著名外企德昌电机绩效管理手册.doc

Performance Management Process(PMP)绩效管理流程User Guide用户指引February 2005 IssueWhat is Performance Management?什么是绩效管理？Performance Management:绩效管理： Is one element of the Johnson Electric People Process 德昌員工管理流程要素之一。 Facilitates on-going dialogue on performance between an employee and his / her supervisor / manager. 促进員工与管理者相互溝通交流的工具。 Integrates learning and development with performance将學习与发展和绩效紧密結合。 Ensures that all staff efforts are aligned towards accomplishing JEs corporate vision:確保員工的努力切合德昌的远景发展：PerformanceManagement绩效管理 德昌电机員工管理流程People Calibration人員评定LeadershipCompetencies領導資质Leadership Development 領導力发展Management Succession 管理连接Recruitment & Selection 招聘与篩選What does the Performance Management Process (PMP) consist of?绩效管理流程包含了什么？STEP 1Beginning of the YearSetting Objectives步骤1年初設定目標Standards & Expectations on Behavioral / Leadership Competencies对行為与資质的標準与期望Personal Development Planning个人发展計劃STEP 2Mid-yearProgress Reviews步骤2年中过程检讨STEP 3Year-EndAnnual Appraisal步骤3年底年底評估Who is responsible for the Performance Management Process?谁来負責绩效評估？The Performance Management Process is a shared responsibility between every employee and his / her supervisor / manager. Everyone is expected to take an active role in each step of the process.每位員工与他的管理者均须平担绩效評估的责任。全体人員均参与当中的每一步骤。Employees:員工： Actively initiate discussions on your objectives, performance progress and development plans 主动检讨你的目標，改善的表現与发展的計劃。 Collect your own performance data (e.g. evidence of achievement)收集你自己的表現的数据(例如：成绩的证明) Decide on important issues to be discussed 检讨要抓住重點。 Be ready to present your own views有备而谈，开诚布公。 Accept feedback in a positive way用持平的态度接受反馈。Appraiser (Supervisor or Manager):評估者(經理与主管) Collect employee self-assessments for business objectives and competencies针对公司目標与核心的竞争力，收集評估員工绩效的素材。 Reflect carefully on the individuals performance and development throughout the year仔细評估个体全年的表現和发展的影响。 Prepare documentation to reflect the above準備文件，反映以上事实。 Arrange a meeting with the employee to discuss both his / her and your views和你的員工面对面交流。 Provide constructive feedback提供有建设性的反馈。The Performance Management Process is facilitated and supported by Human Resources.绩效管理流程由人力资源部組織，同時提供支援。STEP 1: Beginning of the Year步骤1：年初1A.Setting Objectives設定目標 At the Beginning of the Year, Performance Objectives should be set.年初，目標應該设計好。 Performance Objectives should be:绩效目標應該是：S specific 具体的M measurable 可量度的A agreed 双方协定的R realistic 可实现的T time bound 有時間限制的 Each Performance Objective must have an individual weighting.每项指标必须可单独評估。 The Objectives Accomplishment section of the PMP document is as follows: 绩效管理文件当中关于目標設定部份如下第一部分：目標完成情況Part A: Objectives AccomplishmentWeighting : 100% in total 總比重： 100%Rating評分: 5 - Outstanding 表現超卓2 Meet Some 完成部分目標 4 - Exceed Some 超額完成部分目標1 Poor Performance 表現劣差 3 - Meet Expectation 完全實現目標Objective目標:Achievement完成情況 :Weighting比重: Rating評分: Objective目標:Achievement完成情況 :Weighting比重: Rating評分: Objective目標:Achievement完成情況 :Weighting比重: Rating評分: Objective目標:Achievement完成情況 :Weighting比重: Rating評分: Objective目標:Achievement完成情況 :Weighting比重: Rating評分: Objective目標:Achievement完成情況 :Weighting比重: Rating評分: Total Weighting總比重:Overall Objectives Rating總體目標評分: There are 2 mandatory objectives for those who manage staff:有两项特定目標用于評估管理层的員工：1. Performance Management 绩效管理 10% weighting10%比重 Completion of Performance Management Processes (Beginning of Year, Mid-Year and Year-End processes) for all employees给全体員工绩效評估完成情況(年初，年中和年末流程)2. Staff Development发展提升員工 10% weighting10%比重Completion and execution of employee training and development plans員工培訓与发展計劃執行与完成情況1B. Competency Standards資质标准 A “competency” is an area of related knowledge, skill or behavior needed in a job to ensure its success.資质是確保工作成功所需相關的知识，技能与行為。 All employees will be rated on either on Behavioral or Leadership Competency clusters (definitions and criteria of ratings are included on page 8 - 11).