人力资源管理PERFORMANC部分（英文课件）.pptVIP

Performance Management and Appraisal Main points Performance and performance management 360-Degree feedback Methods of individual performance appraisal Balanced scorecard Problems of PM and performance interview Performance Performance Organizational performance Individual performance OP =N*IP？ Criteria of performance What constitute the PMS Corporate level – the balanced scorecard Individual level – the performance appraisal Integrated process- linkage of the above with HRM practices such as setting goals, training and development of employees, pay benefits, changes in job and organization design Performance Management System PMS focuses on creating and maintaining core competence at the organizational and individual level PMS maintains a strategic perspective on the interactions of various levers of change on people’s behavior Individual performance appraisal PA means evaluating an employee’s current or past performance relative to his/her performance standards. Objectives of performance appraisal To motivate staff (reward feedback) To develop staff To provide essential mgt. information e.g. Assessing overall training and development needs; Capability and knowledge management 绩效管理和传统绩效考核的区别 传统的绩效考核 1 事后控制 2 自上而下，没有反馈 3 以人力资源部为主 4 薪酬奖金 绩效管理和传统绩效考核的区别 Choice of Raters Supervisor Advantages: connected with promotion, reward punishment; stand at a higher point. Disadvantages: psychological load due to connection with Reward Payment; short of training for appraisal; de-motivate employee if not appropriate. Peer Advantages : comprehensive; real Disadvantages: far away from truth due to competitiveness or afraid of hurting a friend Subordinate Advantages: Help manager develop managerial skills; balanced the manager’s power Disadvantages: dare not tell the truth of his/her boss for fear of dismissal; do not understand his/her boss’ work Self Advantages: comprehensive; not much stress; good for improvement Disadvantages: overestimate (90% think they