毕博-管理咨询工具方法—Performance Management Toolbox-chinese

绩效管理工具

THE PERFORMANCE MANAGEMENT TOOLBOX

制定并执行结构化与系统化的绩效管理体系是长期有效地管理员工的关键。

To effectively manage your team members on a long term basis, it is essential to implement a structured and systemised Performance Management system.

这一结构化的体系使管理人员能够与员工一起分享自己的知识与经验，鼓励员工发展技能，达成其个人目标。

This structured system will enable the Manager to share his/her knowledge and experience with their

team members, encouraging team members to develop their skills and achieve their personal goals.

有效的绩效管理体系的优点在于：

Some of the benefits of an effective performance managements system include:

?提供了一个学习与发展的系统程序

Provides a systemised process for learning and development;

?使管理人员指导员工达成他们的目标

Allows the manager to guide their team members towards his or her goals;

?在共同目标下，相互分享经验与观点

The mutual sharing of experiences and opinions creates agreed-upon outcomes;

?创造一个团队间相互支持与鼓励的文化

Creates a culture that inspires and supports team members;

?增加工作满意度、激励员工

Increased job satisfaction and employee motivation;

?改善经理人员与员工间的工作关系

Improved working relationship between manager and direct reports;

?提高员工工作效率

More productive teams; and

?更加有效地运用公司资源

More effective use of organizational resources.

管理人员的一个主要任务就是扮演员工的“导师”。辅导的内容包括与员工一起工作，并引导其提升业绩

表现。一个系统化的绩效管理程序可以帮助其完成这项工作。

One of the main roles of a manager is to act as a …mentor? to their team. Mentoring involves the process of working together with team members to lead them to improved performance. A systemised performance management process will assist them to perform this function.

为了制定一个有效的绩效管理体系，需要对以下的环节进行系统化并制作成正式文本：

To develop an effective performance management system, the following processes need to be systemised and documented:

?绩效评估

Performance Appraisals;

?职位描述

Job Descriptions; and

?个人绩效计划

Personal Performance Plan.

本工作手册为你提供了这些程序的模板，帮助你向员工提供定期、公正、具帮助性的反馈意见。

This workbook provides these templates to assist you to provide team members with regular, fair and supportive feedback.

绩效评估

PERFORMANCE APPRAISAL

有效的绩效评估包括了经理人员与员工之间的互动，这需要一个公开的沟通渠道与相互间的信任。

An effective performance appraisal involves a two-way partnership between managers and their team members where there are open communication channels and a mutual trust.

互动合作的关键因素包括：

The key factors of a two-way partnership are:

?管理人员向员工提供其绩效表现的反馈意见

Manager provides feed back on the team member?s performance to the team

member; and

?员工向管理人员提供其绩效表现的反馈意见

Team member provides feedback on the manager?s performance to the

manager.

除了这一互动的反馈程序外，也可以邀请其同事对其绩效表现提供反馈意见，以获得员工在团队环境下的绩效表现。

In addition to this two-way feedback process, it is an excellent idea to invite peer group members to also provide feedback on the team member?s performance. This can provide valuable information regarding how a team member performs within the team environment.

改善绩效评估的三个步骤

THREE STEPS TO BETTER PERFORMANCE APPRAISALS

当管理人员对员工进行绩效评估时，须考虑以下三个步骤：

There are three key steps that all managers should take into consideration when conducting performance appraisals with their team members.

1. 准备 PREPARATION

花时间来检查所有的评估表，包括员工个人的、同事的及直属经理的。通过检查，找出你希望与员工就其

优缺点方面要进行讨论的问题。

Take the time to review all of the appraisal assessment forms; team member, peer and manager assessment of the team member. This will highlight any areas of strengths and weaknesses that you can discuss with the team member.

在准备评估时，应注意以下方面：

Take note of the following when preparing for the appraisal:

?找出弱点，考虑提供相应的培训机会

Identify any areas of weakness and consider possible training options to

overcome them;

?对于可能的结果心中有数

Have desired outcomes in mind;

?清楚了解绩效评估的目的与评估尺度

Be clear about the purpose and the parameters of the session;

?事前考虑可能出现的问题，并找出处理办法

Think ahead about potential difficulties and how you will handle them;

?将绩效评估的计划通知员工，并让其事先做好准备工作

Share with the team member how you plan to proceed in the performance

appraisal and alert them to any preparation necessary on his or her part.

2．实施绩效评估 CONDUCTING THE PERFORMANCE APPRAISAL

实施一个能够激励员工的成功的绩效评估，就必须考虑以下方面：

To conduct a successful performance appraisal that will motivate the team member, consider the following points of reference:

?在积极的氛围中进行。将重点放在个人发展机会上

Keep the tone positive. Focus on the opportunity for personal development;

?确保员工接受并分享绩效评估的目标

Make sure you have a shared understanding of the session?s goals;

?强调你真诚地希望能帮助他人

Emphasize your sincerity in wanting to help the other person;

?积极主动地聆听员工的想法与解释

Listen actively to the team member?s thoughts and explanations;

?为员工提供一个发表自己观点、回答问题的机会

Allow the team member an opportunity to present his/her ideas and respond to yours;

?讨论三个评估表结果的优缺点，以及中间可能出现的差异。使员工认同期望达成的成果

Discuss any advantages or disadvantages of all of the results of the three

assessment forms and any differences that may arise between them. Agree

upon desired outcomes;

?制定一个提升绩效的行动计划。计划中应包括时间表与你将如何来提供支持Create an action plan for performance improvement. Include timetables and

details of how you will support them;

?设立衡量成功的标准

Set measures of success; and

?就行动计划寻求员工的承诺

Receive commitment from the team member to the action plan.