所有員工評估均跟其行為和資质掛鉤(细节与标准详见第8至11页) The Competency section of the PMP document is as follows: 绩效評估文件当中关于資质部分如下：Part B: Competencies 第二部分：資质該職員在過去十至十二个月表現出的資质水平如何？How far did the staff demonstrate the competencies in the last 10-12 months?Rating 評分:5 - Outstanding 表現超卓2 - To Some Extent 部分符合要求4 - To a High Level 部分超出期望1 - Poor Performance 表現劣差3 - Meet Expectations 完全符合要求資质Competencies評分Rating如果評分高于或低于3分，請舉實例說明原因Examples are required if rating is other than 3 to demonstrate why it is more or less than competent.以成就为導向Achievement Orientation適應變化Adapt to Change溝通Communication紀律Disciplined主動性Initiative誠信Integrity工作質量Quality of Work自我認知Self Awareness自我發展Self Development團隊合作Teamwork工作知識及技能Job Knowledge & Technical Skills總體資质評分：Overall Competency Rating: Part C: Overall Performance 第三部分： 總體工作表現Rating 評分:5 - Outstanding 表現超卓2 - Meet Some 部分符合期望4 - Exceed Some 部分超出期望1 - Poor Performance 表現劣差3 - Meet Expectations 完全符合期望總體表現評分：(目標和資质評分各占50%)Overall Performance Rating : (50% on Objectives+ 50% on Competencies)Behavioral Competencies for Staff as Individual Contributor独立員工的行為資质(Applicable to staff who do not manage people)適用于非管理层人員 Behavioral Competencies 行為資质Achievement Orientation *以成就为导向A desire to produce superior results and competes against a standard of excellence. It includes taking initiatives for improving performance, setting challenging but achievable goals and taking calculated entrepreneurial risks for the organization.一项促使上级的成果与竞争力超水准发挥的驱动力，它包含了主动提升表現，設定具挑战性但卓有成效的目標和为公司预估风险。Communication *溝通Listening openly and expressing ideas effectively in individual and group situations; adjusting language and terminology to the characteristics and needs of the audience. Making people understand what is expected of them and how they are to achieve it by purposely articulating plan/direction/agenda.公开聆听和跟其它團队与个人有效交换意見，根据对方的需求与态度相应地調整用语和术语，让对方理解通過使用什么渠道，計劃与步骤能到达预期的效果。Disciplined *纪律Deals with all aspects of a situation objectively and realistically. Does not allow emotions, personal biases or other distractions to interfere with business decisions and tasks at hand. Acts in a principled and organized manner when approaching business issues. Conscientious and focused on business goals.冷静客观地處理各种情況，不附带个人感情，个人偏见以及其它影响业务决策和手头工作的行為，集中精力认真工作。Integrity *诚信Always acting ethically and above reproach. Builds trust through reliability and authenticity. Actions are consistent with what one says, i.e. walk the talk. Welcomes openness and honesty, respects confidentiality. Admits own mistakes and confronts unethical actions in others. Takes tough, principled stands even if they are unpopular.一直保持旺盛的工作态度，通過实践行动建立起互信。言行一致：例如主动走访，欢迎开放与坦诚，严守秘密，允許自己同样允許他人犯错，灵活但坚持原则哪怕他们是有失常规的。Self Awareness *自我认知Accurate self-assessment knowing ones strengths, capabilities and limitations. Open to feedback and new perspectives. Engages in continuous learning and self development. Keeps ones emotions in check.准确自我评价- 知道自己的能力，潜力和极限，开放地接受反馈与新构想， 專注于继续学习与自我发展，保持“每日三省”。Adapt to Change适应改变The ability to adapt to organizational changes, and to maintain effectiveness with a variety of situations, individuals and groups. Able to change priorities to meet changing demands, and to adjust quickly to new responsibilities and tasks.能适应集團的改变，在任何情形下保持个人和組織的效率，因势利导，分出轻重缓解。Initiative主动性Being self-starting or self-directed, takes appropriate action before being asked or required to by others. Takes opportunities to influence events to achieve goals. Being proactive by going beyond the minimum or basic requirements.保持由我开始和自我控制，对他人的要求和询问予以恰當地回应。争取機會推動項目的成功。主动地用最少资源达至良好的效果。Quality of Work工作质量Able to deliver work results, at expected performance level, on or before agreed timeline. Expected performance level can include commitment to quality, customer-orientation, do it right the first time attitude.在限定的時間内，工作的效果能达期望：包括原定的质量，以客为本，“第一次就做对”态度。