政府绩效评估英文文献 3.doc

Performance evaluation usually also known as performance appraisal or performance is the enterprise borne by each worker in the work of the application of science and qualitative and quantitative methods, workers and the actual results of the enterprise value of the contribution or assessment and evaluation. It is an important corporate personnel management, strong corporate governance is one of the means. The purpose of performance evaluations by each individual assessment improve the efficiency, and eventually realize the goal of enterprise. In the enterprise for performance evaluation work, we need to do a lot of related work. First, the need for performance evaluation of the meaning of scientific explanation, the entire organization of a unified understanding. 绩效估计常常又称为绩效评估，业绩评价也称为绩效考核或者绩效。它是指工作中的每一个人所应用科学定性和定量的方法，员工及其工作结果，尤其是对企业的目标达成具有效益、具有贡献的部分。它是企业的推动力。这是一种很重要的企业人事管理，是强大公司的管理手段之一。绩效评估的目的是对每个个体的效率提高，从而实现企业整体的目标。在企业的绩效评估工作中，我们需要做许多相关的工作。首先，需要绩效评估方法的科学解释，以及对整个组织的统一的理解。Performance appraisal is an integral part of modern organizational management tool. It is a periodic review and evaluation of staff performance management system, is in charge of or related personnel to staff the work of the evaluation system. Effective performance appraisal, can not only identify each employees contribution to the organization or inadequate, but also on the whole of the management of human resources to provide decisive assessment information, so that we can improve organizational feedback function, improve staff performance, but also Motivation, could also serve as a fair and reasonable reward staff basis. 绩效评估是现代组织管理工具中不可或缺的一部分。这是一个定期检查和评估员工表现的管理系统，是主管或相关工作人员对员工工作的评价系统。有效的绩效评估，不仅可以确定每个员工对组织的贡献或不足，同时它为人力资源的管理提供了决定性的信息，这样我们就可以改善组织的反馈功能，同时可以改善员工的表现，而且可以作为一个公平合理的奖励员工的体系。Performance appraisal is the sum of a series of related concepts, which include: to the work, performance standards, evaluation, assessment interviews, in-service counselling. 绩效评估是一系列相关结果的总和，包括：工作、绩效标准、评价、评价访谈、在职咨询。Performance Assessment and Application Performance 绩效评估和绩效应用True performance management system is not just a simple set at the beginning of appraisal standards, and then evaluate the end of the year, but by the beginning of a performance plan for post-job himself clearly in the direction of the efforts in the performance of the ongoing efforts of the year, senior officers provide ongoing guidance and feedback, to help complete the various layers of the target level. Therefore, a performance management system is not just the performance objectives of the completion of the final evaluation, and performance goals should be a whole process of comprehensive management, including performance objectives determined in the implementation of the day-to-day or stage inspection and guidance, feedback, the amendment, the HKEAA , incentives, it is a cyclical cycle process. This cyclical process of the last cycle is a key step is: formulate scientific and rational evaluation methods, performance assessment and appraisal, and the right incentives. 真正的绩效管理系统不是开始时一组简单的评价标准，到年末进行估计，而是在一开始，就有计划、方向明确的向着绩效评估计划而不断努力，高级别的领导会提供向前的方向和反馈。来帮助员工实现不同水平的目标。这样，绩效管理系统不仅仅是客观的完成最后绩效评价，而绩效管理的目的应该是这样一个全面性的过程：包括日常中绩效目标的实现、阶段性的检查、指导、反馈、修正、HKEAA、奖励，是一个周期性的循环过程。这个循环过程的最后一个循环的关键步骤是：制定科学合理的评价方法，绩效估计和评价，以及正确的激励机制。Performance Assessment examination usually led by the Human Resources Department is responsible for organizing, coordinating, the relevant departments to coordinate. 绩效评估考试通常由人力资源部门负责组织，以及对相关部门的协调。A performance evaluation 一个绩效评估(1) Purpose 目的The actual performance of the past performance and plan for the difference between a formal evaluation to identify ways to improve and enhance the performance of the future. 过去的真实的绩效和计划的绩效一个来确定如何改进和提高未来性能的正式的评估。(2) evaluation and assessment content 评价和评估的内容1. Actual performance over the past year review and assessment, including the collection of key performance indicators or targets implementation of the results, and actual results will have set standards for the control and decide the scores level. 过去的实际绩效的审查和评估，包括手机关键性能指标或目标实现的结果，根据实际的结果设置标准来控制和决定成绩的水平。2. Performance for the next year to develop or adapt key performance indicators, objectives and capacity development plans. 下一年的绩效是为了发展和适应关键性能的指标、目标和计划。3. Determine remuneration adjustments and incentive programme. 确定薪酬调整和激励计划(C) The results of the implementation of collection 收集实现结果1. Human Resources is responsible for organizing from the relevant departments or units to meet. 人力资源负责从相关的部门或单位来满足这个要求。2. The objective of the examination, during examination should be done prior to the meeting and some of the preparatory work, the performance of the officers concerned to collect specific implementation of the various aspects related to listen to the feedback: that the subordinate staff of the internal and external customer feedback. Relevant text files, data information, you recall peacetime observation. And the actual performance of individual employees and conduct performance and capacity than the clear understanding, and preliminary assessment of the performance of staff, Score-level performance and capacity situation. Arrangements for a performance discussion with the staff and meeting time, subordinate to the message: You attach great importance to this meeting. 