計劃的程序(attachment2附件二)PhaseI該計劃的第一階段–PerformanceManagementPlanning業(yè)績目標的制訂(attachment3附件三)-ExamplePerformanceManagementPlanningForm業(yè)績管理計劃表樣例(attachment4附件四)S.M.A.R.Tgoal.設立目標的Ｓ.M.A.R.T原則(attachment5附件五)請將完成的中英文業(yè)績管理計劃交至公司人事部歸檔。Thanksforyoursupport!謝謝支持!Attachment1附件一ProgramObjectives業(yè)績管理計劃目標SupportcofeedChinabusinessasitcontinuoustogrowby:經(jīng)過達到如下目標來支持科菲特公司不斷發(fā)展的業(yè)務:EnsuresthatyouunderstandwheretheCompanyisheading(commonunderstanding)確保你理解公司的經(jīng)營方向(就公司的目標達成共識)Ensuresthatyouunderstandexactlywhattheorganizationexpectsfromyouandhowyourgoalcontributetoouroverallsuccess(Clearexpectation)明確了解公司對你的期望以及你個人業(yè)績目標的完成對企業(yè)的貢獻(明確期望)Helpsyoutounderstandtheskillsyouneedtodeliverontheorganization’sexpectations,aswellashowtobuildthoseskills(increasedcapabilities)幫助你理解完成業(yè)績目標你需要掌握的知識與技能以及如何獲得這些知識與技能(能力提高)Ensuresthatyoufeelyoureffortshereareworthitthroughrewardsandopportunitiesthataremeaningfultoyou(commitment)使你的付出得到相應回報－獎勵或獲得對你有意義的機會。(認同)Attachment2附件二-1Progressprocess業(yè)績管理計劃的程序COFEEDChina科菲特公司業(yè)績管理計劃經(jīng)過以下四個階段組成的循環(huán)連續(xù)進行,以一個財政年度為一個周期,周而復始。PhaseOne第一階段:PerformancePlanning業(yè)績目標制訂Atthebeginningoftheperformanceperiod,performanceexpectationsareestablishedaccordingtojobdescriptionsandagreedtoaspartoftheplanningprocess在流程初期,根據(jù)工作描述制訂業(yè)績目標并就業(yè)績期望達成共識。PhaseTwo第二階段:CoachingandFeedback反饋與指導Theemployeeworkstoaccomplishtheperformanceexpectationsthathavebeenestablished.themanagerobservesperformance,andgivesfeedbackandcoachingforcontinuousimprovement在員工努力完成制訂的業(yè)績目標的過程中,其主管觀察其業(yè)績,不斷給予反饋及相應指導,以幫助員工不斷提高。PhaseThree第三階段:PerformanceReview業(yè)績評估Theemployeeoffersandreceivesfeedbackabouthisorherperformancecomparedtotheplanthatwasestablished根據(jù)預先確定的業(yè)績目標對員工進行評估PhaseFour第四階段:Rewards獎勵Basedontheperformancereview,thecompanydeterminesrewardsfortheemployeethatarebothmeaningfultotheemployeeandappropriateforthelevelofperformancedemonstrated.基于業(yè)績評估的結果,公司決定對員工進行適當?shù)陌?。Attachment2附件二-2ThefollowinggraphicillustratesthefourphasesofthePerformanceManagementProcess.以下圖示出業(yè)績管理程序的四個階段。Attachment3附件三-1PhaseI該計劃的第一階段–PerformanceManagementPlanning業(yè)績目標的制訂Therearefourcomponentstotheperformanceplan.(SeeExamplePerformanceManagementPlanningForm)業(yè)績目標計劃包含四個組成部分(見附件業(yè)績管理計劃樣例)I)DailyJobResponsibilities日常工作職責II)SuccessMeasures成功標準III)PerformanceGoals業(yè)績目標IV)PersonalDevelopmentGoals個人自我提高的目標DailyJobResponsibilities日常工作職責Normal,day-to-daytasksthatyouareresponsibleforexecutingeffectively指你日常須負責的工作PerformanceGoals業(yè)績目標PerformancegoalsrefertoWhatyoudoortheresultsyouareexpectedtoachieve業(yè)績目標指期望你去做或取得的結果Maydescribe能夠是:Achievementofbusinessresults業(yè)務目標的完成Achievementfrominnovativeor”exceptional”efforts經(jīng)過革新／變革所取得的成果Measurablemilestonestowardcompletingspecialorlong-termprojects長期項目的階段性成果Somecombinationoftheabove以上方面的組合YourperformanceplanwillincludethreetofivePerformanceGoals一般業(yè)績目標包含３到５個目標。SuccessMeasure成功標準Themeasurablethatshowyoursuccessbyperformanceexpectations衡量業(yè)績期望下是否成功Ⅳ)PersonalDevelopmentGoals個人自我提高的目標PersonalDevelopmentgoalsfocusonwhatyouneedtodeveloptobemoreeffectiveinyoujob.Examplesofpersonaldevelopmentgoalsmaybetoenhanceyourpresentationskillsbyattendingauniversitycourse,ortolearnanotherlanguagetoincreaseyourabilitytocontributetotheorganization個人自我提高的目標主要指為使工作更高效你應努力提高的方面。比如經(jīng)過大學課程提高演講能力,或增學一門語言等Attachment4附件四-1COFEEDPERFORMANCEMANAGEMENTPROGRAMFORMCOFEED業(yè)績管理計劃表格 EmployeeName姓名:JobTitle職務:Dateof1stProgressCheck第一次進展檢查日期:ManagerName主管姓名:Department所屬部門:Dateof2ndProgressCheck第二次進展檢查日期:DateofPlanningMeeting業(yè)績計劃制定日:Country國家:DateofFinalReview最終評估日期:SECTION=1\*ROMANI第一部分DailyJobResponsibilities日常工作職責Jobdescription工作描述:ActionPlan行動計劃:Rating分值12345□□□□□Weight比例:%12345□□□□□Weight比例:%12345□□□□□Weight比例:%12345□□□□□Weight比例:%12345□□□□□Weight比例:%RatingScaleRatingScale分值:5=ExceedsExpectations持續(xù)超過目標

