世界强人力资源管理绩效管理培训教程(中英文实战部门经理培训稿)资料讲解.ppt

* * * * Same as the points above * Same as the points above * Same as the points above * Same as the points above * Same as the points above * Same as the points above * Same as the points above * No more than 30% for rating 5 and 4. The rating 5 normally will not more than 5% The majority of the population should fall in rating 3. For newly promoted or newly hired employees, their objectives are usually not FULLY met (Rating 2) as they are new and are not familiarize with the new job. Of course, there will be exceptional cases. Employees at rating 2 does not mean that they are poor. It means that there is room for improvement and more focused development plan and training should be provided to them. Employee at rating 1 should consider serious and immediate improvement plan with frequent monitor and measure. Formal communication documents should be filed properly in case you need to fire those employees when they cannot meet the required standard after development, coaching and even job change. * No more than 30% for rating 5 and 4. The rating 5 normally will not more than 5% The majority of the population should fall in rating 3. For newly promoted or newly hired employees, their objectives are usually not FULLY met (Rating 2) as they are new and are not familiarize with the new job. Of course, there will be exceptional cases. Employees at rating 2 does not mean that they are poor. It means that there is room for improvement and more focused development plan and training should be provided to them. Employee at rating 1 should consider serious and immediate improvement plan with frequent monitor and measure. Formal communication documents should be filed properly in case you need to fire those employees when they cannot meet the required standard after development, coaching and even job change. * Same as the points above * Same as the points above * * * * * * * * * * * * * * * * 绩效管理的总体概念 绩效回顾流程 经理 员工 共同的职责与责任 反馈 辅导与反馈 =S= 愿景, 使命与目标 =S=中国的使命与目