高绩效人力资源诊断报 告模版.pptVIP

Design Principles: Sample Questions设计原则：问题范例 In developing a set of design principles for Neusoft’s performance management system a number of decisions need to be made. These include: 为设计XXX有限公司的绩效管理系统，我们需要制定一系列的决策，其中包括： How comprehensive should the system be? 系统的涵盖面应该多广？ What should be the balance of staff and management input to the goal setting and appraisal of performance? 目标设定和绩效协议的制定过程中，如何把握管理层和员工的意见？ Who should have access to the information that is created by the system? 谁可以查阅绩效管理系统的信息？ Design Principles: Sample Questions设计原则：问题范例 What can the information be used for - pay, promotion, discipline etc? 绩效管理系统的信息应运用于哪些方面：工资评定、升职、纪律管理？ Should the system have a dual focus of performance and development goals or just one or the other? 系统应侧重于绩效管理还是发展目标？或是二者兼而有之？ Should there be a link between appraisal outcomes and pay? How direct a link should there be? 评估结果和工资评定是否有何关联？关联度如何？ Is the system to be based on individual or team performance or both? 系统以员工、团队为单位评价，还是对二者进行综合评定？ Step 2: Executive review meeting步骤2：高级管理层评估会议 Purpose: Validate and/or make modifications to design and process目的：审定并/或修改设计方案和程序 Process: Submission to the Executive Group for Comments and Approval 程序：提交董事会评审 One meeting facilitated by Hewitt一次由AA咨询公司组织的会议 Further refinement done internally by AAAAconsultants 由AA咨询公司咨询顾问作进一步改进工作 Outcomes:  结果： Draft process documentation, appraisal forms, managers guide book for managing performance草拟程序方案、评估表以及实行绩效管理的管理人员指导手册 Step 3:Finalize design and documentation步骤3：完成设计和有关文档 Purpose: Produce agreed design and documentation in final form目的：产生已协定的设计方案和有关文档 Process: AAAAfinalizes process documentation and toolkits for managers,based on further input from Neusoft team, and draft version generated in Step 2程序： 基于XXX有限公司进一步的想法以及步骤2中草拟的文件，AA咨询公司制定最终的程序方案以及管理人员工具书 Outcomes: 结果： Finalized process documentation, appraisal forms, manager’s guide book for managing performance最终确定程序方案、评估表以及实行绩效管理的管理人员