搜索
上海大众人力资源部SVWHumanResourcesFebruary5,20201结合MBO内容的经理绩效管理方案PerformanceevaluationincombinationwithMBO人力资源部SVWMH上海大众人力资源部SVWHumanResourcesFebruary5,20202绩效管理的内容有形绩效无形绩效任务管理个人能力提高行为模式绩效？什么是绩效管理流程管理人力资源管理员工组织员工发展员工激励上海大众人力资源部SVWHumanResourcesFebruary5,20203ContentsofPerformanceManagementTangiblePerf.IntangiblePerf.TaskManagementIndividualAbilityImprovementBehaviorModePerformanceWhat’sthePerformanceManagement?ProcessManagementHRManagementEmployeeorganizationEmployeedevelopmentEmployeeMotivation上海大众人力资源部SVWHumanResourcesFebruary5,20204绩效计划绩效辅导绩效评估和反馈绩效激励和提升沟通沟通沟通通沟绩效管理的流程:强调“绩效辅导”和不断的“沟通”。上海大众人力资源部SVWHumanResourcesFebruary5,20205ProcessofPerformanceManagementEmphasizethePerformanceCoachingandcontinuouscommunicationPerformancePlanPerformanceCoachingPerformanceEvaluation&FeedbackPerformanceMotivation&Improvement上海大众人力资源部SVWHumanResourcesFebruary5,20206上海大众目前的绩效现状任务管理能力提高行为模式流程管理人力资源管理项目现状后果一直强调干部的任务管理，形成较强能力未强调干部流程管理，形成能力相对薄弱未强调干部资源管理，形成能力明显薄弱，循序渐进的干部培养方式使基本能力得到保证，有提高空间没有系统的倡导和培养，导致高效统一的行为模式缺乏原绩效考核方案专注于“任务管理”，使得干部在此方面已经形成较强能力。而其他方面，特别是“资源管理”水平薄弱和缺乏高效和统一的“行为模式”。造成如下后果：1.资源浪费2.劳动生产率不高3.合作不畅4.员工积极性不高等上海大众人力资源部SVWHumanResourcesFebruary5,20207CurrentPerformanceSituationinSVWTaskManagementAbilityImprovementBehaviorModeProcessManagementHRManagementProjectsCurrentSituationResultsEmphasizecadre’sTaskManagement,andformedpowerfulabilitiesnotemphasizecadre’sProcessMan.,andformedweaknessabilitiesNotemphasizecadre’sResourceMan.,andformedweaknessabilitiesBasicabilitiesassuredwithstepbystep，canbeimprovedmoreWithoutsystematicadvocatingandresultintheshortageofhighefficientbehaviormodeOriginalperformanceassessmentfocusedontaskmanagement,therefore,morepowerfulabilitieshadbeenformed.Asabouttheotheraspects,abilitiesaremoreweaknessonresourcemanagementandlackhighefficientanduniversalbehaviormode.Thefollowingresultswillbemade：1.wasteresources2.Lowerproductivity3.cannotco-operationverywell,4.Lowerenthusiasm,etc上海大众人力资源部SVWHumanResourcesFebruary5,20208绩效考核内容任务管理能力提高行为模式流程管理人力资源管理绩效管理和考评内容12345上海大众人力资源部SVWHumanResourcesFebruary5,20209TaskMan.AbilityImprovementBehaviorModeProcessMan.HRMan.ContentsofPerformanceManagementandEvaluation12345ContentsofPerformanceEvaluation上海大众人力资源部SVWHumanResourcesFebruary5,202010干部年终考核科目流程管理2人力资源管理3任务管理1行为模式4能力提高5基于对现状的分析，将针对干部劣势项目【3、4】，重点培育和考核星级代表培育和考核的重要程度上海大众人力资源部SVWHumanResourcesFebruary5,202011AspectsofcadresannualevaluationProcessMan.2HRMan.3TaskMan.1BehaviorMode4AbilityImprovement5Basedoncurrentsituationanalysis,item3and4willbeemphasizedandevaluatedforcadresweaknessaspects.Starsrepresenttheimportancelevelofassessmentandcultivation上海大众人力资源部SVWHumanResourcesFebruary5,202012流称管理2人力资源管理3任务管理1行为模式4能力提高5评价中心业绩考核MBO6原则考核360度干部年终考核科目及其考核办法主要领导力考核手段考核科目业绩考核360度业绩考核360度360度上海大众人力资源部SVWHumanResourcesFebruary5,202013ProcessMan.2HRMan.3TaskMan.1BehaviorMode4Individualabilityimprovement5ACAchievementevaluationMBO6Principlesevaluation360DegreesAspectsandEvaluationMethodforCadre’sAnnualEvaluationLeadershipEvaluation’smethodEvaluationAspectsAchievementevaluation360DegreesAchievementevaluation360Degrees360Degrees上海大众人力资源部SVWHumanResourcesFebruary5,202014干部年终奖结构及其考核办法公司奖个人奖团队奖•根据公司经营情况决定任务管理能力提高行为模式流程管理资源管理•MBO•360度•考评表•领导综合评分•多眼原则•逐级平衡考核办法•对个别成绩特别优秀的团队给予的特殊奖励•鼓励跨部门合作年终奖上海大众人力资源部SVWHumanResourcesFebruary5,202015YearBonusandevaluationofleadershipFirmBonusPersonalBonusTeamBonus•InaccordancewiththecompanybusinesssituationTaskMan.AbilityImprovementBehaviormodeProcessMan.ResourceMan.•MBO•360degrees•EvaluationList•Generalevaluationofleadership•MoreEyesPrinciple•BalancebetweeneachlevelEvaluationMethods•TeamBonusfortheteamwithexcellentperformance•EncourageCooperationbetweendifferentapartmentsYearBonus上海大众人力资源部SVWHumanResourcesFebruary5,202016干部年终奖考核和评定流程公司奖个人奖团队奖根据公司经营情况决定任务管理行为模式流程管理人力资源管理优秀的团队特殊奖励;鼓励跨部门合作年终奖MBO业绩考核360度业绩考核360度6原则考核360度40%60%业绩考核x%A%MO/MC/MHB%直属领导/MHC%直属领导/MHD%360度人员E%直属领导/MHF%360度人员G%MHH%直属领导/MHI%360度人员100%EXCOM/MH100%EXCOM/MH比例评定方a%b%c%d%e%f%g%h%P%Q%R%S%上海大众人力资源部SVWHumanResourcesFebruary5,202017EvaluationandappraisalprocessforcadresannualbonusCompanybonusIndividualBonusTeamBonusBasedonSVWoperationsituationTaskMan.BehaviorModeProcessMan.HRMan.SpecialAwardsgiventoexcellentteam,encouragemulti-divisionsco-operationAnnualBonusMBOAchievementsevaluation360DegreesAchievementsevaluation360Degreees6Principles360Degrees40%60%Achievementsevaluationx%A%MO/MC/MHB%DirectLeader/MHC%DirectLeader/MHD%360DegreesPersonnelE%DirectLeader/MHF%360DegreesPersonnelG%MHH%DirectLeader/MHI%360DegreesPersonnel100%EXCOM/MH100%EXCOM/MHProportionAssessora%b%c%d%e%f%g%h%P%Q%R%S%上海大众人力资源部SVWHumanResourcesFebruary5,202018干部年终奖考核.比例的确定A%、B%、C%、D%、E%、F%、G%、H%、P%、Q%、R%、S%x%确定比例时间：实施干部年终奖考核前一个月原因：1.新的任务、目标及任务会随着发展和形势的变化而产生和变化2.部门之间任务的相对重要性平时很难确定g%+h%=100％c%+d%=100％e%+f%=100％a%+b%=100％p%+q%+r%+s%=100％确定内容：1.各考核子项权重2.各考核项权重3.团队奖分配其中：其中：注意逐级平衡原则上海大众人力资源部SVWHumanResourcesFebruary5,202019DeterminingtheproportionofcadresannualevaluationA%、B%、C%、D%、E%、F%、G%、H%P%、Q%、R%、S%x%Timedeterminedin:onemonthbeforecadreevaluationimplementationReason:1)Newtasks,andcurrentobj