Topic 7- Part 2Achieving Success Through Effective Perso.pptVIP

* Example: Numerical Rating Scales 例子: 五級分制 5: Demonstrated consistent expertise and accomplishment 4: Consistently proficient and effective in most performance areas 3: Demonstrated competence and consistent performance 2: Does not perform according to standards in some critical respects. Performance plan required 1: Little or no demonstrated competence. Significant limitations in overall ability. Few goals completed successfully. Performance plan required. Source: University of Massachusetts /humres/hr_library.htm 5: 专长发挥及成就表现稳定 4: 在多方面的表现一贯专业及有效 3: 胜任而且表现稳定 2: 在某些重要领域表现未达水平。需设定表现计划 1: 很少或不能胜任工作。整体能力有显著局限。很少目标能成功地完成。需设定表现计划 * Sample Evaluation Forms 評估表格樣本 Goals 目標 Ratings 分級 Source: /humres/library/PMPHand.pdf * If Someone Is Unsuccessful 若有不成功者: Determine the Cause 確定原因 Able to Do the Job? 能否胜任? Willing to Do the Job? 是否乐意做这项工作? Result or Action 结果与行动 Yes 是 Yes 是 Successful employee 成功的员工 Yes 否 No 否 Determine reason for unwillingness. Resolve issues or put on performance plan. Dismiss if cannot resolve conflict. 找出不愿意做的原因。解决问题或列在表现计划。若不能解决，考虑解解雇。 No 否 Yes 是 Find a position that is a better fit and puts the abilities to better use 找一个更适合的职位，人尽其才。 No 否 No 否 Put on performance plan. Dismiss if there is no improvement. 列在表现计划。若没有改进，考虑解雇。 Compensation 报酬Pay versus Performance 薪酬与表现 Ideally there should be a relationship But often ratings don’t match resources Change ratings? Increase resources? * 理想上来说，是应该有关联的 但是分级往往不能与资源吻合 改变分级? 增加资源? * Effective Retention Through Continuous Staff Development 透过持续的职员发展计划有效地挽留人材 Encourage and support continuous education Provide financial and non-financial incentives, e.g., Merit-based salary increases Financial bonuses Non-financial incentives and recognition Work should be fun! 鼓励及支持持续性的学习 财政及非财政的激励, 例如： 绩效增薪制 奖金 非金钱激励及赏识 工作应该是充满乐趣的! * Questions What Makes a Good Reference Librarian? 怎样做个好的咨询参考馆员？ What Makes a Good Technical Services Librarian? 怎样做个好的技术服务馆员？ * * * * * * * * * * * * * * * * * * * *