考核的目的，在考核之前，应该要开会做一些准备工作，员工的绩效和收集听到相关反馈的不同方面的特定的实现是有关的：内部的下属员工和外部的顾客的反馈。相关的文本文件、数据信息、以及平时的观察。初步评估员工的绩效，成绩水平，和能力情况可以很清楚的了解员工个体的真实的绩效和行为表现和能力。3. For the staff: staff must be assessed prior to the meeting that the agenda for the meeting. Notice two weeks ago and the best in him to get to know the purpose of the meeting, some of the staff had completed its preparations for the performance of prior information and self-assessment. 对于员工：员工一定要在会议议程之前进行评估在两周之前，最好了解到会议的目的，此时一些员工已经完成了绩效的准备信息进行了自我评估。(D) Calculation of individual performance scores 计算个人绩效成绩To enable employees work performance among comparable to the effective implementation of incentive, the commonly used performance percentile calculation method to assess the performance of individual employees completion. Individual performance score is calculated as follows: 为了使员工的工作绩效在有效的激励实施范围内，百分比的计算方法常常迎来进行评估员工个体的绩效。个人的绩效成绩按如下方法计算：Individual performance scores = (KPIi performance percentile KPIi weight) KPI total weight + (target completion percentile weight) objective of the total weight 个人的绩效成绩=（KPlij绩效百分比xKPli的权值）xKPl的中的权值+（目标完成的百分比x权值）x目标的中的权值(5) individual performance feedback 个人绩效的反馈After the annual evaluation, the results should be the timely performance feedback to be evaluated, in the assessment of people have no objection to the circumstances, with the incentive for individuals linked. Who has been assessed objections, the companies can appeal the appeals process. 在年度评估之后，结果应该及时的评估绩效反馈，在评估的人不反对的情况下，和个人的激励机制进行链接，如果反对，公司可以诉诸评估过程。The same as the mid-term review, performance assessment can be conducted to discuss the performance feedback. 中期检查也是类似的，绩效的评估可以用来谈论绩效的反馈。(6) Performance Evaluation discussion 绩效评估的讨论1. Stressed that the purpose of performance evaluation and the meeting will discuss the agenda 强调绩效评估的目的，会议把讨论提上了日程。Set a relaxed atmosphere for the discussion on Performance Evaluation main purpose is to explore how to improve future performance. Reaffirming the importance of participation by staff. Itemized on the completion of targets or goals. In both preparations, the plans and performance evaluation form included in the targets or goals for the article-by-article discussions on the situation, subordinate to each indicator or target for a summary. Share your observation of their performance. No need to be discussed specific details but rather on the results of a highlight goal to reach or exceed the situation. 设置一个轻松的氛围来谈论绩效评估的主要目的是探索如何提高未来的绩效。重申了参与人员的重要性，完成目标。在计划和绩效的评估形式包括目标的讨论情况，下属对每一个目标和指标的总结这两个准备。分享你观察到他们的表现，不用讨论特定的细节，但要强调在目标的结果是否达到或者超过。2. Itemized assessment scores level 评估成绩的水平On the list of all key performance indicators or targets itemized effect of the completion of discussions, the first to subordinate their key performance indicators or targets in accordance with the completion of standards for measuring scores level, do you think that those more suitable Score - to discuss those differences do you think there are scores level, and review of performance to find the facts, focus on performance rather than the facts themselves, access to the scores of consensus. If the preliminary goals and measurable indicators of a clear, in their daily work and ongoing guidance and tracking of medium-term, comprehensive performance assessment meeting acknowledged the difficulty can be reduced significantly, because they are not the results are particularly surprised. 列表中所有关键性能的指标或目标的完成会影响讨论的结果，3. Performance for diagnosis 性能的诊断In the assessment of those who completed better performance indicators and targets as well as those who have not completed the targets and goals of the reasons for analysis, in what some staff shown consistent patterns of behaviour to obtain certain strengths or weaknesses led to a certain? What if we adopt a different approach may achieve our goals or standards? 那些完成的好的绩效的指标或目标和那些完成的不好指标或目标的原因的分析，4. Discuss improvement plan 讨论改进计划Told the staff and the total score after the personal performance evaluation scores. Asked to maintain good performance, can be taken to resolve issues related to the programme of action. Records of these action programmes for the development of annual performance plans standby. Formulate corresponding area of capacity development, concrete actions and the desired results. 在个人绩效评估成绩完成之后，告诉员工的成绩。要保持良好的性能，可以采取解决问题的相关动作。记录这些行动为以后的年度绩效计划做备用，制定相应的发展能力区域、具体的行动、期望的结果。5. Higher-level managers reviewed 高级管理者的审查Managers at all levels will be the performance of its staff assessment results reported to the higher authorities, managers reviewed, the higher their managers for performance evaluation and assessment of the views of the two sides that the final assessment results 各级管理者把员工的绩效评定结果报告给上层领导或管理者进行核查。高一级的管理者评估两边的意见，得到最终的结果。Second, the results of performance 第二，绩效的结果Performance management and reward must be linked to incentive mechanisms can reflect its value. According to the staff performance appraisal results determine a reasonable pay incentives, performance appraisal is to ensure that the principal means of incentives and the core problem. In the design of the performance management system at the same time, we are also in accordance with their own characteristics for the synchronous design staff at all levels of the performance-related pay system. 