业绩管理流程

Re关于:PerformanceManagementProgram业绩管理计划Startingfrom2003,CofeedChinaplantotryPerformanceManagementPrograminthisfiscalyear.Toletyouunderstandthisprogrammoreclearly,Iwouldlikebrieflyexplainingthewholeprogramasfollows:2003年始，科菲特中国执行PMP业绩管理计划，现将管理程序简要解释如下，以便部门理事清晰理解程序，详细制订计划：1)ProgramObjective该计划的目标(attachment1附件一)2)Programprocess该计划的程序(attachment2附件二)3)PhaseI该计划的第一阶段–PerformanceManagementPlanning业绩目标的制订(attachment3附件三)-ExamplePerformanceManagementPlanningForm业绩管理计划表样例(attachment4附件四)4)S.M.A.R.Tgoal.设立目标的Ｓ.M.A.R.T原则(attachment5附件五)请将完成的中英文业绩管理计划交至公司人事部归档。Thanksforyoursupport!谢谢支持!Attachment1附件一ProgramObjectives业绩管理计划目标SupportcofeedChinabusinessasitcontinuoustogrowby:通过达到如下目标来支持科菲特公司不断发展的业务:1.EnsuresthatyouunderstandwheretheCompanyisheading(commonunderstanding)确保你理解公司的经营方向（就公司的目标达成共识）2.Ensuresthatyouunderstandexactlywhattheorganizationexpectsfromyouandhowyourgoalcontributetoouroverallsuccess(Clearexpectation)明确了解公司对你的期望以及你个人业绩目标的完成对企业的贡献（明确期望）3.Helpsyoutounderstandtheskillsyouneedtodeliverontheorganization’sexpectations,aswellashowtobuildthoseskills(increasedcapabilities)帮助你理解完成业绩目标你需要掌握的知识与技能以及如何获得这些知识与技能（能力提高）4.Ensuresthatyoufeelyoureffortshereareworthitthroughrewardsandopportunitiesthataremeaningfultoyou(commitment)使你的付出得到相应回报－奖励或获得对你有意义的机会。（认同）Attachment2附件二-1Progressprocess业绩管理计划的程序COFEEDChinaimplementsperformancemanagementasacontinuouscyclethatincludesfourphases:科菲特公司业绩管理计划通过以下四个阶段组成的循环连续进行，以一个财政年度为一个周期，周而复始。PhaseOne第一阶段:PerformancePlanning业绩目标制订Atthebeginningoftheperformanceperiod,performanceexpectationsareestablishedaccordingtojobdescriptionsandagreedtoaspartoftheplanningprocess在流程初期，根据工作描述制订业绩目标并就业绩期望达成共识。PhaseTwo第二阶段:CoachingandFeedback反馈与指导Theemployeeworkstoaccomplishtheperformanceexpectationsthathavebeenestablished.themanagerobservesperformance,andgivesfeedbackandcoachingforcontinuousimprovement在员工努力完成制订的业绩目标的过程中，其主管观察其业绩，不断给予反馈及相应指导，以帮助员工不断提高。PhaseThree第三阶段:PerformanceReview业绩评估Theemployeeoffersandreceivesfeedbackabouthisorherperformancecomparedtotheplanthatwasestablished根据预先确定的业绩目标对员工进行评估PhaseFour第四阶段:Rewards奖励Basedontheperformancereview,thecompanydeterminesrewardsfortheemployeethatarebothmeaningfultotheemployeeandappropriateforthelevelofperformancedemonstrated.基于业绩评估的结果，公司决定对员工进行适当的褒奖。Attachment2附件二-2ThefollowinggraphicillustratesthefourphasesofthePerformanceManagementProcess.以下图示出业绩管理程序的四个阶段。Attachment3附件三-1PhaseI该计划的第一阶段–PerformanceManagementPlanning业绩目标的制订Therearefourcomponentstotheperformanceplan.