《2.Performance Management Training - Accor Greater China Nov2012 - Bilingual.pptVIP

Direction / Département - Nom de la Présentation - Septembre 2011 Direction / Département - Nom de la Présentation - Septembre 2011 Direction / Département - Nom de la Présentation - Septembre 2011 Direction / Département - Nom de la Présentation - Septembre 2011 Direction / Département - Nom de la Présentation - Septembre 2011 Performance Management Accor Greater China HR Department Evaluation only. Created with Aspose.Slides for .NET 3.5 Client Profile 5.2.0.0. Copyright 2004-2011 Aspose Pty Ltd. Performance Management Objective: To ensure that every employee is encouraged to consistently meet targets in an effective and efficient manner. Main types of Performance Management activities: Probationary review (3 / 6 months) Mid-year performance Review (6 months) Annual Performance Appraisal (12 months) Career Discussion Personal Development Plan (every 12 months after conducting performance appraisal or on request) Corrective performance review (as applicable) General Principle: This applies to all employees and must be implemented in a fair and equitable manner, free from discrimination and follow Accor’s Diversity Charter * Evaluation only. Created with Aspose.Slides for .NET 3.5 Client Profile 5.2.0.0. Copyright 2004-2011 Aspose Pty Ltd. Performance Management 目标: 确保每位员工都能以及时有效的方式持续达到设定的目标. 工作表现管理的主要项目: 试用期评估 (3 / 6个 月) 年中工作表现评估 (6 个月) 年度工作表现评估 (12个月) 个人发展计划与职业探讨 (随每12个月一次的年度工作表现评估 或有必要时) 工作改进表现评估 (如有必要) 中心原则: 应以公正公平的原则对待每位员工的工作表现评估, 确保其不含任何歧视内容，并符合雅高多元化章程 * Evaluation only. Created with Aspose.Slides for .NET 3.5 Client Profile 5.2.0.0. Copyright 2004-2011 Aspose Pty Ltd. * GM/RM/HM/EAM/OM: Performance Development Annual Review – English * Guidelines to Personal Development Plan Other Positions: PAR for Division Head HOD – bilingual PAR for Manager Assistant Manager – bilingual PAR for RF to Supervisor – bilingual PAR for Sales Staff - bilingual * Performance Annual Review – Assessor G