工作表现发展计划–非管理人员.docVIP

工作表现发展计划–非管理人员 Performance Development Plan – Non-Management 指南 Instructions 凯悦工作表现管理流程 Hyatt’s Performance Management Process 工作表现管理包括三部分： The Performance Management Process consists of three parts: ?业务目标的建立及工作表现，?素能发展，?个人发展。 业务目标应与集团的目标保持一致，就是我们致力称为员工、客人和业主的首选品牌。 ? Business Goal Setting and Performance, ? Competencies Development, ? Individual Development. Business Goals should be set in line with our company goals to be the preferred brand in each of the segments we serve – most preferred among our Employees, Guests and Owners. 阶段 Stages 第一阶段：目的和目标（12月/1月或每个评估年度的开始） Stage 1: Goals and Objectives (December/January or performance year beginning cycle) 业务目标的建立及工作表现：在此阶段，需要围绕员工的首选、客人的首选及业主的首选这三个方面设定目标。这些目标应该贯彻到从管理层到普通员工的公司每个人。所要达到的最终结果是所有员工都将有明确的策略目标和所要采取的具体行动步骤，以支持公司目标的实现。 Business Goal Setting and Performance: In this stage, three key Goals in the areas of Employees, Guests and Owners Preference should be established and noted on a new PDP form. These goals should ‘cascade’ from the top of the organization down to each employee. The result will be that all employees will have goals with specific tactics or action steps identified that support the organization’s goals. 素能发展：在此阶段，员工围绕公司的领导力素能设定目标，不需要涵盖所有的素能，每个员工要有两到三个关注点。Competency Development: In this stage, the Employee is setting objectives around the organization’s Leadership Competencies. Not all competencies need to be addressed, but the employee can focus on 2 to 3 key areas. 个人发展：此外，工作表现讨论将根据接下来6到12个月的个人发展机会为短期的个人发展计划做准备。 Individual Development: In addition, the performance discussion will lead to the preparation of a short-term Individual Development Plan with targeted personal development opportunities over the following 6 to 12 months. 第二阶段：半年回顾 (7月/8月或每个评估年度的年中)Stage 2: Mid-Year Review (July/August or performance year six-month cycle) 这次重要讨论将使用另外一个单独的表格做记录。在此阶段，评估人和员工将就以下三个部分进行回顾：业务目标及工作表现，素能发展和个人发展 A separate form is used to document this important discussion, during which the Appraiser and Empl