如何有效進(jìn)行績(jī)效評(píng)估(ppt)
Conducting Effective Performance Appraisal 如何有效進(jìn)行績(jī)效評(píng)估
Objectives 課程目標(biāo)：
At the end of the session, the participants will be able to課程結(jié)束之后，學(xué)員能夠:

Understand the framework of Performance Appraisal System 了解績(jī)效評(píng)估的概念及架構(gòu)
Clarify and understand Potential Problems when conduct appraisal and overcome the problems 知道評(píng)估時(shí)遇到的問(wèn)題及解決方法
How to accomplish the performance appraisal and fill the appraisal forms 學(xué)會(huì)如何評(píng)估及填寫評(píng)估表
What is Performance Appraisal?什么是績(jī)效評(píng)估？
It is the process of assessing, summarizing, and developing the work performance of an employee.

績(jī)效評(píng)估是對(duì)員工的工作績(jī)效進(jìn)行評(píng)定、總結(jié)，進(jìn)而提升員工工作業(yè)績(jī)的過(guò)程。
Why do we need to have a Performance Appraisal System? 為什么我們要進(jìn)行績(jī)效評(píng)估呢？
A way to recognize and relate individual work performance to the strategic or long-term vision and mission of the organization.
Uses of Performance Appraisals 績(jī)效評(píng)估的用處
Performance Feedback 績(jī)效的反饋
HR Planning 人力的規(guī)劃
Employee movement (retention/ discharge/ transfer) 人員變動(dòng)（保持原態(tài)/解雇/轉(zhuǎn)崗）
Promotion 晉升
Training 培訓(xùn)





Conducting Performance Appraisals 進(jìn)行績(jī)效評(píng)估
Potential Problems 潛在的問(wèn)題
Leniency Error:The tendency to evaluate a set of employees too high (positive) or too low (negative) 評(píng)估過(guò)高（太肯定）或過(guò)低（太否定）
Potential Problems 潛在問(wèn)題
Similarity Error:Giving special consideration when rating others to those qualities that the evaluator perceives in himself or herself 按其他表現(xiàn)好的下屬的行為標(biāo)準(zhǔn)來(lái)評(píng)估目前評(píng)估的下屬
Overcoming the Problems 解決問(wèn)題的方法
If possible, use multiple evaluators 盡可能用多個(gè)人進(jìn)行評(píng)估
Train evaluators 評(píng)估前對(duì)評(píng)估者進(jìn)行培訓(xùn)
Emphasize behaviors rather than traits 對(duì)事不對(duì)人
Document performance behaviors 對(duì)具體的行為表現(xiàn)記錄在案


Tell me what you see exercise “事實(shí)”與“感受”練習(xí)


Differentiate the 不同點(diǎn)….

Objective 客觀
Physical 本質(zhì)的
Concrete 具體的
Tangible 確切的
Measurable 可測(cè)量的
Facts 事實(shí)

Subjective 主觀
Cognitive 感知的
Thinking 思量的
Judgment 判斷的
Interpretation 解釋的
Assumption 假定/設(shè)想的
Analysis 分析的













When do we Accomplish Performance Appraisals? 什么時(shí)候使用評(píng)估表？
For probationary employees試用工:
At least 2 weeks before the first 3 months of employment to determine if employee should continue with employment 如果確定繼續(xù)錄用,應(yīng)在雇傭第3個(gè)月的前兩個(gè)星期填寫

When do we Accomplish Performance Appraisals? 什么時(shí)候使用評(píng)估表？
For regular employees 一般員工:
To be conducted in November/December of the year(This will cover 12 months performance) 2004---to be completed on/or before Dec.6th 每年年底前兩個(gè)星期填寫（涵蓋12個(gè)月績(jī)效） 2004年的評(píng)估須在12月6日之前完成
Promotions, transfers 晉升/轉(zhuǎn)崗：
Performance appraisals will be conducted before effecting any permanent change in employment status. 應(yīng)在以上任何雇傭狀態(tài)永久改變前填寫

Q & A 問(wèn)答時(shí)間


如何有效進(jìn)行績(jī)效評(píng)估(ppt)