绩效管理-目标设定.pptVIP

Performance Management System Introduction   ---Target Setting  Performance Management System A Performance Management System consists of the processes used to identify, encourage, measure, evaluate, improve and reward employee performance. A Performance Management System should do: Provide information to employee about their performance Clarify what organization expects Identify development needs Document performance for personal records How to use the result of Performance Appraisal? Direct linkage of Annual Bonus Distribution and the Percentage of Salary Increment Understand departmental and individual training and development needs Reference of staff further promotion The Benefits of Target-Setting Clarify departmental top prioritized goals and align with company goals. Apply an engagement process to gain team member accountabilities while accomplishing the goal Identify key measures and transform into visible standards Promote team members awareness of “ think proactively” and “contribution” How to cascade the target down? SMART MBO: Specific /Measurable/Achievable/Relevant/Realistic/Result Oriented/Time-bound MBO’ Number : Commonly, employee’s Working Target should be in 4-5. MBO’s Priority : Set proper weight base on responsibility and priority, total weight is 100%. Come to an agreement: Align with your line manager on the content and weight, confirm and approve. Interview: Have a face-to-face review meeting according to the target completeness in middle year and the end of year. The Target setting Forms Milestones of Performance Management Programmilestone of performance management program diana modified.xls Maximize your potential! * * To drive business performance improvement by performance calibration and evaluation To provide staff performance improvement solution by training needs identification To improve staff working habits by coa