大三上必修輔修課件-人力資源chap

1Chap6AppraisingandImprovingPerformance了解績效績效(performance)定義？與努力(effort)之關(guān)系？決定績效的因素（直接、間接）：

個(gè)人：努力、能力、精力（生理、心理）、角色認(rèn)知

環(huán)境：時(shí)間、目標(biāo)、與他人關(guān)系、主管、溫度、光線、

噪音、設(shè)備績效的運(yùn)用

1）人事異動(dòng)—升遷、解雇、降級(jí)…未來表現(xiàn)預(yù)測

2）教育訓(xùn)練。3）工作績效改善。4）人力資源規(guī)劃與執(zhí)行，員工甄選的有效性

23PrefaceCompanygoal,organizationneedsFormalInformalContinuousSuperior,colleague,outsiderRoleofHRM1）建立系統(tǒng)、方法、表格。2）訓(xùn)練/協(xié)助主管、員工認(rèn)知、執(zhí)行此系統(tǒng)。3）保留記錄。4）檢討、改善。4AProcessHelpemployeestounderstandtheirroles,objectives,expectations,performance,performancesuccessHelporganizationtoevaluatePerformanceManagement:workenvironmentHelpHRMactivities,processreviewMonthly,quarter,biannual,annual

5AdministrativePurposeLegalrequirements:document,accurate,objective,case1:goodyear,p288Personneldecisioninpromotion,demotion,retention,transferring,reprobation,layoff,firingEvaluatetrainingprograms,hiringoperationReward,compensationdecisionPersonnelplanning6DevelopmentPurposeRecognizeemployeeperformanceIdentifyindividualstrengths/weakness,problems,trainingneeds,careerpathplanAssistinpersonalgoalsetting,achievement,organizationaltrainingneedsTwo-waycommunication7Effectiveness?PotentialTeamworkOnlyusefulatextremes–good,badShort,longtermSubjective,inconsistent,autocratic

createdistancebetweenmanagerandemployees8Whyitfails?HRM:notworksystematically,structurally

planning,communication,trainingManagers:notperformappropriately

mentality,attitude,abilities,skills,Employees:notunderstandclearly

evaluatingcriteria,process,expectationTopmanagers:notsupport9Whyitfails?Onlyforpaydecision,judgmentnotfordevelopment,employeecoachingOne-waycommunicationCriteria,methodsandwayofevaluatingWasteoftime,relationshipconfrontingPerfunctory,甲乙丙輪流10DevelopinganEffectiveAppraisalHRMandlinemanagersFairness,accuracyPerformanceStandard

job-relatedrequirements

jobdescription

jobspecification11ConsiderationsStrategicRelevance:organizationgoalsReliability:measurement,standard

consistency,CalibrationCriteriaDeficiency:notmeasured,completeCriteriaContamination:outsideofcontrolComplyingthelaw:

Samecriteriaasselection,jobrelated

vagueness,discrimination,p257-25812WhoshouldAppraisalPerformanceLinemanager:training,ability,timeSelf-appraisal:highgrade,

development,administrationSubordinates:training,ability,scope

anonymousPeer:popularitycontest,retaliation,rivalry,

teamspiritTeam:team,individual13360-degree

feedback

(Multi-raterassessment)Prosandcons:p262Implementation:

anonymity,training,prevent‘gaming”quantitative,prejudiceCase:Jonson&Jonson,p29014TrainingAppraisersCompanyappraisalplanPurposeoftheappraisalEliminatesubjectiveerrors

haloeffect

distributionerror:centraltendency,leniency,strictness,recency,firstimpression,stereotypes,contrast,similar-to-me,forceddistributionsystem15FeedbackTrainingCoaching,judging?Training:

a)communication,

b)diagnosingtherootcauseofperformance

problems,

c)settinggoalsandobjectives16AppraisalMethods--TraitTraitMethods:dependability,creativity,initiatives,leadership,biases,subjectiveGraphicRatingScales:工作量、可靠度、工作知識(shí)、出席率、正確性、合作性，1-5級(jí)。Characteristics,degree,clearly,rater,p268training,comments，項(xiàng)目選擇Mixed-StandardScales:superior,average,inferior,comparison,p26917TraitForced-Choice（強(qiáng)制選擇評(píng)估法）:右邊敘述，如拒絕接受批評(píng)、容易相處，左邊1-5級(jí)評(píng)分，HR加權(quán)，主觀、沖突,p269

successful?Validity,developingemployees?Essay（論述評(píng)核法）:書面敘述工作量、品質(zhì)、知識(shí)、能力等。缺點(diǎn)：主觀、不易比較、文筆strengths,weakness,comments,time,writingability,subjective,complete,performanceVague,subjective,completeness,relationwithperformance18BehaviorCriticalincident（關(guān)鍵事件評(píng)核）:評(píng)核人在事件發(fā)生時(shí)以書面記錄該事件與員工令人滿意、不滿意之行為。unusualgood,bad,keepalogordiary,performance,objectivity

