世界500强人力资源管理绩效管理培训教程（中英文实战版.pptVIP

绩效管理的总体概念 绩效回顾流程 经理 员工 共同的职责与责任 反馈 辅导与反馈 =S= 愿景, 使命与目标 =S=中国的使命与目标 个人目标 部门目标 个人绩效与发展 能力指标 职业计划 绩效表现 Business Goal-How Straightforward 直接 Passionate 热情 Open 开放 Effective 高效 Business Goal-How Passionate 热情 Seek to delight customers Develop your people through fair and demanding career management De-average reward Address poor performance Build diverse career paths: operational vs. transversal positions, mature vs. new economies… Business Goal-How Open 开放 Drive towards One Schneider Electric identity Consider long-term vision and the interest of the company rather than short-term optimizations of local perimeter Team up to build the best solutions for the company Take risks to explore new paths Exchange talents across boundaries Encourage diversity in teams Business Goal-How Straightforward 直接 Make sure all your people know Develop a culture of accountability the role they have to play and the objectives they are responsible for Do not tolerate exception creation Challenge proposals but once decided, apply them Business Goal-How Effective 高效 Review tasks, organization, interactions and make the changes needed Value cost reduction as well as top line growth Lead by making things simple Limit reporting requests Common Problems with Business Goal Are set too low. Are too ambitious, or completion dates are too optimistic. Dont reflect the employees job responsibilities or areas under his/her control. Focus only on what will be done and neglect how it will be achieved. Reflect assumptions about what is wanted instead of discussed, clear, and shared expectations. Are not revised or deleted as they become unfeasible or irrelevant. Specific to your role and what you are trying to achieve Measurable can easily determine if outcome achieved Aggressive challenging and require incremental (Attainable) improvement Realistic within your responsibility