绩效考核流程培训精讲.ppt

;The Year-End Performance Management Process年终绩效管理程序;;About Leadership Brand Competencies品牌领导力所需具备的能力;More about ratings The key thing to remember about the ratings is that performance is measured against both what you do and how you do it. That is against the KPL’s and the Leadership Competencies. 有关评分要记住的一点是，绩效评定的依据包括你的工作以及你的工作方式。评分根据主要绩效目标和领导力素质进行。 The form guides you to give individual KPO and Leadership Competency ratings. 绩效评估表会引导你进行个人主要绩效目标和领导力素质评分。 For both KPO’s and Leadership Competencies you will also need and overall rating. There is no mathematical calculation at this stage. It is not an average but an overall rating as a whole number that reflects the level of achievement/difficulty against KPO’s and Leadership Competencies. 对于主要绩效目标和领导力素质，你都将需要做出一个总体的评分。在本阶段不需要数学计算。这不是一个平均数，而是一个总体的评分，反映了针对主要绩效目标和领导力素质的成果。 There is a choice of 5 ratings which are continued in the Annual Performance Review form. 以下是年度绩效评估表中归纳的5个评分选项。 To get to the Overall Performance Rating add the KPO rating and the Leadership Competency rating and simply divide by 2. So a 2 raiting on KPO’s and a 3 on Leadership Competencies is an Overall Performance Rating of 2.5. The Overall Performance Rating is the only time a decimal is used. 将主要绩效目标评分加上领导力素质评分，再除以2，即得到总绩效评分。因此，如果主要绩效目标是2分，领导力素质是3分，那么总绩效评分为2.5分。只有总绩效评分会出现小数点。 ;;;;;