PeopleTransformationProgrammeTheNewPerformance.pptVIP

It is clear, aligned and stretching objectives 它是清楚、一致且具張力的目標 With regular coaching and feedback 有持續性的指導與回饋 Based on quality discussions at the mid-year and year-end performance review 期中與期末績效檢討時會進行有品質的面談 It is results driven, not activity based 它是結果導向，而非以活動為基礎 And differentiates individual performance based on evidence 並且以事證區別個人績效表現 HSBC’s business strategy is to deliver superior growth and earnings over time 滙豐的經營策略是不斷地實現最佳的成長與營收 Shareholders and external analysts have told HSBC that improved business performance is required 股東及外部分析師都建議滙豐需要改善經營績效 Our employees, via the Global People Survey, told us we need to improve performance management, specifically in: 從全球員工意見調查中發現，我們的員工認為我們需要改進績效管理，特別是： differentiating individual performance and reward 區別個人績效和獎酬 addressing underperformance more robustly 更加重視績效不佳的情況 providing more career coaching / counseling 提供更多的職涯指導與諮詢 Group Management Board will approve a Group balanced scorecard with objectives aligned to our business strategy 集團管理委員會通過集團的平衡計分卡，將目標與我們的經營策略結合 Individual objectives will need to align and support the Group balanced scorecard 個人的目標需要連結和支持集團的平衡計分卡 Resulting in the sum of all employee contributions ensuring that Group objectives are achieved 所有員工目標的總合要能確保集團的目標可以被達成 Actively manage team and take accountability for performance management approach 積極管理你的團隊，負責執行績效管理流程 Define clear performance expectations and agree individual objectives 定義清楚的績效期望並與部屬針對目標達成共識 Provide direction, feedback and support 提供方向、回饋和支援 Hold mid-year and year-end performance review discussions 進行年中和年底的績效檢討面談 Assess and differentiate performance 評量和區別績效 Play an active role in agreeing your objectives 主動與你的主管在目標上達成共識 Monitor and manage your performance against your objectives 以目標和被期望的行為來監督並管理你的績效 Actively seek feedback and implement development actions 主動尋求回饋與執行發展計劃 Reflect, assess and improve performance 反映、評估與改進績效 Own and manage your career 承擔和管理你自己的職涯 The performance cycle runs from J