績效管理指南必備信息中英版

ForChinaHotelsEXCOM,Dept.Heads,Supervisors,andEmployees適用于中國區(qū)酒店行政委員會成員,部門經(jīng)理,主管及員工績效管理指南必備信息TheYear-EndPerformanceManagementProcess

年終績效管理流程CalibrationMeeting

校準(zhǔn)會議PerformanceReview

績效評估PerformancePlanning

績效規(guī)劃EmployeeSelfAssessment

員工自我評估DevelopmentandCareerPlanning

職業(yè)發(fā)展計劃CalibrationMeeting校準(zhǔn)會議PerformanceReview績效評估PerformancePlanning績效規(guī)劃EmployeeSelfAssessment員工自我評估DevelopmentandCareerPlanning職業(yè)發(fā)展計劃

Asanemployeethefirstthingyouneedtodoisaselfassessment.UsetheannualperformancereviewformtostructureyourthinkingbycompletinganassessmentofyourcompetenciesandyourKPO’s.作為一名員工，你需要做的第一件事是一份自我評估。利用年度績效評估表來組織思路，填寫領(lǐng)導(dǎo)力素質(zhì)評估和主要績效目標(biāo)。Downloadtheformfromhttp://www.i-connect.bz/portal/page?_pageid=53,82409&_dad=portal&_schema=PORTAL訪問集團(tuán)內(nèi)部網(wǎng)站http://www.i-connect.bz/portal/page?_pageid=53,82409&_dad=portal&_schema=PORTAL

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AboutLeadershipBrandCompetencies