(SeeExamplePerformanceManagementPlanningForm)业绩目标计划包含四个组成部分（见附件业绩管理计划样例）CultureCapabilitybuiltthroughfeedbackandlearningCommitmentbasedonmeaningfulworkandrewardsClearExpectationsforindividualandgroupcontributionsCommonUnderstandingoftheorganization’sprioritiesandgoalsPerformancePlanningCoaching业绩计划PerformanceReviewRewardsHYn奖励业绩回顾andFeedback反馈与指导明确期望技能认同与组织期望达成共识企业文化I)DailyJobResponsibilities日常工作职责II)SuccessMeasures成功标准III)PerformanceGoals业绩目标IV)PersonalDevelopmentGoals个人自我提高的目标I)DailyJobResponsibilities日常工作职责Normal,day-to-daytasksthatyouareresponsibleforexecutingeffectively指你日常须负责的工作II)PerformanceGoals业绩目标PerformancegoalsrefertoWhatyoudoortheresultsyouareexpectedtoachieve业绩目标指期望你去做或取得的结果Maydescribe可以是:-Achievementofbusinessresults业务目标的完成-Achievementfrominnovativeor“exceptional”efforts通过革新／变革所取得的成果-Measurablemilestonestowardcompletingspecialorlong-termprojects长期项目的阶段性成果-Somecombinationoftheabove以上方面的组合YourperformanceplanwillincludethreetofivePerformanceGoals一般业绩目标包含３到５个目标。III)SuccessMeasure成功标准Themeasurablethatshowyoursuccessbyperformanceexpectations衡量业绩期望下是否成功Ⅳ）PersonalDevelopmentGoals个人自我提高的目标PersonalDevelopmentgoalsfocusonwhatyouneedtodeveloptobemoreeffectiveinyoujob.Examplesofpersonaldevelopmentgoalsmaybetoenhanceyourpresentationskillsbyattendingauniversitycourse,ortolearnanotherlanguagetoincreaseyourabilitytocontributetotheorganization个人自我提高的目标主要指为使工作更高效你应努力提高的方面。比如通过大学课程提高演讲能力，或增学一门语言等Attachment4附件四-1COFEEDPERFORMANCEMANAGEMENTPROGRAMFORMCOFEED业绩管理计划表格EmployeeName姓名:JobTitle职务:Dateof1stProgressCheck第一次进展检查日期:ManagerName主管姓名:Department所属部门:Dateof2ndProgressCheck第二次进展检查日期:DateofPlanningMeeting业绩计划制定日:Country国家:DateofFinalReview最终评估日期:SECTIONI第一部分DailyJobResponsibilities日常工作职责Jobdescription工作描述:ActionPlan行动计划:Rating分值12345□□□□□Weight比例:%12345□□□□□Weight比例:%12345□□□□□Weight比例：%12345□□□□□Weight比例：%12345□□□□□Weight比例：%SECTIONII第二部分SuccessMeasures成功标准RatingScale分值:5=ExceedsExpectations持续超过目标4=Meetsandsometimesexceedsexpectations达到且有时超过目标3=Meetsexpectations达到目标2=Meetssomebutnotallexpectations部分达到目标1=DoesNotMeet未达到目标Subject项目Rating分值12345□□□□□Weight比例：%12345□□□□□Weight比例：%12345□□□□□Weight比例：%12345□□□□□Weight比例：%12345□□□□□Weight比例：%TLLRating总分值SECTIONIII第三部分GOAL目标Goal目标ActionPlan行动计划:Rating分值TimeTable时间表:12345□□□□□Weight比例：%1stQ2ndQ3rdQ4thQ12345□□□□□Weigh比例：%1stQ2ndQ3rdQ4thQ12345□□□□□Weigh比例：%1stQ2ndQ3rdQ4thQ12345□□□□□Weigh比例：%1stQ2ndQ3rdQ4thQ12345□□□□□Weigh比例：%1stQ2ndQ3rdQ4thQ12345□□□□□Weigh比例：%1stQ2ndQ3rdQ4thQSECTIONIV第四部分PersonalDevelopmentGoals个人发展目标Individualoneortwopersonaldevelopmentgoals个人的一至两个发展目标