2006年業(yè)績(jī)?cè)u(píng)估修正版

如何更有效地管理他人?2006年6月2006年業(yè)績(jī)?cè)u(píng)估修正版

如何更有效地管理他人?什么是績(jī)效管理?Amanagementprocesswithafocusonsteeringthecontributionofallmembersofanorganizationtowardsthedesiredresults績(jī)效管理是為確保組織中所有成員的業(yè)績(jī)能夠與公司整體的戰(zhàn)略目標(biāo)一致而設(shè)立的一種管理體系。1什么是績(jī)效管理?Amanagementprocess1貝卡爾特績(jī)效管理PerformanceManagement:績(jī)效管理Amanagementprocess,notjustacompensationtool.一個(gè)管理過(guò)程，并不僅僅是一個(gè)薪酬工具Focus&alignmentofGroup,TeamandIndividualobjectivestowardsresults.關(guān)注并使公司、團(tuán)隊(duì)及個(gè)人的目標(biāo)一致以達(dá)到公司最終結(jié)果三年計(jì)劃

一年計(jì)劃

目標(biāo)分解集團(tuán)

團(tuán)隊(duì)個(gè)人

績(jī)效評(píng)估集團(tuán)

團(tuán)隊(duì)個(gè)人集團(tuán)團(tuán)隊(duì)個(gè)人

跟蹤可持續(xù)性的盈利增長(zhǎng)經(jīng)營(yíng)計(jì)劃主要業(yè)績(jī)目標(biāo)取得的業(yè)績(jī)獎(jiǎng)勵(lì)2貝卡爾特績(jī)效管理三年計(jì)劃

目標(biāo)分解集團(tuán)RoleoftheManager經(jīng)理的職責(zé)GoalDeployment目標(biāo)分解Follow-up跟蹤PerformanceReview績(jī)效評(píng)估三年計(jì)劃

一年計(jì)劃

目標(biāo)分解集團(tuán)

團(tuán)隊(duì)個(gè)人

績(jī)效評(píng)估集團(tuán)

團(tuán)隊(duì)個(gè)人集團(tuán)團(tuán)隊(duì)個(gè)人

跟蹤可持續(xù)性的盈利增長(zhǎng)經(jīng)營(yíng)計(jì)劃主要業(yè)績(jī)目標(biāo)取得的業(yè)績(jī)獎(jiǎng)勵(lì)3RoleoftheManager經(jīng)理的職責(zé)GoalDGoalDeployment目標(biāo)分解TranslationofbusinessplanstoTeamKPI’sandIndividualTargets將公司經(jīng)營(yíng)計(jì)劃分解到團(tuán)隊(duì)和個(gè)人目標(biāo)中Targetsarealwayssetindialoguewithallinvolved目標(biāo)必須與下屬面對(duì)面設(shè)定Targetsneedtobeclearandunderstoodateachlevel所有的目標(biāo)都應(yīng)被所有的人清楚并理解Thebusinesspriorities,TeamKPI’sandIndividualTargetsarecapturedinthePerformanceReviewForm所有設(shè)定的目標(biāo)都記錄在績(jī)效考核表格中Howandwheninyourunitordepartment?什么時(shí)候怎么做？IseverybodyassignedtoaTeam?部門(mén)中每個(gè)人被分派了任務(wù)？DoeseachTeammemberknowshiscontributiontotheTeamKPI’s?部門(mén)中每個(gè)人了解他對(duì)部門(mén)目標(biāo)的貢獻(xiàn)？Whatdoyouexpectregardingtheirwayofworking?對(duì)于工作方式的期望？4GoalDeployment目標(biāo)分解TranslationGoalDeployment:PerformanceReviewForm目標(biāo)分解：績(jī)效考核表格5GoalDeployment:PerformanceRGoalDeployment目標(biāo)分解Cleartargetsincludeplanningandmilestones目標(biāo)清晰明確應(yīng)包含工作計(jì)劃和重大事件Goalsandtargetsmayevolveduringtheyear目標(biāo)應(yīng)在年度內(nèi)不斷有所進(jìn)展UseyourPerformanceReviewFormasareferencedocumenttodiscussplanning,milestonesandchangesintargets:keepitalive!

將績(jī)效評(píng)估表格作為參考性文件用以探討目標(biāo)中的工作計(jì)劃、重大事件、變化等：保持其不斷更新！UsetheMid-yearReviewtocheckprogressandpossiblechanges

使用半年評(píng)估用以核對(duì)工作進(jìn)展和可能產(chǎn)生的變化Arethefinaltargetsandthewaytomeasureandthetimingoftheexpectedresultsclear?最終目標(biāo)、衡量方法、預(yù)期完成時(shí)間等是否明確？Howdoyoucheckregularlythatallyourteammembersfocusonthemostup-to-datepriorities?如何經(jīng)常性核對(duì)所有下屬能否集中精力最大化地接近目標(biāo)？6GoalDeployment目標(biāo)分解CleartargeGoalDeployment目標(biāo)分解Otherhints:其他：Asasupervisingmanager:作為經(jīng)理：YouexplaintheoverallTeamKPI’s解釋整體部門(mén)目標(biāo)InviteTeammemberstoformulatetheirowntargets(usethepowerofownership)邀請(qǐng)部門(mén)成員闡述其個(gè)人目標(biāo)（讓每位成員作為主人翁的身份）EachTeammembertakesinitiativetoidentifyhiscontribution

(takesownership)每位成員主動(dòng)明確其個(gè)人目標(biāo)（讓每位成員作為主人翁的身份）ReviewIndividualtargetswithintheTeam(sharedunderstandingofwhatisatstake)在部門(mén)內(nèi)部回顧個(gè)人目標(biāo)（共同分享個(gè)人目標(biāo)對(duì)于部門(mén)業(yè)績(jī)得失悠關(guān)的影響）Thebestresultswillonlybeachievedwhenyoualsodiscussthe“How”(prioritiesforwayofworkingandpersonaldevelopment)同時(shí)探討“如何去做”才能達(dá)到最好的業(yè)績(jī)效果（優(yōu)先考慮工作方式和個(gè)人發(fā)展）7GoalDeployment目標(biāo)分解OtherhintsGoalDeployment目標(biāo)分解SMARTKPI’sandTargetsSpecific具體的 Describeexactlywhatyoushouldbedoingineacharea.Useaspecificverb,notageneralone(implement,develop,…).Definetheareaandtheconstraints.