Self Development自我发展A Continuous Learning mindset. Knows own strengths and weaknesses. Takes proactive steps to seek learning and development opportunities, and is willing to talk to supervising manager about them. Be able to apply learning at the work place.保持“不断学习”的态度，知道自己的强項和弱項，先人一步地寻求学习与发展的機會，同時愿意和主管交流，将知识运用到工作中。Teamwork團队精神The ability to work and interact well with others to accomplish team goals. Promotes cohesiveness and cooperation within the team. Takes actions that demonstrate willingness to improve team effectiveness.与他人和善相处，共同推動團队目標实现，推崇合作与互信，以提升團队的效应为行动的統一信念。Job Knowledge and Technical Skills工作知识与技能The level of technical proficiency and the professional know-how demonstrated by the incumbent being appraised.被評估者對於所在职位所应掌握的技術和“知其所以然”的专业知识。The five (5) competencies noted with an * are applicable to both staff as People Leader and Individual Contributor.打“* ”的五項資质，管理者与普通職員均须参与評估。Leadership Competencies for Staff as People Leader管理者应具备的領導力資质(Applicable to staff who manage people)适用于管理层員工Leadership Competencies領導力资质Achievement Orientation *以成就为导向A desire to produce superior results and competes against a standard of excellence. It includes taking initiatives for improving performance, setting challenging but achievable goals and taking calculated entrepreneurial risks for the organization.要求“以结果为导向”的驱动力。这包括了主动地提升表現，設定具挑战性但能达到的目標和幫助公司防范可估风险。Business Acumen商业敏锐度With keen insight and shrewdness, continually examines opportunity for business growth; identifies effort that will have the greatest strategic impact, brings cross-disciplinary knowledge to bear on issues; uses financial and other quantitative information to manage the business; understands the impact of global competition on business.热衷于觀察和聆听，持续改善；将财务和其它相關的資讯和知识灵活地运用到不同的范畴，明白全球化的竞争所带来的影响，明白到通過这些行动能对战略带来最大的影响。Change Leadership領導改变Ability to work proactively in a turbulent and unpredictable environment, where leading and implementing changes are essential requirements. Enthuse people and lobby key influences.有能力应对变化多端的环境，并在其中主导变化，通過影响和游说他人使达到关键的效果。Communication *溝通Listening openly and expressing ideas effectively in individual and group situations; adjusting language and terminology to the characteristics and needs of the audience. Making people understand what is expected of them and how they are to achieve it by purposely articulating plan/direction/agenda.聆听个人或集体的意見并公开地交流，并根据对方的态度及时調整语言的技巧和术语，让对方明白如何修正計劃/方向/日程等使达到他們期待的效果。Developing Others发展他人Taking an active interest in peoples growth and provide advice on how to improve. Sensing others developmental needs and bolstering their learning abilities by setting clear expectations and providing constructive feedback.主动地关心下属的发展同時提供提升的建议，理解他人的发展需求和提供支援，包括設定清晰的期望值和给予恰當的回应。Disciplined *纪律Deals with all aspects of a situation objectively and realistically. Does not allow emotions, personal biases or other distractions to interfere with business decisions and tasks at hand. Acts in a principled and organized manner when approaching business issues. Conscientious and focused on business goals.冷静客观地處理各种情況，不附带个人感情，个人偏见以及其它影响业务决策和手头工作的行為，集中精力认真工作。Empathy同理心Awareness of peoples feelings, needs and concerns. Understanding others feelings and perspectives. Taking an interest in peoples concerns and respecting others points of view.注重下属的感觉，需求和顾虑，明白他人的感觉与期望，尊重与留意下属的顾虑和观点。Integrity *诚信Always acting ethically and above reproach. Builds trust through reliability and authenticity. Actions are consistent with what one says, i.e. walk the talk. Welcomes openness and honesty, respects confidentiality. Admits own mistakes and confronts unethical actions in others. Takes tough, principled stands even if they are unpopular.一直保持旺盛的工作态度，通過实践行动建立起互信。言行一致：例如主动走访，欢迎开放与坦诚，严守秘密，允許自己同样允許他人犯错，灵活但坚持原则哪怕他们是有失常规的。Organizational Commitment对組織的承诺Aligns own behaviors with the needs and priorities of the organization. Acts in ways that promote organizational goals or meet organizational needs. Appears to be putting organizational mission before own preferences.