4=Meetsandsometimesexceedsexpectations達到且有時超過目標

3=Meetsexpectations達到目標

2=Meetssomebutnotallexpectations部分達到目標

1=DoesNotMeet未達到目標SECTION=2\*ROMANII第二部分SuccessMeasures成功標準Subject項目Rating分值12345□□□□□Weight比例:%12345□□□□□Weight比例:%12345□□□□□Weight比例:%12345□□□□□Weight比例:%12345□□□□□Weight比例:%TLLRating總分值SECTION=3\*ROMANIII第三部分GOAL目標Goal目標ActionPlan行動計劃:Rating分值TimeTable時間表:2345□□□□□Weight比例:%1stQ2ndQ3rdQ4thQ12345□□□□□Weigh比例:%1stQ2ndQ3rdQ4thQ12345□□□□□Weigh比例:%1stQ2ndQ3rdQ4thQ12345□□□□□Weigh比例:%1stQ2ndQ3rdQ4thQ12345□□□□□Weigh比例:%1stQ2ndQ3rdQ4thQ12345□□□□□Weigh比例:%1stQ2ndQ3rdQ4thQSECTION=4\*ROMANIV第四部分PersonalDevelopmentGoals個人發(fā)展目標Individualoneortwopersonaldevelopmentgoals個人的一至兩個發(fā)展目標Goal目標ActionPlan行動計劃:TimeTable時間表:1stQ2ndQ3rdQ4thQ1stQ2ndQ3rdQ4thQ1stQ2ndQ3rdQ4thQ1stQ2ndQ3rdQ4thQ1stQ2ndQ3rdQ4thQ1stQ2ndQ3rdQ4thQSECTIONⅤ第五部分ProgressCheckForm業(yè)績進度檢查表 EmployeeName姓名:______________________________JobTitle職務:_________________________________ManagerName主管姓名: ___________________________Department所屬部門:___________________________DateofProgresscheck進度考查日期:_________________Country國家:_________________________________Thisprogresscheckformmaybeusedbythemanagertodocumentformalcoachingdiscussionsorbytheemployeetoprepareforhis/herformalcoachingprogresschecks.上級主管將經(jīng)過該表格根據(jù)計劃所列項目與計劃人檢查、討論業(yè)績進展狀況IndicateProgressOnGoals,Competencies,andDailyJobResponsibilities陳述業(yè)績目標、技能和日常工作職責進展狀況OtherInformation其它信息Describeanythingthatmayaffectemployee'sabilitytodeliverongoals敘述提高員工能力以達到預定目標需要注意的問題Describeanyperformanceproblems/issuesthatneedtobeaddressed敘述計劃執(zhí)行中所遇到的所需要解決的問題Noteanychangesthatshouldbemadetotheemployee'sperformanceplan計劃實施與最初制定的項目所發(fā)生的變化SECTION=6\*ROMANVI第六部分EvaluationDetails詳細評估FinancialMeasures(Co’)公司財政標準CY01Budget財政預算Actual實際Grade/Rating級別/分值NetEarningContribution凈利潤貢獻

IndividualPerformanceMeasures個人業(yè)績評估Goal目標Results結果Rating分值Total總計Attachment5附件五S.M.A.R.TGOALS目標設立的S.M.A.R.T原則Specificenoughtoestablishclearexpectationsandspecifythestretchinvolved.具體明確組織期望情況下制訂延續(xù)性的發(fā)展目標By”stretch”herewemeanachallengingtargetforachievement,eitherneworacontinuationofpreviouswork.發(fā)展目標指業(yè)績挑戰(zhàn)目標以及完成目標情況下持續(xù)開展的新工作Exactlywhat,when,andhowmuchistobeaccomplished?確切指明何時、何種程度、完成何種工作。Usedescriptive”actionverbs”(e.g.,increase,decrease,eliminate,develop,deliver).使用行為語言描述(如增加、減少、消除,發(fā)展,發(fā)行等)。Ensurethatthegoalisclearlyunderstoodintermsofobservableresults.確信建立的目標是明確的、結果是顯而易見的。Measurableincost,quantity,qualityortimeliness.可衡量的價值、數(shù)量、質量和時間Howwillyouknowwhenthegoalisaccomplished?目標何時能夠成功實現(xiàn)。Youcanonlymanagewhatyoucanmeasure.制訂的目標是工作范圍中能夠實際掌握控制的。Ameasurablegoalcanbequantitativeorqualitative.可衡量的目標須定質定量。Agreed-Upontoensurecoordinationandbuy-in.得到認同即確信目標與期望相協(xié)同Confirmrolesandexpectationswithyourmanager.與上級管理者確認實施規(guī)則與期望。Thiswillhelpensurethatthegoalisrelevanttowhatwearetryingtoachieveasanorganization.這會幫助我們確認目標是否與組織期望相吻合。Realisticasagoal,whichcanbeattained,givenstretcheffort.現(xiàn)實性即制訂可考核的目標同時有持續(xù)發(fā)展規(guī)劃Goalsmustbewithintherealm