绩效评价和绩效管理资料整理.docVIP

Chapter 9（绩效评价与绩效管理）内容 山东大学 管理学院 工商管理实验班 孙华绪第一部分：Performance appraisal绩效评价是什么？What is performance appraisal?Evaluating an employee’s current and/or past performance relative to his or her performance standards.2.为什么要做绩效评价？ Why？5 ReasonsThe basis of pay,promotion,and retention decisionsPlay a central role in the employer’s performance management processDevelop a plan for correcting any deficiencies and reinforcing the things the subordinate dose rightFacilitate career planning(Provide a chance to review the employee’s career plans in light of his exhibited strengths and weaknesses)Use appraisals to identify employees’ training and development needs3.绩效评价的三个过程步骤 Performance appraisal process(1)setting work standards (2)assessing the employee’s actual performance relative to those standards (3)providing feedback to the employee with the aim of helping him to eliminate performance deficiencies or to continue to perform above par.接下来是将这三个步骤具体展开：评价之前：设定有效的目标和标准有效的目标的5个特征：SMART——specific,measurable,attainable,relevant,timely怎样设定有效目标：①Assign specific goals ②Assign measurable goals(定量描述，有目标期限）③Assign challenging but doable goals④Encourage participation评价之中：由谁评价，评价的方法类型，会出现的问题由谁评价：①Appraisals by the immediate supervisor(the heart of most appraisal process)②Peer appraisals（同事评价）由一位评价主席选一位主管人员和三位同事对员工进行评价。它对提升开放交流、工作动力、社会交际、组织活力和内聚力具有积极作用，并能激励员工实现同事的期望。③Rating committees（评价委员会）由员工的直接上级和其他2-3位主管人员进行评价，能够减少偏见和个人独断因素，能够从不同侧面对员工评价，更加全面。④Self-Ratings 往往评价过高⑤Appraisals by subordinates（下级评价）自下而上的反馈，有利于提升管理者的工作绩效；受是否匿名的影响，匿名会使下级反馈更准确，署名往往会使下级言过其实。⑥360-degree feedback（360°绩效反馈）收集来自主管、下级、同事、内外部顾客的信息进行评价。反馈是全面的，但反馈的公正性会受到是否涉及升职和加薪的影响，并且只有当接受者认为改变是必要的、改变过程持积极态度时才会真正有提升。提高360°绩效反馈效果的4种方法： Anchor the 360-degree rating dimensions with specific behavioral examples. Carefully train the people who are giving and receiving the feedback Make sure that the feed back the person receives is productive,unbiased,and development oriented. Reduce the administrative costs associated with collecting mult