绩效和发展评估.docVIP

PAGE 绩效和发展评估Performanceand DevelopmentReview评估指南 绩效和发展评估 Performance and Development Review 评估指南 Appraisal guide 评估年度 Appraisal Year:?? FORMTEXT 公司 Company: FORMTEXT 员工姓名 Employee’s name: FORMTEXT 职位/任职起始 Position / Since:? FORMTEXT 直接主管 Name of supervisor:  FORMTEXT 业务主管Name of functional manager: FORMTEXT 面谈日期 Date of interview: FORMTEXT 上次面谈日期 Date of last interview: FORMTEXT 发展和绩效评估 Development and Performance 绩效 Performance 能力Competencies 发展Development 意见Comments 每一位管理人员都要对他们员工的未来发展负责。这是达能集团的基本管理原则，集团的价值观也明确肯定了这一要求。 Each supervisor is responsible for the development of his/her employees. It is a fundamental management principle in the DANONE Group, and this requirement is clearly confirmed by the Group values. 绩效评估和发展指南是为帮助管理人员更好地履行这一要求而设计的。它适用于集团内所有的公司，并作为上级管理人员和员工之间进行年度评估的基本依据。 The Performance and Development Guide has been designed to help managers to satisfy at the maximum this requirement. It is common to all companies within the Group and is used as a basis for the annual appraisal between the supervisor and his/her employees. 绩效和发展评估的面谈须达到以下四个目标： The performance and development appraisal interview satisfies 4 objectives: 评估上一年目标的达成情况（成功和困难之处）。 To assess the results (successes and difficulties), respecting the objectives of the previous year. 评估员工的能力（集团所期望的管理能力和部门所要求的特殊能力），并确定员工的发展需求。 To evaluate the employee’s competencies (managerial competencies expected by the Group and the specific ones of the function), and to identify development needs. 设定个人和职业发展的计划。 To produce personal and professional development plans. 为来年设定目标，并明确达成目标的手段方法，以及未来评估所需要的指标。 To set the objectives for the coming year, and to specify the means for achieving them, and the indicators needed for their future evaluation. 为达成上述目标，管理人员和员工之间必须进行一次谈话以充分交流观点。面谈时间要足够长，以便深入评估。在面谈之前，管理人员和员工都必须进行充分准备。 All these items are highlighted in a proper exchange of views and a dialogue between the supervisor and his/her employee. The interview must be long