關(guān)于品牌領(lǐng)導(dǎo)力能力

CompetencyGuidesforalllevelsareavailablefrom可以從以下網(wǎng)站下載各個級別的能力指南-http://www.ionnect.bz/portal/page?_pageid=53,82409&_dad=portal&_schema=PORTALMoreaboutratings有關(guān)評分的更多內(nèi)容1.Thekeythingtorememberabouttheratingsisthatperformanceismeasured againstbothwhatyoudoandhowyoudoit. ThatisagainsttheKPO’sandtheLeadershipCompetencies. 有關(guān)評分要記住的關(guān)鍵一點(diǎn)是，績效評定的依據(jù)包括你做了什么以及你如何做。 評分根據(jù)主要績效目標(biāo)和領(lǐng)導(dǎo)力素質(zhì)進(jìn)行。2.TheformguidesyoutogiveindividualKPOandLeadershipCompetencyratings. 績效評估表會引導(dǎo)你進(jìn)行個人主要績效目標(biāo)和領(lǐng)導(dǎo)力素質(zhì)的評分。ForbothKPO’sandLeadershipCompetenciesyouwillalsoneedanoverallrating. Thereisnomathematicalcalculationatthisstage.Itisnotanaveragebutan overallratingasawholenumberthatreflectsthelevelofachievement/difficulty againstKPO’sandLeadershipCompetencies. 對于主要績效目標(biāo)和領(lǐng)導(dǎo)力素質(zhì)，你都將需要給出一個總體評分。在這個階段沒有 數(shù)學(xué)計算。這并不是平均數(shù)，而是一個總分，反映了針對主要績效目標(biāo)和領(lǐng)導(dǎo)力 素質(zhì)的達(dá)成/差距程度。-Thereisachoiceof5ratingswhichareoutlinedintheAnnualPerformanceReviewform.年度績效評估表中歸納了5個評分選擇。-TogettotheOverallPerformanceRatingaddtheKPOratingandtheLeadershipCompetencyratingandsimplydivideby2.Soa2ratingonKPO’sanda3onLeadershipCompetenciesisanOverallPerformanceRatingof2.5.TheOverallPerformanceRatingistheonlytimeadecimalisused.-將主要績效目標(biāo)評分加上領(lǐng)導(dǎo)力素質(zhì)評分，再除以2，即得到總績效評分。因此，如果主要績效目標(biāo)是2分，領(lǐng)導(dǎo)力素質(zhì)是3分，那么總績效評分為2.5分。只有總績效評分會出現(xiàn)小數(shù)點(diǎn)。5ConsistentlyExceedsExpectations:Theemployeeconsistentlyexceedsalltheexpectationsforkeyresponsibilities,keyperformanceobjectivesandleadershipcompetencies.Thismeans:Exceptionalperformanceacknowledgedassuchbypeersandseniorleaders.5一貫超出期望值：該員工在主要職責(zé)、主要績效目標(biāo)和領(lǐng)導(dǎo)力素質(zhì)各方面始終如一的超出期望標(biāo)準(zhǔn)。即：同事與高層領(lǐng)導(dǎo)公認(rèn)的特別出色的績效表現(xiàn)。4FrequentlyExceedsExpectations:Theemployeeachievesandfrequentlyexceedsexpectationsforkeyresponsibilities,keyperformanceobjectivesandcompetencies.Thismeans:Consistentoverperformanceagainstanalreadystretchingsetofstandards.4經(jīng)常超出期望值：該員工在主要職責(zé)、主要績效目標(biāo)和領(lǐng)導(dǎo)力素質(zhì)各方面達(dá)到并經(jīng)常超出期望標(biāo)準(zhǔn)。即：績效表現(xiàn)始終超出已經(jīng)擴(kuò)展的設(shè)定標(biāo)準(zhǔn)。3MeetsExpectations:Theemployeemeetsestablishedexpectationsforkeyresponsibilities,keyperformanceobjectivesandcompetencies.Thismeans:Goodperformance.Aratingthatanypersonshouldfeeljustifiablyproudof.3達(dá)到期望值：該員工在主要職責(zé)、主要績效目標(biāo)和領(lǐng)導(dǎo)力素質(zhì)各方面達(dá)到既定的期望標(biāo)準(zhǔn)。即：績效表現(xiàn)良好。任何人得到這個評分都有理由感到自豪。2AlmostAttainsExpectations:Theemployeeachievesmostexpectationsforkeyresponsibilities,keyperformanceobjectivesorcompetencies.Thismeans:Disappointingbutstillanacceptableperformance.Withfocus,thepotentialtoraisestandardsexists.2基本達(dá)到期望值：該員工在主要職責(zé)、主要績效目標(biāo)和領(lǐng)導(dǎo)力素質(zhì)各方面達(dá)到大部分期望標(biāo)準(zhǔn)。即：盡管令人失望，但仍屬于可接受范圍的績效表現(xiàn)。需要強(qiáng)調(diào)，存在提高標(biāo)準(zhǔn)的可能。1BelowExpectations:Theemployeedoesnotmeetexpectationsforkeyresponsibilities,keyperformanceobjectivesorcompetencies.Thismeans:Performanceimprovementplanneedstobeinplace.Withoutsignificantimprovementwithinthenextthreemonthsplacementinanalternativeroleorexitfromthebusinessneedstooccur.1低于期望值：員工在主要職責(zé)、主要績效目標(biāo)和領(lǐng)導(dǎo)力素質(zhì)各方面沒有達(dá)到期望標(biāo)準(zhǔn)。即：需要實(shí)施績效提高計劃。如果未來三個月中沒有明顯改進(jìn)，則需要更換工作角色或退出公司。CalibrationMeeting校準(zhǔn)會議PerformanceReview績效評估PerformancePlanning績效規(guī)劃EmployeeSelfAssessment員工自我評估DevelopmentandCareerPlanning職業(yè)發(fā)展計劃ThecalibrationmeetingprocessiswhereManagerscometogetherto:校準(zhǔn)會議流程上，經(jīng)理們會集中進(jìn)行：Havequalityconversationsaroundthecollectiveoftheteam/function圍繞對團(tuán)隊/部門的總體評價進(jìn)行高質(zhì)量的談話Ensureratingsacrossthebusinesshaveintegrity確保公司內(nèi)進(jìn)行的績效評分真實(shí)可信CalibrationMeeting校準(zhǔn)會議PerformanceReview績效評估PerformancePlanning績效規(guī)劃EmployeeSelfAssessment員工自我評估DevelopmentandCareerPlanning職業(yè)發(fā)展計劃Inpreparingforthecalibrationmeetingmanagersneedto:在參加校準(zhǔn)會議的準(zhǔn)備過程中，經(jīng)理們需要：Beginbycollectingemployees’selfassessments先收集員工們的自我評估Compareandcontrastthesewithyourviews將這些自我評估與你的觀點(diǎn)比較和對照Consolidateindividualemployeeratingintoasingledocument將所有員工個人評分合并到一個文件中CalibrationMeeting校準(zhǔn)會議PerformanceReview績效評估PerformancePlanning績效規(guī)劃EmployeeSelfAssessment員工自我評估DevelopmentandCareerPlanning職業(yè)發(fā)展計劃Duringthecalibrationmeetingthefocuswillbeon:校準(zhǔn)會議過程中，重點(diǎn)應(yīng)放在：Ageneralreviewofratingsforeachindividual對每個人的評分進(jìn)行綜合回顧Provideevidenceanddiscussionstosupportrating提供證據(jù)和討論來支持評分CalibrationMeeting校準(zhǔn)會議PerformanceReview績效評估PerformancePlanning績效規(guī)劃EmployeeSelfAssessment員工自我評估DevelopmentandCareerPlanning職業(yè)發(fā)展計劃

