2007绩效评估简介.pptVIP

工作指标表格 （从2006年起绝大部分职位由总部/区域制定后下发） 两种主要类型的问题 封闭性问题 封闭性问题要寻求一些准确的信息 可能的答案有 “是”, “不是”, “有时”, “也许”, 等. 不同类型的封闭性问题: 决定性问题: “你喜欢单独办公还是喜欢开放式办公?” 建议式问题: “你确信我们需要以后继续讨论吗?” 肯定式问题: “你对自己的工作满意吗?” 反问式问题: “你也不同意那个题目是吗?” 控制性问题: “你对我的讲解还有什么问题吗?” 绩效评估介绍- 绩效评估的目的. 绩效评估表/ 如何完成该表 “SMART” 练习：工作指标 进行评估面谈 绩效评估过程 时间表 问题解答 培训纲要– 绩效评估 Evaluation only. Created with Aspose.Slides for .NET 3.5 Client Profile 5.2.0.0. Copyright 2004-2011 Aspose Pty Ltd.问题解答 2007年绩效评估 Evaluation only. Created with Aspose.Slides for .NET 3.5 Client Profile 5.2.0.0. Copyright 2004-2011 Aspose Pty Ltd. (Explain listed key points on slide) With respect to these key points it is easy to recognize that the performance appraisal is an important tool for a effective co-operation/ teamwork between both the appraiser and the appraisee and finally it is the foundation for a successful work according to overall company goals for both. Therefore an appropriate and conscientious use of this tool required necessarily and a maximum objectivity has to be ensured. If we define the major benefits/ advantages for appraiser, appraisee and our company from the performance appraisal process we can describe and categorize it in the following way: (next slide) Performance appraisal is a continuous process That begins with goal setting early in the year. Subsequently I is your hared responsibility to make certain your employees stay on track, moving toward the successful achievement of required or desired outcomes. Especially to manage priorities successfully, you will need to monitor and observe as well as to provide positive and supporting coaching on a regular basis. That includes you have also to provide constructive and helpful criticism. Your primary role during the whole process will be supporting your employees efforts. So you will need to be accessible, to review priorities and expectations regularly with each employee. Welcome Participants Describe reason for briefing: - Annual performance appraisal - Salary