人力资源管理专家-改善绩效管理的需要.ppt

* Based on achievement on KPIs and competencies, two Performance Level ratings are established. For KPIs - reaching stretch targets translates to PL1 rating, while reaching Hoshin targets (which are 20%-40% lower than stretch targets) translates to a PL3 rating. Based on the weighted average of the two PL ratings, a combined PL rating can then be calculated. * * * * * * * * * * * * * * * * * * * After you review the KPIs, it will be helpful to assemble a fact base on potential target range to facilitate stretch target setting. * * Evaluating 总经理 performance is a key board responsibility in order to set 总经理 compensation appropriately * Good KPIs are easily measurable, have high impact, are actionable, and are counter-balancing. In developing potential KPIs, the following questions should answered . * * * * * * * * * * * * * * * * * * * * * Based on achievement on KPIs and competencies, two Performance Level ratings are established. For KPIs - reaching stretch targets translates to PL1 rating, while reaching Hoshin targets (which are 20%-40% lower than stretch targets) translates to a PL3 rating. Based on the weighted average of the two PL ratings, a combined PL rating can then be calculated. SOE020408BJ(GB)-workshop 绩效管理成功实施的资源支持 信息系统支持 理念支持 组织支持 激励或驱动因素 相关体系支持 SOE020408BJ(GB)-workshop 现代人力资源管理理念 理念支持 现代企业管理理念 以工作业绩为导向理念 SOE020408BJ(GB)-workshop 中层管理管理人员贯彻实施 组织支持 高层管理人员重视/推动 一般管理人员主动参与 相关职能部门积极配合 SOE020408BJ(GB)-workshop 薪酬激励 挑战性工作任务/目标 岗位调配 成功或达标得到认可 激励或驱动因素 个人的进步与发展 SOE020408BJ(GB)-workshop 信息系统支持 建立和完善相关的计算机支持系统，有效降低绩效管理过程的工作量。 统一管理评价数据，加强绩效管理体系与相关系统的联系，强化绩效考核的作用。 SOE020408BJ(GB)-workshop 相关体系支持 财务预算系统 战略目标系统 人力资源管理系统 信息管理系统 http// 欢迎访问博格公司网站 联系电话：0592-5503827 5560198 * * * * * * * * * * * * * * * * * * * * * * * * * SOE020408BJ(GB)-workshop 业绩奖惩管理 业绩理念 五个要素 两大杠杆 使命/抱负 目标 组织结构 业绩反馈 人员管控 财务管控 薪酬激励 价值观 机会 经营管控 现状及原因 改进急迫性 改进举措 职能部门缺乏有效的KPI导致KPI系统不完整 未将KPI由业务单元推进到员工个体 KPI设定中存在一刀切，没有充分进行具体情况具体设计 KPI体系的不健全导致很难有效、公正的进行业绩反馈 业绩反馈过程不透明，沟通和交流不够 业绩反馈不畅使得奖惩管理依据不足，激励机制