咨询公司绩效管理(员工版).pptVIP

Performance Managementat Deloitte Objectives of the Presentation To have our people understand our priorities and changes for performance management process To facilitate our HR account teams to work with our partners/managers to implement effectively our performance management process To facilitate the goal setting process Objectives of Deloitte Performance Management To have our staff highly committed to the firm through strong performance and career counseling. To strengthen our connections with our people To have skilled and dedicated performance counselors. To have credible performance ratings which are reflected in compensation decisions. To align individual performance with our business goals and priorities. Measuring input or measuring output ? Performance Areas Performance standards in 6 areas: Core technical Service Excellence Marketing, sales and communications Management Effectiveness Leadership Effectiveness Specialization (as appropriate) Performance Standards ( Function/Level) Audit Tax ERS Consulting FAS ICS – to be completed The Change and Challenges to Us as Leaders Performance Appraisal Emphasis on forms and ratings results in lack of dialogue Over emphasis on back end review and insufficient front-end planning Too narrow focus Minimal ongoing feedback Role as year-end rater to administrate forms and procedures Performance Leadership Emphasis on front-end planning and SMART goal setting Emphasis on continuous feedback and coaching Broader focus – career and all performance areas Role as performance leader to provide direction towards mutual desirable outcome Goal Setting Goal Setting Process In July/August, all managers and above to complete CPPR with PIC sign off; and establish goals for staff when appropriate Each business functional is responsible to communicate and promote corresponding performance standards and guidelines Through effective goal setting counseling process, counselors help counselees to complete sections 1-4 in new