3．持续跟踪 ALWAYS FOLLOW UP

跟踪是实施成功的绩效评估的关键因素。在绩效评估之后，对员工进行持续的跟踪是至关重要的。这给员工留下你正在积极从事该项工作的印象。在进行跟踪时，应考虑到以下几点：

Follow up is a key factor in conducting successful performance appraisals. It is extremely important to always follow up with the team member after the performance appraisal. This will demonstrate to them that you are committed to the process. The following key points should be addressed: ?设定一个跟踪讨论的日期，并确保你能够执行

Set a date for a follow-up discussion and be sure to follow through;

?检查员工个人制定的进展情况

Check the progress that the individual has made;

?不断了解员工，并向其提供支持

Continue to observe and provide support to the team member; and

?在必要时，对行动计划进行分析、监控与调整

Measure, monitor and modify the action plan as necessary.

[企业名称 Business Name]

绩效评估

Performance Appraisal

[年,月,日 Month, Year]

绩效评估PERFORMANCE APPRAISAL

姓名NAME: 职位POSITION:

经理MANAGER: 部门DIVISION:

评估日期

APPRAISAL DATE:

时间

TIME: 综述OVERVIEW

绩效评估的目的在于向管理人员提供就员工的工作表现提出反馈意见的机会。

The aim of the performance appraisal is to allow the manager the opportunity to provide feedback to the team member on how they are performing.

评估可以帮助员工明确自身的优缺点，使员工培养必要的技能，在企业中得到不断地发展。

This appraisal will assist the team member to identify his/her strengths and weaknesses, which will allow the team member, to develop the necessary skills in order to grow and advance within the business.

评估有三个环节，即员工自身、直属经理及同事。这有助于开辟一个公开沟通的渠道，并培养员工间的相

互信任。

This appraisal has been designed to create a three between managers, the team member and their peers. This encourages open communication channels and builds trust within a team.

说明

INSTRUCTIONS

绩效评估由三种类型的人员完成。这有助于管理人员与员工得到一个全面的信息，为下一步的行动提供一

个良好的基础。绩效评估包括的人员为：

The performance appraisal is completed by three sets of people. This will ensure that the Manager and Team Member will receive all good foundation of comparative information from which to base future action points. The people involved in the performance appraisal are:

?直属经理

Manager;

?员工

Team Member; and

?同事

Peers.

绩效评估表由五部份组成：

The performance appraisal forms have been set out in five sections;

?工作表现

Job Performance;

?技术方面的技能

Technical Skills;

?个人品行

Personal Attributes;

?工作执行水平

Commitment Level; and

?主要业绩指标

Key Performance Indicators.

每一部份包括12个问题。每一个问题按下面的分数进行打分。

Each section contains 12 questions. Each question needs to be ranked according to the following scale.

对于所有在3.5分或3.5分以下的问题，都应该引起重视。应该制定相应的行动计划来帮助员工提高其在这方面的业绩表现。

Any questions that score less that 3.5 need to be addressed and an action plan formulated in order to assist the team member to increase their level of performance in that area.

绩效评估

PERFORMANCE APPRAISAL

请回答以下问题。这些问题是关于你对目前职位与未来目标期望的认知。

Please answer the following questions detailing your feelings about your position and your future goals and aspirations.

认真考虑这些问题，并做出尽量详细的回答。如果你需要更多的篇幅来回答问题，请自附纸张。

Take the time to think these questions through and provide as much information as you would like. If you need to more room for your answers, please attach an additional sheet to the back of your performance appraisal questionnaire.

注意：必须回答所有的问题。

Note: All questions are compulsory and must be answered.

绩效评估问题

PERFORMANCE APPRAISAL QUESTIONS

本部分是关于员工总体表现的评估

This section details how well the team member generally performs in their position.

绩效评估问题

PERFORMANCE APPRAISAL QUESTIONS

本部份反映的是关于员工技能方面的内容

This section details the extent of the team members technical capabilities.

绩效评估问题

PERFORMANCE APPRAISAL QUESTIONS 本部份旨在对员工的个人态度方面的表现提供反馈意见。

绩效评估问题

PERFORMANCE APPRAISAL QUESTIONS 本部分旨在评估员工工作任务的执行情况。

绩效评估问题

PERFORMANCE APPRAISAL QUESTIONS 本部份详细描述了员工达到主要业绩指标的程序。

绩效评估总结

PERFORMANCE APPRAISAL SUMMARY

下面的表格用于对你的绩效评估结果进行总结。一般来说，同事评估一项不要超过五个同事。

This table allows you to summarise all of the results from the performance appraisal sheets. Generally speaking the peer assessments will not exceed more that 5 peers providing appraisal feedback on a team member.

请将以完成评估的所有得分填入下表。

Please insert total scores from each of the completed assessments below.

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