具體描述在每個(gè)目標(biāo)區(qū)域應(yīng)該做什么。使用具體的動(dòng)詞而不是一個(gè)大概性質(zhì)的詞語(yǔ)（執(zhí)行、發(fā)展等）。定義具體的目標(biāo)區(qū)域和約束因素。Measurableorobservable可衡量的、看得見(jiàn)的 Maketheresultortheimprovementobservable&measurable:describecriteriaandtheconstraints.結(jié)果可衡量：描述衡量標(biāo)準(zhǔn)和約束因素。Agreedupon/Acceptable可接受的 Aneffectivegoaldemandsagreementandacceptanceofallpartiesconcerned.

雙方達(dá)成一致的有效需求Realistic實(shí)際的 Arealchallenge,whiletakingintoaccounttheopportunities,barriersandchangingcircumstance.真實(shí)的挑戰(zhàn)，要考慮到機(jī)會(huì)、障礙和變化情況Time-related有時(shí)間限定的 Targetdateforcompletionset?Anyintermediategoalsormilestonesdefined?

Follow-upscheduled?完成的預(yù)定日期設(shè)定否？中間目標(biāo)、里程碑設(shè)定否？跟蹤計(jì)劃設(shè)定否？8GoalDeployment目標(biāo)分解SMARTKPI’sTheRoleoftheManager經(jīng)理的職責(zé)GoalDeployment目標(biāo)分解Follow-up跟蹤PerformanceReview績(jī)效評(píng)估三年計(jì)劃

一年計(jì)劃

目標(biāo)分解集團(tuán)

團(tuán)隊(duì)個(gè)人

績(jī)效評(píng)估集團(tuán)

團(tuán)隊(duì)個(gè)人集團(tuán)團(tuán)隊(duì)個(gè)人

跟蹤可持續(xù)性的盈利增長(zhǎng)經(jīng)營(yíng)計(jì)劃主要業(yè)績(jī)目標(biāo)取得的業(yè)績(jī)獎(jiǎng)勵(lì)9TheRoleoftheManager經(jīng)理的職責(zé)GoFollow-up跟蹤Weexpectmanagerstooptimizetheirresources所有經(jīng)理應(yīng)最大限度地利用他們的資源Leadingpeople／領(lǐng)導(dǎo)人

versus managingtasks／管理事Businessdialogue對(duì)話交流versus

top/downcommunication自上而下交流Motivate／激勵(lì)Listen／傾聽(tīng)Givefeedback／反饋Planownwork／計(jì)劃自己的工作Operate／操作Controlaction／控制行動(dòng)Initiative／主動(dòng)性Empowerment／授權(quán)Ownership／所有權(quán)Direction／指導(dǎo)／令Rules／規(guī)定Execution／執(zhí)行10Follow-up跟蹤WeexpectmanagersFeedbackISNOT反饋不是Givenonlytwiceayear僅僅每年兩次

Aboutfillingoutforms填填表格 FeedbackISallaroundyou反饋無(wú)處不在Itisuptotheemployeetoseekoutcontinualfeedback員工去發(fā)現(xiàn)持續(xù)不斷的反饋信息Recognizinganddocumentingfeedbackwhenitoccursaidsmanagersinmonitoringperformance.

當(dāng)反饋?zhàn)兂蓭椭?jīng)理控制員工業(yè)績(jī)的工具時(shí)認(rèn)可并記錄它Feedback=“whatyouliketoget…andwhatishardtogive”反饋＝”你喜歡得到的，但很難給出的”

Follow-up:WhatisFeedback什么是反饋11FeedbackISNOT反饋不是11Follow-up:EffectiveFeedback／有效的反饋Timely／及時(shí)的assoonaspossibleaftertheeventongoing=throughouttheyearnosurprisesatperformancereviewBalanced／和諧的positiveconstructive=howtodobetterspeedsuplearningandselfdevelopment.Specific／具體的factual,nothearsaysuggestforanalternative

Lackingthetimeforgivingfeedbackisasignofnothavingunderstoodtheroleofamanager／如果一個(gè)經(jīng)理缺乏反饋的時(shí)間就說(shuō)明他還不能完全理解經(jīng)理的職責(zé)Thesuccessofamanagerdependsonyourcapabilityofgivingeffectivefeedback／一個(gè)經(jīng)理是否成功取決于他及時(shí)反饋的能力Bettermanagersbuildbetterteams／一個(gè)好的經(jīng)理會(huì)建立一個(gè)好的團(tuán)隊(duì)12Follow-up:EffectiveFeedback／Follow-up:PerformanceFeedbackwithdoubleFocus

績(jī)效評(píng)估反饋的雙向關(guān)注What?做什么？How?怎么做？&Results結(jié)果WayofWorking工作方式13Follow-up:PerformanceFeedbacFeedbackonHowResultsareAchieved目標(biāo)如何實(shí)現(xiàn)的反饋How?怎么做？What?做什么？Introductionof5criticalskillsformanagementemployeestoenhancethediscussiononprioritiesforpersonaldevelopmentandwayofworking5個(gè)關(guān)鍵技能的介紹，幫助員工增強(qiáng)對(duì)于個(gè)人發(fā)展和工作方式的優(yōu)先區(qū)域的討論。New!14FeedbackonHowResultsareAcPerformanceReviewForm:Wayofworking績(jī)效評(píng)估表格：工作方式Howdidyoubringthe5criticalskillsintopractice?