Allowenoughtimetocovereverythingandnotfeelrushedduringthediscussion.討論過程要留出充足時間，能夠涵蓋到所有問題，不要在匆忙中進(jìn)行Ifyoupreferbreaktheconversationdowninto2parts.Thefirstfocusingontheperformancereviewitself,withthesecondpartfocusingonthedevelopmentandcareerplanningalongwithKPOsettingfortheforthcomingyear.根據(jù)你的喜好，可以將談話分成兩部分進(jìn)行。第一部分著重討論績效評估本身，第二部分著重在個人發(fā)展和事業(yè)規(guī)劃，及未來一年主要績效目標(biāo)的設(shè)定CalibrationMeeting校準(zhǔn)會議PerformanceReview績效評估PerformancePlanning績效規(guī)劃EmployeeSelfAssessment員工自我評估DevelopmentandCareerPlanning職業(yè)發(fā)展計劃MakesurebothmanagerandemployeeareabletogivespecificexamplestohelpexplainperformanceagainsteitheraKPOoracompetency.確保經(jīng)理和員工能夠給出詳細(xì)具體的例子，幫助解釋某項(xiàng)主要績效目標(biāo)或領(lǐng)導(dǎo)力素質(zhì)的績效表現(xiàn)Makesuretheconversationtakesplaceintherightsortofenvironment–onewhichisfreefrominterruptions.確保談話在合適的環(huán)境中進(jìn)行，即談話不會被打斷的場所Behonestandopenwithoneanother.雙方應(yīng)開誠布公Listentooneanothercarefully.應(yīng)仔細(xì)聆聽對方CalibrationMeeting校準(zhǔn)會議PerformanceReview績效評估PerformancePlanning績效規(guī)劃EmployeeSelfAssessment員工自我評估DevelopmentandCareerPlanning職業(yè)發(fā)展計劃ThepurposeofthePerformancePlanningmeeting績效規(guī)劃會議的目的是：–whichcantakeplaceatthesametimeasthePerformanceReviewconversationorseparatelyifnecessary–isto:可以與績效評估談話同時或必要時分開進(jìn)行SetKPO’sfortheyearahead設(shè)定下一年度的主要績效目標(biāo)?Discussnextstepsforcareerdevelopment討論事業(yè)發(fā)展將采取哪些行動?AgreeadevelopmentplanthatworksforbothmanagerandemployeeasusefulfortheyearAhead達(dá)成經(jīng)理和員工一致認(rèn)可的下一年度的有效的職業(yè)發(fā)展計劃CalibrationMeeting校準(zhǔn)會議PerformanceReview績效評估PerformancePlanning績效規(guī)劃EmployeeSelfAssessment員工自我評估DevelopmentandCareerPlanning職業(yè)發(fā)展計劃SettingKPO’sfortheyearahead設(shè)定未來一年的主要績效目標(biāo)ThemostimportantthingaboutKPO’sistolinkpriorities,ifnottothebusinessstrategyatthehighlevel,thentothedepartmentalorteamlevelgoals.WhatwillyoubedoingthatwillhelptoaddvaluetoIHG?關(guān)于主要績效目標(biāo)最重要的一件事是如果目標(biāo)不能夠和企業(yè)高級戰(zhàn)略聯(lián)系起來的話，需要與部門或團(tuán)隊的目標(biāo)聯(lián)系起來。你會做些什么來幫助提升洲際酒店集團(tuán)的價值？EquallyimportantisthatyouKPO’sarewritteninawaywhichmakesitclear同樣重要的是，你的主要績效目標(biāo)明確說明了：?Whatneedstobedone需要做什么?Howitwillbedone如何去做?Whenitwillbedone什么時候做?Whatsuccesslookslike如何評估成功CalibrationMeeting校準(zhǔn)會議PerformanceReview績效評估PerformancePlanning績效規(guī)劃EmployeeSelfAssessment員工自我評估DevelopmentandCareerPlanning職業(yè)發(fā)展計劃Assessingperformanceonlyreallybecomesusefulwhenitistakentothenextstage–thatistakingstepstodevelopandimproveit.績效評估真正變得有用是在下一階段時－付諸實(shí)施和進(jìn)行提高Developmentcanmeanlotsofdifferentthings.Itcanbesolelyfocusedonacurrentjob;equallyitcanbeaboutpreparingforafuturerole.個人發(fā)展意味著很多不同的內(nèi)容，可以是僅僅關(guān)注在目前的工作上；也可以是在為未來的工作做準(zhǔn)備。ThePersonalDevelopmentPlan(PDP)isatoolwhichcanhelptoplotdevelopmentgoalsandadvancecareeraspirations.個人發(fā)展計劃（PDP）是一個能夠幫助策劃個人發(fā)展目標(biāo)和提升職業(yè)前景的工具。

CalibrationMeeting校準(zhǔn)會議PerformanceReview績效評估PerformancePlanning績效規(guī)劃EmployeeSelfAssessment員工自我評估DevelopmentandCareerPlanning職業(yè)發(fā)展計劃Attheendoftheperforman