翰威特-深圳九星人力资源项目全案-资料K：绩效管理.ppt

@ 小组討論，对不同員工采取的反馈方法有不同吗？ biased towards each other don’t lose patience, or stop or a while talk about things rather than people follow up with another talk, with casual talking did not do timely feedback don’t do too much corrective feedback get angry think that you have biased towards her, think treated unfair show empathy find some other time (Hewitt) To determine if objectives are specific you should ask yourself the following questions: Is it clear from the objective and action plans what, when and how much actions will the employee take for the achievement of set objectives? objectives should be written using action verbs What are the outcomes/results expected To determine if objectives are measurable you should ask yourself the following questions: Can you quantify what needs to be achieved? If they are qualitative objectives, have you encountered measurements to measure quality (Hewitt) To determine if objectives are attainable you should ask yourself the following questions: Is it a realistic timeframe, and are enough resources allocated for the implementation of the project Does the employee have the adequate authority to ensure that the project gets implemented according to the established plan Are there any issues that are out of the individual’s control. If yes, what has been done to solve this problem Is the objective a stretched objective. This is necessary to add to more elements to the smart principle, to become smarter (exciting and rewarding) Ask the group- “What if you don’t agree that an objective is achievable but your boss insist?” Tease out the answer (Answer - Ask how you can achieve it? What resources and help will you have) (Hewitt) To determine if objectives are relevant you should ask yourself the following questions: Does the objective impact and contribute towards the professional and personal development of the individual that needs to accomplish it Will it impact other individuals in the department/division/group Will the objectiv