江财绩效双语重点.docxVIP

绩效管理复习重点（全卷中文答题不超过20分）一、True or false statements (10题， 15 points )二、Multiple choices ( 10题，20 points )三、Key concepts interpretation ( 5题，20 points )Performance measurement：（指采用科学的考评方法，对已实施行为的效率或效力进行量化，对其成绩效果进行科学的测评的过程）Personal development plans：a structured and supported process undertaken by an individual to reflect upon their own learning, performance and/or achievement and to plan for their personal, educational and career development. 另：绩效管理目的的含义、薪酬主要形式的含义、强制分布法与图等级分布法的含义四、Essay questions ( 3题，20 points )五、Case study ( 25 points )1、Differences between performance management and performance appraisal（绩效管理与绩效考核的区别）绩效考核是绩效管理过程的一部分。performance appraisal does not usually include strategic business considerations. performance appraisal systems usually do not include extensive and ongoing feedback that anemployee can use to improve his or her performance in the future.performance appraisal is typically a once-a-year event whereas performance management is ayear-round way of managing business 2、Correlation（关联）between performance and compensation——Expectation Theoryefforts——performance：个人相信通过一定努力会带来一定绩效的可能性。performance——motivation：个人相信一定水平的绩效会带来所希望的报酬。motivation——goal：报酬满足个人目标或需要的程度，以及这些潜在的报酬对个人的吸引力。——Equity Theoryframes of reference：others, institution and self他人包括统一组织从事相似工作的其他个体, 还包括朋友、邻居及同行。“制度” 是指组织中的薪金政策与程序以及这种制度的运作。“自我”是指员工自己在工作中付出与所得的比率。它反映了员工个人的过去经历及交往活动, 受到员工过去的工作标准及家庭负担程度的影响。3、Reward System（报酬的主要形式） P9A reward system is the set of mechanisms for distributing both tangible and intangible returns as part of an employment relationship. 用来分配各种有形报酬和无形报酬的一套机制，是雇佣关系的一个组成部分。Tangible returnsCash compensationBase pay基本薪资cost-of-living and merit pay生活成本调薪和绩效加薪Short-term incentives短期奖励Long-term incentives长期奖励benefitsIncome of protection收入保障Work/life focus工作和生活的平衡Tuition reimbursement and allowances 学费报销及各种补贴Intangible / relational returnsRecognition 领导的赏识和认可Status 在组织中的地位Employment security 就业保障Challenging work 富有挑战性的工作Learning opportunities 学习机会4、Contributions of perform