如何把這5個(gè)關(guān)鍵技能運(yùn)用到實(shí)踐當(dāng)中？1.CustomerFocus(internal/external)關(guān)注客戶(hù)（內(nèi)部/外部）Anticipatesonandclearlyunderstandscustomerrequirements預(yù)測(cè)并清楚地了解客戶(hù)的需求Takeseffectiveactionstomeetcustomerneeds采取有效的行動(dòng)來(lái)滿(mǎn)足客戶(hù)的需要Activelycollectsandusesfeedbackfromcustomerstoimproveservice積極搜集并利用來(lái)自客戶(hù)的反饋信息以提高服務(wù)Developsandmaintainseffectivelonger-termworkingrelationswithcustomers發(fā)展和維持同客戶(hù)長(zhǎng)期有效的合作關(guān)系2.SelfManagement自我管理

Keepsprofessionalandtechnicalknowledgeup-to-date,activelyseeksopportunitiestolearn掌握最新的專(zhuān)業(yè)和技術(shù)的知識(shí)，并積極地尋找機(jī)會(huì)來(lái)學(xué)習(xí)Knowsownstrengthsandweaknesses,activelysolicitsfeedbackandactsonit知道自己的強(qiáng)項(xiàng)和弱項(xiàng)，積極地懇求反饋并采取改進(jìn)行動(dòng)Workseffectivelywithothershavingadifferentbackground,cultureorgender有效地同有不同背景、文化和性別的人合作Worksconstructivelyandflexibleeveninuncertaincircumstances建設(shè)性地工作并在不確定的情形下，保持靈活3.Innovation創(chuàng)新Takessensibleandcreativeinitiativeswithoutbeingaskedtodoso在沒(méi)有被要求的情況下，主動(dòng)地采取明智的，有創(chuàng)造性的行動(dòng)Comesupwithnewideasandsolutionstoproblems對(duì)問(wèn)題提出新的想法和解決辦法Challengestheexistingwayofworkinginordertoseekimprovement挑戰(zhàn)現(xiàn)有的工作方法，以尋求提高Activelysupportsnewinitiativesbeyondthescopeofownjob積極地支持自己工作范圍以外的新的行動(dòng)4.Resultdriv結(jié)果導(dǎo)向Actswithspeedanddecisiveness快速，果斷地采取行動(dòng)Setsaggressivegoalsandworkshardtodeliverthebestquality設(shè)置有挑戰(zhàn)性的目標(biāo)并努力工作以達(dá)到最優(yōu)Undertakestoughandsoundactionswhennecessary,alwaysinanethicalandintegerway必要的時(shí)候，采取嚴(yán)厲并合理的行動(dòng)，同時(shí)這種行動(dòng)也是道德的和正直的Isastrongteamplayer,alsowhenworkingwithothersoutsideownunit優(yōu)良的團(tuán)隊(duì)合作精神，在同本單位以外的人合作是也是如此5.Talentfocus關(guān)注人才Createsamotivatingenvironmentwherepeoplehavespacetoworktotheirbest創(chuàng)造一個(gè)積極的環(huán)境以便員工有空間發(fā)揮自己最大的能力Giveshonestfeedbackandcoachingtosupportothers給誠(chéng)實(shí)的反饋和輔導(dǎo)以幫助其他人Spontaneouslysharesinformationandownexperience自愿地分享信息和自己的經(jīng)驗(yàn)Asapeoplemanager,focusesonmakingthebesttalentavailablefortheglobalbenchstrengthofBekaert作為一個(gè)管理者，注重為貝卡爾特全球培養(yǎng)最優(yōu)秀的后備人才15PerformanceReviewForm:WayoPerformanceReviewForm:Wayofworking績(jī)效評(píng)估表格：工作方式4proficiencylevelsguidetheemployee/managerdiscussiononpriorities4個(gè)熟練程度指導(dǎo)員工/經(jīng)理共同探討工作方式的優(yōu)先性New!16PerformanceReviewForm:WayoPerformanceReviewForm:EvaluationofPrioritiesandWayofWorking

績(jī)效評(píng)估表格：優(yōu)先性的評(píng)估和工作方式Clarityonthewayofworkingdrivesdevelopmentpriorities清晰的工作方式的選擇指導(dǎo)著個(gè)人發(fā)展的優(yōu)先區(qū)域17PerformanceReviewForm:EvaluFeedback反饋Awareness知道BehaviorChange行為改變ImprovedWorkingRelationships

工作關(guān)系改善

IncreasedProductivity生產(chǎn)效率提高GreaterEmployeeSatisfaction員工滿(mǎn)意度提高ImprovedPerformance績(jī)效改善GreaterCustomerSatisfaction客戶(hù)滿(mǎn)意度提高從你開(kāi)始!FeedbackisKeytoBecomingtheFirst!要想成為第一反饋是關(guān)?。?！FeedbackisKEY／反饋的關(guān)健性18FeedbackAwarenessBehaviorImproTheRoleoftheManager經(jīng)理的職責(zé)GoalDeployment目標(biāo)分解Follow-up跟蹤PerformanceReview績(jī)效評(píng)估三年計(jì)劃

一年計(jì)劃

目標(biāo)分解集團(tuán)

團(tuán)隊(duì)個(gè)人

績(jī)效評(píng)估集團(tuán)

