《个人绩效和绩效评估.ppt》由会员分享，可在线阅读，更多相关《个人绩效和绩效评估.ppt（54页珍藏版）》请在三一办公上搜索。
1、individual performance and the performance appraisal个人绩效和绩效评估,Capital University of Economics and Business首都经济贸易大学,outline提纲,Performance by individuals 个人绩效The performance appraisal 绩效评估Evaluation approaches 评估方法Sample performance appraisals 绩效评估案例Improving performance appraisals 提升绩效校评估,Discussion
2、break课间讨论,What do your managers say about your companys performance appraisal?你的经理如何看待你公司的绩效评估？,Performance by individuals-a behavioral model,KNOWLEDGE,SKILLS AND ABILITIES,Knows what“it”is,Wants to do“it”,MOTIVATIONeffortdirection,PERFORMANCE,Were consequences worth the effort?,Allowed to do“it”,CU
3、LTURE/STRUCTURE,CONSEQUENCES,Able to do“it”,the performance appraisal绩效评估,Provide focus 提示关注焦点Provide feedback 提供评估反馈Document performance 将绩效管理落在纸上,the performance appraisal绩效评估-续,Improve performance 提高绩效水平Develop employees 注重员工培养与发展Link performance to rewards 将奖酬与绩效联系起来,Drawbacks of performance app
4、raisals绩效评估的缺点,Subjective 主观的Time consuming 耗费时间Contradictory 相互矛盾性,Drawbacks of performance appraisals绩效评估的缺点-续,Negative 否定的Too little,too late 太少，太晚Unfocused,ineffective 没有关注也没有效率,Performance appraisals design considerations绩效评估的设计要考虑的问题,Measure both achievement and efforts 对完成的结果与为之付出的努力都要进行测量Sta
5、ndardize performance criteria 标准化绩效标准Ensure utilization 确保应用,Performance appraisals design considerations绩效评估的设计要考虑的问题,Desired timing 需要的时间Event-driven 事件驱动Periodic/scheduled 周期性/计划性Budgeting 预算,Components of performance appraisals绩效评估的构成,General of administrative information 全面的管理信息Performance appr
6、aisal section 绩效评估部门Summary rating section 评价的概要,Components of performance appraisals绩效评估的构成-续,Objective setting and performance development plan 目标选定和绩效发展计划Comment section 意见部门Signature section 签字部门,Example of appraisal components绩效评估要素举例,Inputs for evaluating performance评估绩效的投入,1.first level super
7、visor 首要的管理者2.self appraisal 自我评估3.second-level supervisor 第二层次的管理者4.other managers 其他的管理者,Inputs for evaluating performance评估绩效的投入-续,5.subordinates 下属6.peers 同事7.professionals 专业人士8.customers 顾客,Multirater assessment/3600 feedback 多维度考评/360度信息反馈,Definition 定义Features 特点Benefits 获益Application 申请,?,F
8、irst-level supervisor首要主管,second-level supervisor第二层次主管,customer顾客,peers同事,subordinates下属,professionals专家,Multirater assessment/3600 feedback 多维度考评/360度信息反馈,Advantages 优势Disadvantages 劣势,Rating scales确定评估级别的方法,Numerical 数量等级Descriptive 描述性的Narrative 叙述比较法Graphic 图表法Behaviorally-anchored 行为锚定法Mixed 混
9、合应用法,Selecting rating scales选择评估等级别,Quantitative 数量上-numerical 数字的Number of levels 水平的数目Even/odd 奇数还是偶数,Selecting rating scales选择评估等级别,Qualitative 质量上 descriptive,narrative,graphic,behaviorally-anchored 描述性的，叙述法，图表法，行为锚定法 design options-absolute vs.frequency of performance 设计的选择绝对会出现的绩效表现vs.可能会出出现的绩
10、效表现,Evaluation approaches评估方法,Results-”what”结果“什么”Competencies-”how”能力“如何”,Evaluation approaches评估方法-续,Organizational 组织能力Job 工作能力Behavioral 行为能力,results结果,Focuses on what the individual accomplishes 关注个人完成的情况Methods of appraisal 评估方法:work planning and review 工作计划和工作回顾 management by objectives(MBO)目
11、标管理,WPR Example-performance plan format for sales managerWPR案例销售人员的绩效计划范本,Performance dimension 绩效维度Weight 权重Objectives 绩效目标,Management by objectives(MBO)目标管理,Purpose 目标 establish accountability 建立对于结果的责任感Common features 常见特点 objectives 目标 performance objectives and measures 绩效目标和效标Steps 步骤,example举
12、例,Management by objectives（MBO）目标管理Job title:HR Director 职务：人力资源主管,Results and business strategy结果和商业战略,results结果,Advantages and disadvantages of results-based approaches以结果为基础的评估方法的优劣,优点与公司战略机密相关并联系 到每一个雇员具体到人明确以目标为中心更加努力支持成功使雇员与主管间的沟通变得 容易未来导向非常明确绩效将如何被测量,AdvantagesTied to companys strategy and ca
13、scaded to all employeesIndividual-specificGoal centered-stretch effortSupports achievementFacilitates employee/supervisor communicationFuture-orientedClear how performance will be measured,Advantages and disadvantages of results-based approaches以结果为基础的评估方法的优劣,缺点能关注年度结果但却忽略了日常工作的一些方面经常为变化的环境而妥协需要花费时间
14、发展和进行维持目标不切实际达到目标需要依靠其他一些因素必须与企业文化及管理技巧相一 致并不能直接导向绩效提高,DisadvantagesCan focus on annual results-ignores routine aspects of jobFrequently compromised by changing circumstancesTime-consuming to develop and maintainGoals unrealisticMeeting goals may be dependent on othersMust be consistent with culture
