哲学方面的资料,资料整理与搜集.docVIP

The Performance Process The Performance Process is a comprehensive approach to staff supervision/coaching. Each of the following steps is vital to the overall success of both you as the supervisor/coach and your staff member(s)/team. Performance Planning: the creation of the position description and performance expectations/standards Performance Management: counseling and coaching through out the performance period Performance Appraisal: preparing for and conducting the formal review. Reward Process: determining actual merit awards based on performance Performance Planning: And following up with a review of the position description and re-evaluation of performance expectations/standards for the upcoming year  This process applies to both teams (a group of staff members assigned to work on and complete a project) as well as the individual staff member. The same guidelines for assigning, ensuring understanding, and providing follow-up of projects should be used with both the team and the individual staff member.   Performance Planning There are two key elements which are essential to ensuring effective communication of expectations. These are: accurate and current position descriptions and ongoing two-way communication between the supervisor and the staff member. Position Descriptions Position descriptions form the foundation for several important areas of human resource management including: Planning: Position descriptions outline the responsibilities and objectives of a work unit to individual positions. They can help managers pinpoint staffing gaps or identify over-staffing. They are valuable in making decisions about realigning or changing organizational structures. Recruiting and screening: Accurate position descriptions provide the basic information about open positions which is required to make a good match between the candidates qualifications and the jobs demands. Orientation: Giving a newly hired staff member a position