團(tuán)隊(duì)個(gè)人集團(tuán)團(tuán)隊(duì)個(gè)人

跟蹤可持續(xù)性的盈利增長(zhǎng)經(jīng)營(yíng)計(jì)劃主要業(yè)績(jī)目標(biāo)取得的業(yè)績(jī)獎(jiǎng)勵(lì)19TheRoleoftheManager經(jīng)理的職責(zé)GoAnnualPerformanceReview(Yearend)年度績(jī)效評(píng)估（年終）PerformanceObjectivesandResultsfromPriorYear業(yè)績(jī)目標(biāo)

PerformanceandDevelopmentDiscussion績(jī)效評(píng)估和個(gè)人發(fā)展討論DevelopmentPlan,CareerCoaching個(gè)人發(fā)展計(jì)劃，職業(yè)生涯指導(dǎo)Follow-UpDiscussions(Regularly)跟蹤討論（有規(guī)律的）ObjectivesUpdate目標(biāo)更新 Performance,DevelopmentandCareerFeedback績(jī)效評(píng)估、個(gè)人發(fā)展和職業(yè)生涯反饋

AnyCorrectiveActionStepsasnecessary(Document!)

矯正的行動(dòng)計(jì)劃是必需的（文本性的）

Mid-YearReview(June/July)年中回顧（六月/七月）

PerformanceUpdate績(jī)效評(píng)估更新

PerformanceandDevelopmentDiscussion績(jī)效評(píng)估和個(gè)人發(fā)展討論P(yáng)erformanceandDevelopmentDiscussion績(jī)效評(píng)估和個(gè)人發(fā)展的討論20AnnualPerformanceReview(YeaPerformanceReviewEmployeeself-assessment/ManagerassessmentDialoguewithteammemberFeedback&evaluationofresultsPrioritiesforpersonaldevelopment&wayofworkingValidationperformancelevelatmanagementteam21PerformanceReviewEmployeesePerformanceReviewForm:EvaluationonIndividualtargets22PerformanceReviewForm:EvaluPerformanceReviewForm:EvaluationonWayofWorkingClarityonthewayofworkingdrivesdevelopmentpriorities23PerformanceReviewForm:EvaluActiveListeningListeningisacombinationofhearingandunderstandingexactlywhatsomeoneissayingtous.Itisthemeansofcommunicationbywhichweensurethatwehaveunderstoodnotonlytheirwords,butalsotheirmeaning.

24ActiveListeningListeningisaHowtoUseActivelistening

Usesilence Maintaineyecontact Givenon-verbalaffirmation Userephrasing

Summarize

Usereflection

25HowtoUseActivelistening

DealingwithNegativePeople

Don’ttakeitpersonallyUse“I”not“You”

Staycalmthroughcontrolledbreathing

Listentothem

Focusonissuesnottheperson

Putyourselfintheirshoes

Expressyourideasandfeelings

MakethempartofthesolutionbyaskingforsuggestionsPracticepositivethinking

26DealingwithNegativePeople

DPerformanceReviewEmployeeself-assessment/ManagerassessmentDialoguewithteammemberFeedback&evaluationofresultsPrioritiesforpersonaldevelopment&wayofworkingValidationperformancelevelatmanagementteam27PerformanceReviewEmployeese5PitfallsinPerformanceReviewRecencyerrorHaloeffectiveLeniencyerror&SeverityerrorCentraltendencyImplicitpersonalityerror

285PitfallsinPerformanceReviPitfallsinPMTherecencyerrorBeginEnd29PitfallsinPMTherecencyerroPitfallsinPMThe“Halo”effecterrorOverallJobABCD30PitfallsinPMThe“Halo”effecPitfallsinPMLeniencyerrorLowHigh31PitfallsinPMLeniencyerrorLoPitfallsinPMThecentraltendencyerrorLowHigh32PitfallsinPMThecentraltendAnnualReview:SummarySheetEmployeeandmanagerdiscusseachyearcareerpreferencestobettermanageexpectations/possibilitiesNew!New!33AnnualReview:SummarySheetEmRatingsforwhatandhowUsematrixtoworkoutpreferreddistributionPerformanceReview:EvaluationofWhatandHow?EvaluationWayofworkingEvaluationindividualtargetsL1L2L3L434RatingsforwhatandhowPerforPerformanceReviewEmployeeself-assessment/ManagerassessmentDialoguewithteammemberFeedback&evaluationofresultsPrioritiesforpersonaldevelopment&wayofworkingValidationperformancelevelatmanagementteamSupervisorratings“Exceeded”/“Exceptional”ofindividualtargetsneedvalidationatmanagementmeeting.Newformat: Globalstandardforallmanagementemployeesin2006New!35PerformanceReviewEmployeesePerformanceReview:ValidationinManagementTeamValidationmeeting:fairnessandconsistencyofperformancelevelsPreferreddistributionforasufficientlylargegroupofemployeesWhyaperformanceleveldistribution?Recognizesdifferencesinperformanceamongmanagers.Motivatespeopletoperformbetterandtodeveloptheircompetencies.Consistencyacrossunitsandplants.Payforperformanceandbuildingamoreperformance-orientedcompanyculture36PerformanceReview:ValidationPMLinkagewithothers／與績(jī)效的關(guān)聯(lián)

Performance

mgmt績(jī)效管理Competency

Profile能力傾向JD崗位描述Goal

deployment目標(biāo)分解Annual

target年度目標(biāo)Bonus獎(jiǎng)勵(lì)Development

plan發(fā)展計(jì)劃Succession

plan人才儲(chǔ)備37PMLinkagewithothers／與績(jī)效的關(guān)聯(lián)ImpactonReward／對(duì)薪酬的影響IndividualTargets(What?)個(gè)人目標(biāo)（什么）WayofWorking(How?)工作方式（怎么樣做）業(yè)績(jī)級(jí)別:

