如何提高绩效管理过程的质量(英文版)

HowtoimprovethequalityofPerformanceManagementProcessThepurposeofPerformanceManagementAnagreedframeworkofplannedgoal,standardsandcompetencerequirementsAprocessSharedunderstandingAnapproachtomanaginganddevelopingpeopleAchievementOwnedanddrivenbylinemanagersPerformancemanagementasanintegratingforcePerformanceManagementImprovingIndivi.andOrg.PerformanceRewardManagementDevelopingSkillsandCompetencesImprovingManagerialEffectivenessTheMajorIssuesforPMPTargethasnotbeenfullydeployedandsharedJustfocusontheresultsandignoreprocess,whichmanagersneedequipwithfeedbackandcoachingskillsLackofcomparisonofoverallratingforkeymanagerscrossthefunctionsHavenocleardirectiontoguidepeopletomakedevelopmentplanLackofmonitoringandevaluationtoPMPThePerformanceManagementCycleBusinessPlans:BalancedscorecardCorecompetencesIndividualrole:AccountabilitiesCompetencePerformancePlanningPerformanceDevelopmentPerformanceMeasurementPlanActionEvaluationCoachingFeedbackDeploytheTargetsviaBBSLearningProcessCustomerFinancial财务结果客户 流程 快递问题件怎么处理流程河南自建厂房流程下载关于规范招聘需求审批流程制作流程表下载邮件下载流程设计 学习TheBalancedScorecardattheHeartoftheBusinessCommunicating,LinkingandDeploymentOperationsManagementandReviewFormulatingStrategyLearningandFeedbackBalancedScorecardChecktheBalanceExternalInternalLaggingLeading(History)(Vision)RONAIFOCashInventoryTurnsAssetUtilisationManufacturingYieldMarketShareBrandIndexCustomerSatisfactionRICSLSalesofnewproductsCommResponsivenessRelativePerformanceProductMixPCPCycleTimeOrderFull’tCycleTimeImpPurch/MfgCompRoadmapsLeader/CoachingSkillsBalancedScorecardSAPStrategyReviewDiscussionsandSupportingScorecardToolsStrategicSuccessFactors/KeyPerformanceIndicatorsTopLevelScorecardToselectKPI’s&DriversMatrixActions/TargetsTiming/Targetsx-xox-xox-xox-xox-xox-xox-xox-xox-xox-xox-xox-xox-xox-xox-xox-xox-xox-xox-xox-xox-xoFinCustProcLnngCauseandEffectandDeploymentWhyneedcoaching:CreateopendialogueGetpeopletoreflectontheirworkandbehavior,especiallywhattheytakeforgrantedEncourageindividualaccountabilitiesSurfaceinformationthatcanmotivatelearningandproducerealchangeEmpowerotherstobuildtheirlivesaroundwhatismeaningfultothemManagersshoulduserighttooltocoachhisstaff(GAPSModel)MyViewOther‘sViewsCurrentFutureDevelopmentAbilitiesWhatcando?PerceptionsOtherpeople’sPerceptions?StandardOtherpeople’sExpectations?GoalsWhatwanttodo?HelpemployeetofindGapsandprioritiesthedevelopmentMyViewOther’sViewsCurrentFutureDevelopment能力观点 标准 excel标准偏差excel标准偏差函数exl标准差函数国标检验抽样标准表免费下载红头文件格式标准下载 目标§价值HaveyoupreparetheabilitiesToreachthegoals？BlindSpotorCommunicationIssueDoothershavetheconfidentWithyou?IsthereenoughMotivation?WhyneedtosetupCalibrationMeetingtogetcommonagreementEstablishconsistentviewsonPerformanceStandardsGaincalibrationandAgreementonGridPositionsandPerformanceRatings/Distribution;ModifyAsNecessaryDiscussHighPerformersandPerformanceProblems/AgreeActionPlansEstablishTimelineForEmployeeCommunicationsonFinalRatings/PositioningMakeCalibration:GMMMMHRMCalibrationHRMEmployeesCalibrationMTManagerscannotusePMPasplatformtolinkwithReward/Development/andidentifypotentialsOnlyusetheratingasreferenceforsalaryincreasingDevelopmentplanhavenotbeenindividualizedConsidertopromotehighratingemployeesCan’tdistinguishperformanceandpotentialsCan’tlinkitwithorganizationsuccessionplanPerformance&PotentialsPartiallyMeetsExcelsExceedsFullyMeetsRequiresActionGrowthPath10%20%50%15%5%PerformanceWellPlacedFastTrackPromotabilityInputforperformancediscussionInputfordevelopmentdiscussionLinktorewardSalaryStockoptionsMonitorandEvaluatetheprocessregularlyRandomlyselectsometeamstomakemini-surveyandcontentswillcover:ProperApproachEmployees’involvementGiveregularfeedbackandcoachingTrackthedevelopmentPlanGivetheindividual’sfeedbackReviewandmakeassessmentfortheprocessUsethetrainingandcoachingtochangemanagers’behaviorsConclusion:Therealconceptofperformancemanagementisassociatedwithanapproachtocreatingasharedvisionofpurposeandaimsoforganization,helpingeachindividualemployeeunderstandandrecognizetheirpartincontributingtothem,andinsodoingmanageandenhancetheperformanceofbothindividualsandorganization.Let’sMakeThingsBetter!