绩效的管理和奖励必须能够体现激励机制的价值。根据员工的绩效考核结果确定一个合理的薪酬激励机制，绩效评估是确保激励的主要手段和核心问题。在设计绩效管理体系的同时，我们也要按照的他们自己的热证来同步各级人员的绩效薪酬激励机制。Performance results will be used normally as follows: 1. Promotion wage (because of the specific situation in the promotion case may be) 2. Performance bonuses determined (specifically identified because of the way the case may be) 3. Career development Performance Management is the ultimate goal of improving productivity and efficiency, through the success of each employee contributed to the success of enterprises. When staff performance evaluation scores of lower-level, we should discuss how to improve the performance required for the completion of the ability to improve performance and develop a plan of action. According to the results of performance assessment, in conjunction with other assessment, identifying outstanding performance, good quality, excellent innovation capability of managers and staff through job rotation, special training, etc., from the quality and the ability to conduct a comprehensive training, adjustments in the team added officers, to give priority to be promoted. At the same time, through the comparison of the results of performance assessment, analysis, evaluation was to identify the quality of representation and the gap between positions, in accordance with company management policy and long-term development strategy for the management requirements, design and implementation of targeted training and timely improving management capacity and level. For those who can not meet the required performance, capacity is not significantly improve the staff to consider whether there are other suitable positions better than the original position to play its role. Through the career development of employees, performance, the ability to work or personal behaviour and the career prospects of staff link to each other, thereby strengthening the ability to improve performance and the awareness of all the staff to improve the ability to complete performance targets. Also the human cost to the performance of transformation, the transformation of human capital to be specific implementation. In order to better the performance of the different performance management, talent can refer to the following matrix model. Table 7: talent Matrix Model And the potential for high capacity In Low Medium outstanding qualified failure Performance 4. Other incentives Implementation of pay linked to performance, although the performance of the staff to upgrade the level of better incentives, and is also a major incentive. But it is undeniable their own, there are also some limitations, but because of organizational factors, environmental factors and personal factors also caused a fixed wage increases and incentive bonuses specific operational difficulty and complexity of these problems are properly resolved, will be detrimental to performance incentives incentives. In actual operation should be actively avoid these negative factors can be considered in a larger scope reward and incentive approach. The realization of growth in wages and performance bonuses for major awards and incentives, with other incentives, and to reward with a continuous policy framework, and give full play to the potential role of other incentives, can be used to make up for the performance of wages restrictive role. Below other incentives for a brief description: To master the different forms of incentives, as well as the effect of different incentives, is the first step in the implementation of effective incentives. In the broad perspective, the incentives can be divided into two categories: One is external incentives. Including wage increases, performance bonuses and other rewards the nature of incentives, such as job promotion, training opportunities, study tour, tourist resort, from the high-level recognition and commendation. The second category is intrinsic reward. Including its own staff of the incentives (such as a sense of achievement), welfare, conferred the honorary title given challenging responsibilities, important and meaningful work, set goals and make decisions, such as the influence. These stresses in the form of incentives, according to different types, different locations, as well as staff time needs of different incentives for different incentives, real incentives to achieve this purpose it is necessary to make things right incentives, rewards employees have liked things that we should follow the implementation of incentive when one of the principles. Another incentive should also be in the grasp of achievement should not be confined to the understanding of the best employees; incentives to specific, and timely. Third, performance plans to amend The companys strategic direction or will be the focus of the company each year with the different stages of development of the company or outside competition to the changing situation to be adjusted accordingly, the level of departments or work of staff of the target will be adjusted accordingly