L1-L2-L3-L4Individualportionofannualbonus年終獎(jiǎng)個(gè)人部分Evolutionof

basesalary影響工資變化Deployment&Follow-upReview&ValidationRewardImplications總分總分38ImpactonReward／對(duì)薪酬的影響IndividImpactonReward-BaseSalary對(duì)薪酬的影響－基本工資Performanceleveldeterminesevolutionofbasesalary

(meritincrease)績(jī)效評(píng)估結(jié)果決定基本工資的變化（增值）Keymessages關(guān)鍵信息Country-specificmerittable,mayvaryfromyeartoyear.根據(jù)國(guó)度制定的工資表格應(yīng)該年年不同Differentiatemoreonperformancethanonrelativepositioninsalaryrange.

工資的區(qū)別更多地決定于績(jī)效評(píng)估結(jié)果而不是在工資范圍中的相對(duì)位置Onlytopperformerscangrowtowardsrangemaximum.

只有表現(xiàn)最優(yōu)者的工資可以趨向每個(gè)工資范圍的最大值Standardformat標(biāo)準(zhǔn)格式39ImpactonReward-BaseSalaryImpactonReward-AnnualBonus對(duì)薪資的影響－年終獎(jiǎng)金Scoreonindividualtargetsdeterminespay-outof

individualportionofannualbonus個(gè)人目標(biāo)分?jǐn)?shù)決定年終獎(jiǎng)金的個(gè)人部分Keymessages:關(guān)鍵信息Performancerelatedbonusshouldconstitutemeaningfulpartoftotalremunerationofeachmanagementemployee.

與績(jī)效評(píng)估相關(guān)的獎(jiǎng)金應(yīng)該是員工總體報(bào)酬中有意義的組成部分Bonuslevelsvarybycountry.獎(jiǎng)金級(jí)別因國(guó)度而不同Annualbonuswilltypicallyconsistofa“Team”portion,an“Individual”portion

年終獎(jiǎng)金應(yīng)該典型性地由團(tuán)隊(duì)部分和個(gè)人部分組成。40ImpactonReward-AnnualBonuDiscussion:Ourexperiencesofar?討論：我們迄今為止的經(jīng)驗(yàn)

三年計(jì)劃

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目標(biāo)分解集團(tuán)

團(tuán)隊(duì)個(gè)人

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跟蹤可持續(xù)性的盈利增長(zhǎng)經(jīng)營(yíng)計(jì)劃主要業(yè)績(jī)目標(biāo)取得的業(yè)績(jī)獎(jiǎng)勵(lì)41Discussion:Ourexperiencesobettertogether42better演講完畢，謝謝觀看！演講完畢，謝謝觀看！2006年業(yè)績(jī)?cè)u(píng)估修正版

如何更有效地管理他人?2006年6月2006年業(yè)績(jī)?cè)u(píng)估修正版

如何更有效地管理他人?什么是績(jī)效管理?Amanagementprocesswithafocusonsteeringthecontributionofallmembersofanorganizationtowardsthedesiredresults績(jī)效管理是為確保組織中所有成員的業(yè)績(jī)能夠與公司整體的戰(zhàn)略目標(biāo)一致而設(shè)立的一種管理體系。45什么是績(jī)效管理?Amanagementprocess1貝卡爾特績(jī)效管理PerformanceManagement:績(jī)效管理Amanagementprocess,notjustacompensationtool.一個(gè)管理過(guò)程，并不僅僅是一個(gè)薪酬工具Focus&alignmentofGroup,TeamandIndividualobjectivestowardsresults.關(guān)注并使公司、團(tuán)隊(duì)及個(gè)人的目標(biāo)一致以達(dá)到公司最終結(jié)果三年計(jì)劃

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團(tuán)隊(duì)個(gè)人集團(tuán)團(tuán)隊(duì)個(gè)人

跟蹤可持續(xù)性的盈利增長(zhǎng)經(jīng)營(yíng)計(jì)劃主要業(yè)績(jī)目標(biāo)取得的業(yè)績(jī)獎(jiǎng)勵(lì)46貝卡爾特績(jī)效管理三年計(jì)劃

目標(biāo)分解集團(tuán)RoleoftheManager經(jīng)理的職責(zé)GoalDeployment目標(biāo)分解Follow-up跟蹤PerformanceReview績(jī)效評(píng)估三年計(jì)劃

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團(tuán)隊(duì)個(gè)人集團(tuán)團(tuán)隊(duì)個(gè)人

跟蹤可持續(xù)性的盈利增長(zhǎng)經(jīng)營(yíng)計(jì)劃主要業(yè)績(jī)目標(biāo)取得的業(yè)績(jī)獎(jiǎng)勵(lì)47RoleoftheManager經(jīng)理的職責(zé)GoalDGoalDeployment目標(biāo)分解TranslationofbusinessplanstoTeamKPI’sandIndividualTargets將公司經(jīng)營(yíng)計(jì)劃分解到團(tuán)隊(duì)和個(gè)人目標(biāo)中Targetsarealwayssetindialoguewithallinvolved目標(biāo)必須與下屬面對(duì)面設(shè)定Targetsneedtobeclearandunderstoodateachlevel所有的目標(biāo)都應(yīng)被所有的人清楚并理解Thebusinesspriorities,TeamKPI’sandIndividualTargetsarecapturedinthePerformanceReviewForm所有設(shè)定的目標(biāo)都記錄在績(jī)效考核表格中Howandwheninyourunitordepartment?什么時(shí)候怎么做？IseverybodyassignedtoaTeam?部門(mén)中每個(gè)人被分派了任務(wù)？DoeseachTeammemberknowshiscontributiontotheTeamKPI’s?部門(mén)中每個(gè)人了解他對(duì)部門(mén)目標(biāo)的貢獻(xiàn)？Whatdoyouexpectregardingtheirwayofworking?對(duì)于工作方式的期望？48GoalDeployment目標(biāo)分解TranslationGoalDeployment:PerformanceReviewForm目標(biāo)分解：績(jī)效考核表格49GoalDeployment:PerformanceRGoalDeployment目標(biāo)分解Cleartargetsincludeplanningandmilestones目標(biāo)清晰明確應(yīng)包含工作計(jì)劃和重大事件Goalsandtargetsmayevolveduringtheyear目標(biāo)應(yīng)在年度內(nèi)不斷有所進(jìn)展UseyourPerformanceReviewFormasareferencedocumenttodiscussplanning,milestonesandchangesintargets:keepitalive!

