績效管理程序文件

1、員工績效管理程序 員工績效管理程序Staff Performance Management Procedures1. 目標(biāo) 目標(biāo) Objectives通過上級經(jīng)理與下屬員工之間就工作職責(zé)、工作目標(biāo)及標(biāo)準(zhǔn)、工作績效等問題所做的溝通，幫 助下屬不斷提高工作業(yè)績，促進(jìn)下屬員工能力的提高，確保個人、部門及公司績效目標(biāo)的實 現(xiàn)。同時通過對員工一定時期的工作成績、工作能力的考核，把握每一位員工的實際工作狀 況，為教育培訓(xùn)、工作調(diào)動，以及提薪、晉升、

2、獎勵、表彰等提供客觀可靠的依據(jù)。Performance management is for ensuring the achievement of performance targets of each staff, department and the company through communication between the managers and his subordinates on job duties, obj

3、ectives and standards as well as performance, which support the improvement of performance and competence of subordinates. Performance appraisal aims to appraise the performance and capability of staff in a certain tim

4、e to know each employee’s working status. Meanwhile, it’s also offering objective and reliable proofs for training, reassignment, salary increment, promotion, reward and commendation etc.2. 績效管理環(huán)節(jié) 績效管理環(huán)節(jié) Performance Ma

5、nagement Courses? 績效計劃 Performance planning? 績效實施與監(jiān)控 Performance monitoring? 績效考核 Performance appraisal? 績效反饋 Performance feedback3. 各環(huán)節(jié)具體要求、流程 各環(huán)節(jié)具體要求、流程 Process of Performance Management Courses 3.1 制訂績效計劃 Performance

6、 Plan上級經(jīng)理根據(jù)考核周期公司對員工要求和期望，和員工共同確定工作績效目標(biāo)及衡量標(biāo)準(zhǔn)，并 將員工績效計劃考核表(包括關(guān)鍵績效考核指標(biāo)和通用指標(biāo)等部分) 交員工確認(rèn)。 Mangers should set up together with his subordinates the performance target and measurement based on the company requirements and expe

7、ctations. The performance plan including KPI and general indicators should be handed over to staff for confirmation. 績效目標(biāo)主要包括以下幾個方面內(nèi)容： Performance Targets? 關(guān)鍵績效指標(biāo) KPI （年度考核時權(quán)重 60%） KPI (weight 60% in annual appraisal

8、 of all indicators)? 工作能力與態(tài)度考核（年度考核時權(quán)重 40%）General Indicators Working capability and attitude appraisal (weighing 40% in annual appraisal of all indicators) 3.2 績效實施與監(jiān)控 Performance monitoringd) 考核流程 Appraisal process ? 員

9、工自評（時間：考核周期末月結(jié)束前一周）Self-appraisal (time: last week of each quarter/year) 考核周期結(jié)束時，員工應(yīng)對照《崗位說明書》和期初制訂的《績效計劃考核表》，從工作 業(yè)績、工作能力和工作態(tài)度三方面進(jìn)行述職和自我評價，填寫《績效計劃考核表》中的相 關(guān)內(nèi)容，并提交給直接上級。 By the end of appraisal cycle, the staff should do s

10、elf appraisal against his job description and the preset performance plan, and submit the result to his manager. ? 上級經(jīng)理評價（時間：下個考核周期首月第一周結(jié)束日前）Manger’s Appraisal (time: first week of the following quarter/year)上級經(jīng)理參考員工自評

11、、《崗位說明書》和期初制訂的《績效計劃考核表》對員工進(jìn)行評 價。 The manager do the evaluation with reference to the self appraisal，job description and the preset performance plan of his subordinatese) 評分標(biāo)準(zhǔn)Scoring ： KPI 指標(biāo)考核標(biāo)準(zhǔn) KPI scoring ： >100=卓

12、越 Beyond Expectation100-90=優(yōu)秀 Excellent 89-75=良好 Good 74-60=稱職 Competent 59-45=需改進(jìn) Need improvement 44-0=不稱職 Not competent備注：季度 KPI 指標(biāo)考核時權(quán)重為 100%。 Note: the weight for the KPI quarterly scoring is 100%年度綜合指標(biāo)考核標(biāo)準(zhǔn) Annu

13、al scoring for all indicators： >100=卓越 Beyond Expectation100-90=優(yōu)秀 Excellent 89-75=良好 Good 74-60=稱職 Competent 59-45=需改進(jìn) Need improvement 44-0=不稱職 Not competent備注：年度綜合指標(biāo)考核時，KPI 考核指標(biāo)，權(quán)重為 60%。 Note: in the annual sco

14、ring for all indicators, the KPI indicator is the annual KPI, weighted 60%.3.4 績效反饋 Performance Feedback 在考核結(jié)束后，上級經(jīng)理必須與每一位下屬進(jìn)行考核面談，確認(rèn)績效考核結(jié)果，共同制定績 效改進(jìn)計劃。 After the appraisal, the manager should have a face-to-face discuss

15、ion with the subordinates to confirm the final appraisal score and make the improvement plan together. 3.5 文件管理 Performance record績效反饋完成后，上級經(jīng)理應(yīng)將一份完整的考核材料原件遞交至人力資源部存檔，考核材料不 允許修改，如需修改或重新記錄，需當(dāng)事人簽字確認(rèn)。 After the feedback, th

16、e managers should hand over a complete set of performance records to HR department for filing. No modification is allowed on the record unless the relevant persons sign besides the modified parts. 3.6 考核結(jié)果的應(yīng)用 Applicati