15、 or management skillsNo direction on performance improvement,competencies能力,Definition 定义Individual vs.organization 个人VS.组织Link to strategy 与企业策略相连,The iceberg model of competencies能力冰山模型,knowledge知识,skill技能Behavioral demonstration of expertise专业人士的行为示范,abilities技能Preset competence现有的能力,profiling co
16、mpetencies 能力,Competencies 能力,jobs工作,Competency example资格范例,Knowledge 知识Skills 技能Abilities 能力,example举例,competency-based 以能力为基础的评估,Competencies and business strategy能力和企业战略,Competency focus能力关注点,Advantages and disadvantages of competency-based approaches 以能力为基础的评估方法的优劣,优点与企业战略紧密相连统一的评估因素可辨别缺点,Advant
17、agesAligned with business strategyUniform appraisal factorsIdentifies shortcomings,Advantages and disadvantages of competency-based approaches 以能力为基础的评估方法的优劣,缺点评价人而并非评价人 的表现不容易确定评价因素没有明确地与职责相连很难划分等级很难证明也许难以依法辩解,DisadvantagesAppraises person-not persons performanceNot easy to identify factorsNot tied
18、 to specific dutiesDifficult to rateDifficult to documentMay be difficult to defend legally,Behavioral descriptors行为描述法,Focus on what the individual does 关注个人做什么Example 例子Behavioral competencies 行为能力Performance factors 绩效因素Critical incidents 重要的事件,Behavioral competencies行为能力,Team building 团队建设Defini
19、tion 定义Behavioral descriptors 行为描述法Leadership 领导能力Definition 定义Behavioral descriptors 行为描述法,Performance factors绩效要素,Measure individual behavior 测量个人行为Rating scale 评级等级Weighting 权重,Example-performance factors举例绩效要素,Job:programmer analyst 职位：程序分析师Performance factor:organizing and planning 绩效要素：组织和计划Ra
20、ting scale:behaviorally-anchored 评价等级划分行为锚定法,Critical incidents关键事件法,Measures specific individual actions 衡量明确的个人行为 meet desired outcome 达到了预期的目的 do not meet desired outcome 未达到预期的目的Two examples 两个例子,Use of the critical incident approach重要事件方法的应用,Need for qualified observers 需要一个具备资格的观测者Time require
21、ments 时间要求Measurement omissions 测量疏忽Distinction between competencies and critical incidents 基于能力的评估和关键事件评估法的区别,行为描述法与企业战略,行为能力,Advantages and disadvantages of behavioral approaches 使用行为描述法的优劣,优点描述了重要的员工行为可被员工修改雇员可以控制行为，不仅是产出的结果鼓励员工沟通与交流对于培训和引导性训练而言非常有益对于绩效进步非常有益,AdvantagesDescribe necessary employee
22、 actionsCan be modified by employeeEmployees can control behavior,not always outcomesEnhances employee communicationUseful for training and orientationUseful for performance improvement,Advantages and disadvantages of behavioral approaches 使用行为描述法的优劣,缺点可能不会聚焦在结果上需要一定时间来进行等级的建设定义可能是一种挑战需要观察的机会评价者可能会存
23、在偏见主观判断很难涵盖绩效的所有方面可能不会“善有善报”,DisadvantagesMay not focus on resultsTime required for scale constructionDefinition can be a challengeOpportunity to observe requiredRater biasSubjective judgmentDifficult to include all aspects of performance“nice to people can finish last”,Comparison of approaches几种方法的
24、对比,=有效的,Sample performance appraisals 绩效评估案例,Improving performance appraisals提升绩效评估,建立共同的目标确保清晰的目标和测评方法确保灵活关注教练技术关注发展包括评估过程保证简单、明了,Set mutual objectivesEnsure clear objectives and measuresEnsure flexibilityFocus on coachingFocus on developmentInclude process for appealsEnsure simplicity,understandab
25、ility,exercise练习,Appraising the appraisal 考核学习评估的状况,Module 3 Quiz模块三 小测验,Module 3 Quiz 模块三 小测验,1.which of the following best describes one of the drawbacks of performance appraisals?以下哪一项是对绩效评估的缺点描述得最为准确？A.They are time consuming.需要花费时间B.They are too objective.太过于客观了C.They repeat many of the same me
26、ssages.重复了太多相同的信息D.They are too focused on development.太过于关注发展了,Module 3 Quiz 模块三 小测验,2.what is one of the benefits of 3600 feedback?以下哪一项描述了360度反馈的优势？A.It generally provides quantitative and objective data.它通常可以提供数量化的且客观的数据B.It is easy to collect and compile information.较容易收集并处理信息C.Raters are skill
27、ed in providing performance feedback.评价者在提供绩效反馈方面是有技巧的D.Employees view it as fair,accurate and credible.雇员认为它是公平、准确且值得信赖的,Module 3 Quiz 模块三 小测验,3.Why should an organization use a rating scale with an even number of levels?为什么有些组织在划分评估等级时，使用双数？A.It increases reliability.可以增强可靠性B.It increases validity.可以增强合法性C.It addresses central tendency.可以导致驱中的趋势D.It ensures impartial ratings.可以确保公平的划分,