將績(jī)效評(píng)估表格作為參考性文件用以探討目標(biāo)中的工作計(jì)劃、重大事件、變化等：保持其不斷更新！UsetheMid-yearReviewtocheckprogressandpossiblechanges

使用半年評(píng)估用以核對(duì)工作進(jìn)展和可能產(chǎn)生的變化Arethefinaltargetsandthewaytomeasureandthetimingoftheexpectedresultsclear?最終目標(biāo)、衡量方法、預(yù)期完成時(shí)間等是否明確？Howdoyoucheckregularlythatallyourteammembersfocusonthemostup-to-datepriorities?如何經(jīng)常性核對(duì)所有下屬能否集中精力最大化地接近目標(biāo)？50GoalDeployment目標(biāo)分解CleartargeGoalDeployment目標(biāo)分解Otherhints:其他：Asasupervisingmanager:作為經(jīng)理：YouexplaintheoverallTeamKPI’s解釋整體部門(mén)目標(biāo)InviteTeammemberstoformulatetheirowntargets(usethepowerofownership)邀請(qǐng)部門(mén)成員闡述其個(gè)人目標(biāo)（讓每位成員作為主人翁的身份）EachTeammembertakesinitiativetoidentifyhiscontribution

(takesownership)每位成員主動(dòng)明確其個(gè)人目標(biāo)（讓每位成員作為主人翁的身份）ReviewIndividualtargetswithintheTeam(sharedunderstandingofwhatisatstake)在部門(mén)內(nèi)部回顧個(gè)人目標(biāo)（共同分享個(gè)人目標(biāo)對(duì)于部門(mén)業(yè)績(jī)得失悠關(guān)的影響）Thebestresultswillonlybeachievedwhenyoualsodiscussthe“How”(prioritiesforwayofworkingandpersonaldevelopment)同時(shí)探討“如何去做”才能達(dá)到最好的業(yè)績(jī)效果（優(yōu)先考慮工作方式和個(gè)人發(fā)展）51GoalDeployment目標(biāo)分解OtherhintsGoalDeployment目標(biāo)分解SMARTKPI’sandTargetsSpecific具體的 Describeexactlywhatyoushouldbedoingineacharea.Useaspecificverb,notageneralone(implement,develop,…).Definetheareaandtheconstraints.

具體描述在每個(gè)目標(biāo)區(qū)域應(yīng)該做什么。使用具體的動(dòng)詞而不是一個(gè)大概性質(zhì)的詞語(yǔ)（執(zhí)行、發(fā)展等）。定義具體的目標(biāo)區(qū)域和約束因素。Measurableorobservable可衡量的、看得見(jiàn)的 Maketheresultortheimprovementobservable&measurable:describecriteriaandtheconstraints.結(jié)果可衡量：描述衡量標(biāo)準(zhǔn)和約束因素。Agreedupon/Acceptable可接受的 Aneffectivegoaldemandsagreementandacceptanceofallpartiesconcerned.

雙方達(dá)成一致的有效需求Realistic實(shí)際的 Arealchallenge,whiletakingintoaccounttheopportunities,barriersandchangingcircumstance.真實(shí)的挑戰(zhàn)，要考慮到機(jī)會(huì)、障礙和變化情況Time-related有時(shí)間限定的 Targetdateforcompletionset?Anyintermediategoalsormilestonesdefined?

Follow-upscheduled?完成的預(yù)定日期設(shè)定否？中間目標(biāo)、里程碑設(shè)定否？跟蹤計(jì)劃設(shè)定否？52GoalDeployment目標(biāo)分解SMARTKPI’sTheRoleoftheManager經(jīng)理的職責(zé)GoalDeployment目標(biāo)分解Follow-up跟蹤PerformanceReview績(jī)效評(píng)估三年計(jì)劃

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績(jī)效評(píng)估集團(tuán)

團(tuán)隊(duì)個(gè)人集團(tuán)團(tuán)隊(duì)個(gè)人

跟蹤可持續(xù)性的盈利增長(zhǎng)經(jīng)營(yíng)計(jì)劃主要業(yè)績(jī)目標(biāo)取得的業(yè)績(jī)獎(jiǎng)勵(lì)53TheRoleoftheManager經(jīng)理的職責(zé)GoFollow-up跟蹤Weexpectmanagerstooptimizetheirresources所有經(jīng)理應(yīng)最大限度地利用他們的資源Leadingpeople／領(lǐng)導(dǎo)人

versus managingtasks／管理事Businessdialogue對(duì)話交流versus

top/downcommunication自上而下交流Motivate／激勵(lì)Listen／傾聽(tīng)Givefeedback／反饋Planownwork／計(jì)劃自己的工作Operate／操作Controlaction／控制行動(dòng)Initiative／主動(dòng)性Empowerment／授權(quán)Ownership／所有權(quán)Direction／指導(dǎo)／令Rules／規(guī)定Execution／執(zhí)行54Follow-up跟蹤WeexpectmanagersFeedbackISNOT反饋不是Givenonlytwiceayear僅僅每年兩次

Aboutfillingoutforms填填表格 FeedbackISallaroundyou反饋無(wú)處不在Itisuptotheemployeetoseekoutcontinualfeedback員工去發(fā)現(xiàn)持續(xù)不斷的反饋信息Recognizinganddocumentingfeedbackwhenitoccursaidsmanagersinmonitoringperformance.

