绩效管理的流程和工具.docx

The performance management system provides a formal feedback on employees capability in order to achieve the companys expected productivity and quality. Basically, performance management is a process of monitoring employees contribution and achievement. More importantly, it is a strategy execution process through which employees contribution leads to companys development.绩效管理系统对员工的能力提供正式反馈以达到企业预期的生产力和质量。总的来说，绩效管理是一个检测员工贡献和成就的过程。更重要的是，它是一个战略执行过程，通过它，员工的贡献促进企业的发展。绩效管理6个关键流程：（简称6J绩效管理）1、绩效诊断评估（管理诊断，绩效调研）2、绩效目标确定（经营计划，工作计划）3、绩效管理方案（设计与调整）4、绩效测评分析（培训，模拟实施）5、绩效辅导改善（低绩效问题改善）6、绩效考核实施（组织实施运行Performance management six key process:1. performance diagnostic evaluation (management diagnosis, performance research)2. Define the performance target (business plan, work plan)3. Performance management program (design and adjust)4.performance evaluation analysis (training, simulation implementation)5. Improve performance coaching (improve low performance problem)6. Implementation of the performance assessment (implement operation)How to implement the performance management, different experts have different views. Specific to a enterprise, due to its own situation is different, each enterprise USES the method of performance management is also unique. At present enterprises use performance management tool basically has the following kinds:如何实施绩效管理，不同的专家有不同的看法。具体到一个企业，因自身情况的不同，每个企业采用的绩效管理的方法也是各具特色。目前企业界使用较多的绩效管理工具主要有以下几种：1. 目标管理法（MBO）: MBO旨在提高组织绩效的调整目标和下属的目标在整个组织。理想情况下,员工可以识别其目标有力的输入,竣工时间线等。MBO包括持续跟踪和反馈过程中达到目标。Management by Objectives（MBO）MBO aims to increase organizational performance by aligning goals and subordinate objectives throughout the organization. Ideally, employees get strong input to identifying their objectives, time lines for completion, etc. MBO includes ongoing tracking and feedback in the process to reach objectives2. 360度考核:大多数360度考评系统都是由几个栏目组成，由相关考核主体如同事、上级、下属及客户等填写考核某人的调查问卷表，然后用计算机系统对所有的反馈信息进行系统汇总加以分析，得出考评结果。Assessment of 360 degrees of performance：Most of the 360 degree appraisal system is composed by several columns,.The related assessment subjects such as colleagues, superior, subordinates, and customer fill in the questionnaire of assessment, then use the computer system to analysisi all the feedback information .At last come out the appraisal results.3. 关键绩效指标法（KPI）关键绩效指标（KPI- Key Performance Indicators）是把企业的战略目标进行分解的工具，是企业绩效管理系统的基础。Key Performance Indicator(KPI):Aperformance indicatororkey performance indicator(KPI) is industryjargonfor a type ofperformance measurement.1KPIs are commonly used by an organization to evaluate its success or the success of a particular activity in which it is engaged.4. 平衡记分卡（BSC）平衡计分卡是一套能使公司高层快速而全面的考察企业业绩的指标体系。作为一种战略绩效管理及评价工具，平衡计分卡主要从四个重要方面来衡量企业，它包含了财务、客户、内部经营过程、学习与成长，各部分被细化为若干指标。Balanced Score Card：Balanced score card is a performance index system which can make the top of the company investigate enterprise performance quickly and comprehensively. As a strategic performance management and evaluation tool, balanced score card measure enterprise mainly from four aspects include finance, customer，Internal business process. All parts are divided into several index.5. EVA价值管理EVA经济增加值（EconomicValueAdded）是业绩度量指标，与大多数其他度量指标不同之处在于：EVA考虑了给企业带来利润的所有资金成本。基于EVA的绩效管理方法，把企业内部制订的很多离散指标统一成一个最终指标，就是为企业创造价值。Economic Value Added（EVA）Economic Value Added is a performance measurement index.Different from most other measures, EVA consider all of the cost of capital which bring the profit t