Perance management Process绩效管理流程.ppt

Performance Management Process (PMP),A comprehensive approach to managing effective performance,Training Agenda and Objectives,Overview Goal-Setting Assessing Performance Delivering Feedback Creating an Individual Development Plan Talent Discussion Close,Effective Performance Management,A comprehensive process maximizing engagement, development, and performance of all employees in the employment lifecycle by: Proactively focusing on employee development, talent and succession management Aligning employee work to department goals and objectives (line of sight), defining and communicating performance expectations regularly Linking performance to compensation, recognition, and rewards Remaining flexible, efficient, measurable, fair, and transparent,University Mission Unit Values and Goals Department Goals Individual Goals,Components of Cornells PMP,Planning Establish unit strategy & goals Align goals of employee & unit Determine performance level criteria,Coaching,Assessment On-going feedback Annual PD Talent Discussion (Criteria),Coaching,Recognition Correlate SIP and performance Correlate promotions and bonuses Utilize low-cost, no-cost ideas,Coaching,Career Development Create Individual Development Plan (IDP) Utilize rotations and on-campus and off-campus training Talent Discussion (Development),Coaching,PMP Tools:,Performance Dialogue (PD) Individual Goal Alignment worksheet Individual Development Plan (IDP) PMP Instruction Sheet Supervisor e-mail requesting feedback Performance Dialogue Definitions page Rating Scale and Definitions form Performance Level Matrix (Skills for Success) Talent Management Matrix,University Mission Unit Values and Goals Department Goals Individual Goals,Components of Cornells PMP,Planning Establish unit strategy & goals Align goals of employee & unit Determine performance level criteria,Coaching,Assessment On-going feedback Annual PD Talent Discussion (Criteria),Coaching,Recognition Correlate SIP and performance Correlate promotions and bonuses Utilize low-cost, no-cost ideas,Coaching,Career Development Create Individual Development Plan (IDP) Utilize rotations and on-campus and off-campus training Talent Discussion (Development),Coaching,Developing Goals,SMART Goal Model Specific Measureable Accountable Realistic Time-bound,Planning,Goal Template,Planning,Goal Template,Planning,Goal Alignment Activity,Develop one of your own work goals Make sure it follows the SMART goal model Tie the goal back to department and unit goals Share your goal with a partner,Planning,Career Development Create Individual Development Plan (IDP) Utilize rotations and on-campus and off-campus training Talent Discussion (Development),Components of Cornells PMP,University Mission Unit Values and Goals Department Goals Individual Goals,Assessment On-going feedback Annual PD,Coaching,Recognition Correlate SIP and performance Correlate promotions and bonuses Utilize low-cost, no-cost ideas,Coaching,Planning Establish unit strategy & goals Align goals of employee & unit Determine performance level criteria,Coaching,Coaching,Criteria for Performance Ratings,Assessment,Generalizations vs. Behaviors,Attitude. Jose has a positive attitude. Others really enjoy working with him. He always accepts new assignments even things that are not included on his job description. He is a real pleasure to have on my team. Jose always demonstrates a positive attitude which makes others want to work with him. Recently he and a few other members of the team were assigned to the office move project which was one of many assignments he willing accepted this year. He came to every meeting, was willing to take and distribute minutes for the rest of the team and personally walked around the new floor plan to every member of the team to discuss their needs in the new space. Not only was he integral in creating the new plan, but he really helped to convert others from being extremely negative about the move to being very supportive because of his upbeat nature, and keen listening skills. This is just one of several examples I could mention.,Assessment Activity,Complete your PD: Rate yourself on all categories of the PD using: 1) Performance Level Matrix 2) Talent Management Matrix Note at least one thing you want to improve,Assessment,Delivering Feedback,Conducting a Performance Dialogue Meeting Whats in it for you? Modeling Activity,Assessment,Career Development Individual Development Plan (IDP) Rotations, training, internships Talent Discussions,Components of Cornells PMP,University Mission Unit Values and Goals Department Goals Individual Goals,Assessment On-going feedback Annual PD,Coaching,Recognition Pay for performance Utilize low-cost, no-cost ideas,Coaching,Planning Establish unit strategy & goals Align goals of employee & unit Determine performance level criteria,Coaching,Coaching,The Role of Talent Discussions to Recognition and Career Development,Develop staff Utilize low-cost, no-cost ideas,Recognition,Career Development Individual Development Plan Rotations, training, internships, stretch opportunities, committees, etc. Talent Discussions,Components of Cornells PMP,University Mission Unit Values and Goals Department Goals Individual Goals,Assessment On-going feedback Annual PD,Coaching,Recognition Correlate SIP and performance Correlate promotions and bonuses Utilize low-cost, no-cost ideas,Coaching,Planning Establish unit strategy & goals Align goals of employee & unit Determine p