當(dāng)反饋?zhàn)兂蓭椭?jīng)理控制員工業(yè)績(jī)的工具時(shí)認(rèn)可并記錄它Feedback=“whatyouliketoget…andwhatishardtogive”反饋＝”你喜歡得到的，但很難給出的”

Follow-up:WhatisFeedback什么是反饋55FeedbackISNOT反饋不是11Follow-up:EffectiveFeedback／有效的反饋Timely／及時(shí)的assoonaspossibleaftertheeventongoing=throughouttheyearnosurprisesatperformancereviewBalanced／和諧的positiveconstructive=howtodobetterspeedsuplearningandselfdevelopment.Specific／具體的factual,nothearsaysuggestforanalternative

Lackingthetimeforgivingfeedbackisasignofnothavingunderstoodtheroleofamanager／如果一個(gè)經(jīng)理缺乏反饋的時(shí)間就說(shuō)明他還不能完全理解經(jīng)理的職責(zé)Thesuccessofamanagerdependsonyourcapabilityofgivingeffectivefeedback／一個(gè)經(jīng)理是否成功取決于他及時(shí)反饋的能力Bettermanagersbuildbetterteams／一個(gè)好的經(jīng)理會(huì)建立一個(gè)好的團(tuán)隊(duì)56Follow-up:EffectiveFeedback／Follow-up:PerformanceFeedbackwithdoubleFocus

績(jī)效評(píng)估反饋的雙向關(guān)注What?做什么？How?怎么做？&Results結(jié)果WayofWorking工作方式57Follow-up:PerformanceFeedbacFeedbackonHowResultsareAchieved目標(biāo)如何實(shí)現(xiàn)的反饋How?怎么做？What?做什么？Introductionof5criticalskillsformanagementemployeestoenhancethediscussiononprioritiesforpersonaldevelopmentandwayofworking5個(gè)關(guān)鍵技能的介紹，幫助員工增強(qiáng)對(duì)于個(gè)人發(fā)展和工作方式的優(yōu)先區(qū)域的討論。New!58FeedbackonHowResultsareAcPerformanceReviewForm:Wayofworking績(jī)效評(píng)估表格：工作方式Howdidyoubringthe5criticalskillsintopractice?

如何把這5個(gè)關(guān)鍵技能運(yùn)用到實(shí)踐當(dāng)中？1.CustomerFocus(internal/external)關(guān)注客戶(hù)（內(nèi)部/外部）Anticipatesonandclearlyunderstandscustomerrequirements預(yù)測(cè)并清楚地了解客戶(hù)的需求Takeseffectiveactionstomeetcustomerneeds采取有效的行動(dòng)來(lái)滿(mǎn)足客戶(hù)的需要Activelycollectsandusesfeedbackfromcustomerstoimproveservice積極搜集并利用來(lái)自客戶(hù)的反饋信息以提高服務(wù)Developsandmaintainseffectivelonger-termworkingrelationswithcustomers發(fā)展和維持同客戶(hù)長(zhǎng)期有效的合作關(guān)系2.SelfManagement自我管理

Keepsprofessionalandtechnicalknowledgeup-to-date,activelyseeksopportunitiestolearn掌握最新的專(zhuān)業(yè)和技術(shù)的知識(shí)，并積極地尋找機(jī)會(huì)來(lái)學(xué)習(xí)Knowsownstrengthsandweaknesses,activelysolicitsfeedbackandactsonit知道自己的強(qiáng)項(xiàng)和弱項(xiàng)，積極地懇求反饋并采取改進(jìn)行動(dòng)Workseffectivelywithothershavingadifferentbackground,cultureorgender有效地同有不同背景、文化和性別的人合作Worksconstructivelyandflexibleeveninuncertaincircumstances建設(shè)性地工作并在不確定的情形下，保持靈活3.Innovation創(chuàng)新Takessensibleandcreativeinitiativeswithoutbeingaskedtodoso在沒(méi)有被要求的情況下，主動(dòng)地采取明智的，有創(chuàng)造性的行動(dòng)Comesupwithnewideasandsolutionstoproblems對(duì)問(wèn)題提出新的想法和解決辦法Challengestheexistingwayofworkinginordertoseekimprovement挑戰(zhàn)現(xiàn)有的工作方法，以尋求提高Activelysupportsnewinitiativesbeyondthescopeofownjob積極地支持自己工作范圍以外的新的行動(dòng)4.Resultdriv結(jié)果導(dǎo)向Actswithspeedanddecisiveness快速，果斷地采取行動(dòng)Setsaggressivegoalsandworkshardtodeliverthebestquality設(shè)置有挑戰(zhàn)性的目標(biāo)并努力工作以達(dá)到最優(yōu)Undertakestoughandsoundactionswhennecessary,alwaysinanethicalandintegerway必要的時(shí)候，采取嚴(yán)厲并合理的行動(dòng)，同時(shí)這種行動(dòng)也是道德的和正直的Isastrongteamplayer,alsowhenworkingwithothersoutsideownunit優(yōu)良的團(tuán)隊(duì)合作精神，在同本單位以外的人合作是也是如此5.Talentfocus關(guān)注人才Createsamotivatingenvironmentwherepeoplehavespacetoworktotheirbest創(chuàng)造一個(gè)積極的環(huán)境以便員工有空間發(fā)揮自己最大的能力Giveshonestfeedbackandcoachingtosupportothers給誠(chéng)實(shí)的反饋和輔導(dǎo)以幫助其他人Spontaneouslysharesinformationandownexperience自愿地分享信息和自己的經(jīng)驗(yàn)Asapeoplemanager,focusesonmakingthebesttalentavailablefortheglobalbenchstrengthofBekaert作為一個(gè)管理者，注重為貝卡爾特全球培養(yǎng)最優(yōu)秀的后備人才59PerformanceReviewForm:WayoPerformanceReviewForm:Wayofworking績(jī)效評(píng)估表格：工作方式4proficiencylevelsguidetheemployee/managerdiscussiononpriorities4個(gè)熟練程度指導(dǎo)員工/經(jīng)理共同探討工作方式的優(yōu)先性New!60PerformanceReviewForm:WayoPerformanceReviewForm:EvaluationofPrioritiesandWayofWorking

