绩效考核和目标管理培训[打造高绩效管理目标与团队].ppt

* Time: 2 minutes Key Points Review the role of HR - emphasize that their primary role is to educate and coach employees on the Performance Management Process. * Time: 2 minutes Key Points Review the role of HR - emphasize that their primary role is to educate and coach employees on the Performance Management Process. * Speaker Notes: Time: 5 minutes Welcome, I am {name and title} and we’re here today to learn about the new, revised ArvinMeritor Performance Management Process. As part of the ArvinMeritor integration, a task team was formed to “lean” or simplify the existing process, and propose a tool for the new company. The team used input from several sources: (1) Focus groups were held with Meritor employees who had experienced the system, (2) An industry expert had worked with Meritor prior to the merger – and his recommendations were considered, and (3) Published studies on best practices in performance management were reviewed. {read an excerpt from Dick Grote article} The process was presented to Larry Yost (Chairman/CEO), Bill Hunt (Vice Chairman/President), and their direct reports – who wholeheartedly embrace a company-wide implementation of the process. We have designed this session to cover the key points of the process, the standard form, and senior leadership’s expectations on how this will be used within our company. We’ve created a User’s Handbook, which has more detail than we might get into day; I encourage you to go through that book and to follow-up with your Human Resources representative, if you have any additional questions. * * * 这里要表达的意思是我们应该认识到所计划的个人目标的范围并努力达到整体的平衡。 个人业务目标不应像吃蛋糕一样容易，但是也不应难的如同攀登珠穆朗玛峰。 我们提倡压力和挑战，但是不要让实现目标成为一件几乎不能完成的任务。 同时，个人业务目标绝对不是“做好本职工作”这么简单。 * 举出尽可能多的例子，并试着将这些例子和你的小组联系起来。 对于工厂小组举一些制造方面的例子（比如缩短停工期、提高质量措施）；对于从事市场工作的员工举出市场/客户服务方面的例子（比如，减少计费错误、增加销售额）。 持续改进是很好的，它适用于整个公司。 规则的遵守也是如此：如果产品改变了，工程－制造－市场－销售要做什么？ * * * * * 第一步是判断。 如果你怀疑某个员工的能力，就不