缺點(diǎn)：耗時(shí)、定義不清、文筆、摩擦Behaviorchecklist（核對(duì)清單）：以是否回答，問題加權(quán)，解釋權(quán)在HRM，耗時(shí)、解釋不同。P271BehaviorObservationScales(BOS):criticalincident,frequencyofbehaviorsp272BehaviorallyAnchoredRatingScale(BARS)定錨式行為評(píng)估量表評(píng)估成功執(zhí)行一個(gè)工作的必要行為，不在工作績效的結(jié)果，而是假設(shè)職能行為將導(dǎo)致績效是否優(yōu)良。以工作層面衡量，如管理者之工作層面有規(guī)劃、組織、領(lǐng)導(dǎo)、監(jiān)控等，就各層面擬定量表。左邊為量表值（1-7，無法接受、很差、低于普通、普通、好、很好、極好），右邊為量表錨，左邊定錨。優(yōu)點(diǎn)：主管與屬下一起訂，實(shí)際、雙方接受、明確、回饋。缺點(diǎn)：費(fèi)時(shí)jobanalysis,criticalincidentperformance,acommitteetoidentifyjobcharacteristics,dimensions19Rankingmethods（評(píng)等法）輪替法：左側(cè)名單挑出最有價(jià)值的、最沒價(jià)值的，一次放倒右側(cè)。配對(duì)法：2個(gè)2個(gè)比，優(yōu)的打勾，算打勾數(shù)量。缺點(diǎn)：人多難比強(qiáng)制分配：常態(tài)分布,20-60-20，缺點(diǎn)：人少不適用2021ResultsProductivity:sales,production,scraprate

exterior,environment,

empowerment,“whatgets

measuredgetsdone”Managementbyobjectives(MBO):aprocesstosetmutuallyagreedgoalsfromorganizationtodepartmentandindividual.

P274-75,quantifiable,employee’scontrol22MBOKASHPerformanceGoals:

difficulty,complexity.Clarity,conflictsBehavior行動(dòng)計(jì)畫EnvironmentPromiseFeedback目標(biāo)管理實(shí)例1.產(chǎn)能：一段時(shí)間的生產(chǎn)數(shù)量2.品質(zhì)：退貨、顧客抱怨次數(shù)、項(xiàng)目、良率3.成本：生產(chǎn)/服務(wù)單位的貨幣成本4.人事：離職、請假、缺席、遲到5.安全：工傷率可量化、有挑戰(zhàn)性、可達(dá)成性、員工參與2324TheBalancedScorecardFinanceInternalProcessesCustomerInnovation&LearningVision/Strategy25Finance:獲利率、資本報(bào)酬率、營收、成

長、資金周轉(zhuǎn)率、costreductionCustomer:顧客滿意度、維持率、定貨/收貨

時(shí)間、市占率、電話反應(yīng)時(shí)間Process:作業(yè)流程、生產(chǎn)力、處理訂單時(shí)

間、獲得物料時(shí)間、品質(zhì)Learning:員工滿意度、技能、訓(xùn)練、態(tài)度、

產(chǎn)品/服務(wù)改善、研發(fā)/上市時(shí)間26計(jì)畫目標(biāo)衡量Year第一季第二季目標(biāo)實(shí)際目標(biāo)實(shí)際財(cái)務(wù)營收成長學(xué)習(xí)流動(dòng)率研發(fā)訓(xùn)練27ImplementationTranslatestrategyintoscorecardobjectivesMeasureeachobjectiveCascadescorecardstothefrontlinePerformancefeedbackEmpoweremployeesReassess:continuousloopprocess28Whichmethodtouse?P277,figure6.7PurposeoftheappraisalResources:Time,skills,people,money29AppraisalInterviewPerformancereview,growthplanCommunication,training,counselingLeadtimeTell-and-sell:attitude,behavior,motivation

incentiveTell-and-listen:2-wayProblem-solving:listen,accept,respondFlexibleapproach30ConductingappraisalinterviewAskforself-assessment,procedurejusticeInviteparticipation,fair,usefulExpressappreciation,positiveMinimizecriticism,constructively

recurrentproblem,behavior

specific,simple,factual,tothepoint

feeling,relationship,timing

Makeimprovementyourgoal31interviewChangebehavior,notthepersonFocusonsolvingproblemsBesupportiveEstablishgoals:

emphasizestrengths,concentrateon

opportunities,limitplans,actionplanFollowupdaytoday32ImprovingperformanceIdentifysourceofineffectiveperformancep282Motivation:personalgoals,attitude,conflicts

hygiene,incentive

Environment:equipment,process,positions,

jobdesign,rules,support,

lawsandregulati