績(jī)效評(píng)估表格：優(yōu)先性的評(píng)估和工作方式Clarityonthewayofworkingdrivesdevelopmentpriorities清晰的工作方式的選擇指導(dǎo)著個(gè)人發(fā)展的優(yōu)先區(qū)域61PerformanceReviewForm:EvaluFeedback反饋Awareness知道BehaviorChange行為改變ImprovedWorkingRelationships

工作關(guān)系改善

IncreasedProductivity生產(chǎn)效率提高GreaterEmployeeSatisfaction員工滿(mǎn)意度提高ImprovedPerformance績(jī)效改善GreaterCustomerSatisfaction客戶(hù)滿(mǎn)意度提高從你開(kāi)始!FeedbackisKeytoBecomingtheFirst!要想成為第一反饋是關(guān)?。?！FeedbackisKEY／反饋的關(guān)健性62FeedbackAwarenessBehaviorImproTheRoleoftheManager經(jīng)理的職責(zé)GoalDeployment目標(biāo)分解Follow-up跟蹤PerformanceReview績(jī)效評(píng)估三年計(jì)劃

一年計(jì)劃

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團(tuán)隊(duì)個(gè)人集團(tuán)團(tuán)隊(duì)個(gè)人

跟蹤可持續(xù)性的盈利增長(zhǎng)經(jīng)營(yíng)計(jì)劃主要業(yè)績(jī)目標(biāo)取得的業(yè)績(jī)獎(jiǎng)勵(lì)63TheRoleoftheManager經(jīng)理的職責(zé)GoAnnualPerformanceReview(Yearend)年度績(jī)效評(píng)估（年終）PerformanceObjectivesandResultsfromPriorYear業(yè)績(jī)目標(biāo)

PerformanceandDevelopmentDiscussion績(jī)效評(píng)估和個(gè)人發(fā)展討論DevelopmentPlan,CareerCoaching個(gè)人發(fā)展計(jì)劃，職業(yè)生涯指導(dǎo)Follow-UpDiscussions(Regularly)跟蹤討論（有規(guī)律的）ObjectivesUpdate目標(biāo)更新 Performance,DevelopmentandCareerFeedback績(jī)效評(píng)估、個(gè)人發(fā)展和職業(yè)生涯反饋

AnyCorrectiveActionStepsasnecessary(Document!)

矯正的行動(dòng)計(jì)劃是必需的（文本性的）

Mid-YearReview(June/July)年中回顧（六月/七月）

PerformanceUpdate績(jī)效評(píng)估更新

PerformanceandDevelopmentDiscussion績(jī)效評(píng)估和個(gè)人發(fā)展討論P(yáng)erformanceandDevelopmentDiscussion績(jī)效評(píng)估和個(gè)人發(fā)展的討論64AnnualPerformanceReview(YeaPerformanceReviewEmployeeself-assessment/ManagerassessmentDialoguewithteammemberFeedback&evaluationofresultsPrioritiesforpersonaldevelopment&wayofworkingValidationperformancelevelatmanagementteam65PerformanceReviewEmployeesePerformanceReviewForm:EvaluationonIndividualtargets66PerformanceReviewForm:EvaluPerformanceReviewForm:EvaluationonWayofWorkingClarityonthewayofworkingdrivesdevelopmentpriorities67PerformanceReviewForm:EvaluActiveListeningListeningisacombinationofhearingandunderstandingexactlywhatsomeoneissayingtous.Itisthemeansofcommunicationbywhichweensurethatwehaveunderstoodnotonlytheirwords,butalsotheirmeaning.

68ActiveListeningListeningisaHowtoUseActivelistening

Usesilence Maintaineyecontact Givenon-verbalaffirmation Userephrasing

Summarize

Usereflection

69HowtoUseActivelistening

DealingwithNegativePeople

Don’ttakeitpersonallyUse“I”not“You”

Staycalmthroughcontrolledbreathing

Listentothem

Focusonissuesnottheperson

Putyourselfintheirshoes

Expressyourideasandfeelings

MakethempartofthesolutionbyaskingforsuggestionsPracticepositivethinking

70DealingwithNegativePeople

DPerformanceReviewEmployeeself-assessment/ManagerassessmentDialoguewithteammemberFeedback&evaluationofresultsPrioritiesforpersonaldevelopment&wayofworkingValidationperformancelevelatmanagementteam71PerformanceReviewEmployeese5PitfallsinPerformanceReviewRecencyerrorHaloeffectiveLeniencyerror&SeverityerrorCentraltendencyImplicitpersonalityerror

725PitfallsinPerformanceReviPitfallsin