把公司的需求和个人需求紧密地相连，按提升公司的目標与需求路向行动，用公司的理念領導自我的表現。Job Knowledge and Technical Skills工作知识与技能The level of technical proficiency and the professional know-how demonstrated by the incumbent being appraised.被評估者對於所在职位所应掌握的技術和“知其所以然”的专业知识。Self Awareness *自我认知Accurate self-assessment knowing ones strengths, capabilities and limitations. Open to feedback and new perspectives. Engages in continuous learning and self development. Keeps ones emotions in check.准确自我评价-知道自己的能力，潜力和极限，开放地接受反馈与新构想， 專注于继续学习与自我发展，保持“每日三省”。The five (5) competencies noted with an * are applicable to both staff as People Leader and Individual Contributor.打“* ”的五項資质，管理者与普通職員均须参与評估。1C.Development Planning发展計劃The Strategic Role of Development发展的战略规则 Johnson Electrics goal is to provide personal and professional development opportunities that are firmly linked to todays business needs, the rapidly changing business environment and the Companys strategic business plan. 德昌电机目標是根据今天的业务需求，业务环境的迅速变化以及公司业务战略的計劃而提供个人专业发展的機會。 Everyone is accountable for their own personal growth and success in their job. 工作中获得个人的成长与成功自我的责任。It is no longer sufficient to just do a good job. Learning and self-development are necessary to keep pace with changing job requirements.沒有不断地提升自我，就不能跟上正在不断变化的工作步伐。 To be effective, Development Activities must be agreed upon by employees and manager, and must also be specific to individual needs.為了行之有效，发展的行动必须通過員工和經理双方協議，同時要针对員工的需 要。 A Development Plan represents a commitment by both the employee and his/her manager.发展的計劃代表着員工和主管之间双方的協議。Development Opportunities发展的機會 Development opportunities take many forms, from stretch assignments to skills training. Some of the activities that focus on learning by doing or self-initiated study include:发展的機會可采取许多种模式，从扩大職責到技能培訓，也可以是从“实践到真知”，或自我进修： Flexible Learningon the job coaching, mentoring, team based activities (e.g. task force), project assignments, international assignments, job swaps, etc.机动学习在职指导，交良师益友，團队活動(例如：主题工作)，項目分派，國際工作，工作轮换等。 Self-Learningreading and research, expert briefing, etc.自我学习阅读和研究，專題會議等Training培訓 As part of our Quality Standards, Johnson Electric is required to assess the need for training, deliver this training, and keep records of employee participation in training courses.作为我们质量标准的一部分，德昌电机要分析培訓的需求，并按需求提供培訓，保留参与培訓课程員工的记录。 There are two categories of training:有两大種類的培訓： Technical / Functional技術/功能more specific to a particular function or role更多的是针对特別的功能与规则 General 普通more general in nature针对总体需要 The Development Needs section of the PMP document is as follows:PMP文件关于发展需求部分的内容如下：Part E : DEVELOPMENT NEEDS 第五部分：發展需求資質Competencies工作表現評分Ratings from Performance Review(請指明重要資質的具體要求)( Identify specific needs for important competencies )以成就为導向Achievement Orientation適應變化Adapt to Change溝通Communication紀律Disciplined主動性Initiative誠信Integrity工作質量Quality of Work自我認知Self Awareness自我發展Self Development團隊工作Teamwork工作知識及技能Job Knowledge & Technical Skills您可以到異地工作嗎？Can you Relocate?如果可以請寫明地區：If yes, pls. specify the region:職業展望Career Aspiration發展計劃(關注需要優先攷慮的前三个行動)DEVELOPMENT PLAN (Focus on the top 3 priorities)Development Activities 發展行動Completion Date 完成時間Here are some examples of development activities FOR REFERENCE :- 發展行動舉例(供參攷)Formal Training正式培訓Flexible Learning靈活學習Customer service/relationship management 客戶服務与關係管理On-the-job coaching 工作指導Business/Finance curriculum 商務或財務課程Mentoring 輔導Sales and marketing management 營銷管理Team based activities e.g. task force 團隊活動如工作小組Language 語言Project assignments 項目分配Supply chain management 供應鏈管理International assignment 派駐國外工作Strategic planning or project management 戰略計劃或項目管理Job swaps 工作交換Leadership development 領導力發展Communication or presentation skills 溝通或演講技巧Self Learning 自學Human resources management 人力資源管理Reading and research 閱讀和研究Information Technology 信息技術Expert briefing 專家講座SIGNATURE 簽字Manager 直接主管Staff 職員 Date日期 :Date 日