培训课件绩效管新视角.docVIP

培训课件：绩效管新视角 es 1 Requires very careful planning and close monitoring to ensure that it works properly 2 Depends on the skill and commitment of managers 3Can be perceived by managers as a bureaucratic chore imposed upon them by the HR department 4 Aligning and defining objectives may be difficult 5May operate unfairly and inequitably 中国人民大学人力资源总监班讲义-绩效管理-文跃然 绩效考核的目的你如何评价 Align individual and organisational objectives Improve organisational performance Develop a high performance culture Improve individual performance Provide basis for personal development Increase motivation and engagement Inform contributionperformance pay decisions 中国人民大学人力资源总监班讲义-绩效管理-文跃然 绩效考核的目的续你如何评价 8 Measure performance against quantified objectives定量目标 9 Encourage appropriate behaviours – living the values使价值观落地 10Clarify performance expectations in the role 11Identify potential 12Identify poor performers 中国人民大学人力资源总监班讲义-绩效管理-文跃然 讨论如何使绩效考核更好地发挥作用 中国人民大学人力资源总监班讲义-绩效管理-文跃然 环境个人与绩效的关系 问题的提出环境对绩效的影响更大还是个人对绩效的影响更大 高绩效环境的几个方面目标规则激励和氛围 什么样的组织是高绩效的一个案例研究见下页 什么样的个人具有高绩效的可能性 1好能力好态度好激励高绩效 2情商小勤快超出领导期望地工作 3在计算所的研究高绩效员工是什么样子 中国人民大学人力资源总监班讲义-绩效管理-文跃然 How Lloyds TSB defines what it means to be a high performance organisation In a high performance organisation people know whats expected of them – they are clear about their goals and accountabilities they have the skills and competencies to achieve their goals 中国人民大学人力资源总监班讲义-绩效管理-文跃然 high performance is recognised and rewarded accordingly people feel that their job is worth doing and that theres a strong fit between the job and their capabilities managers act as supportive leaders and coaches providing regular feedback performance reviews and development 中国人民大学人力资源总监班讲义-绩效管理-文跃然 a pool of talent ensures a continuous supply of high performers in key roles theres a climate of trust and teamwork aimed at delivering a distinctive service to the customer 你们有什么评论 Source Pay in a high perform