企业绩效评估的实施要素.ppt

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1、书山有路勤为径，学海无涯苦作舟书到用时方恨少，事非经过不知难20 五月 2023企业绩效评估的实施要素书山有路勤为径，学海无涯苦作舟书到用时方恨少，事非经过不知难v 在讲座之后，学员们能够按照绩效评估的方法和原理，讨论本单位绩效评估的现状。绩效评估教学目的：2 2 人力资源发展与管理讲义 人力资源发展与管理讲义书山有路勤为径，学海无涯苦作舟书到用时方恨少，事非经过不知难绩效评估思考题：1.1.直线部门和HR部门在绩效评估中的职责是什么？2.2.绩效评估的主要方法有哪些？3.3.什么方法比较适合你的单位？3 3 人力资源发展与管理讲义 人力资源发展与管理讲义书山有路勤为径，学海无涯苦作舟书到用时

2、方恨少，事非经过不知难Contentsv v Adiagnosticapproachtoperformanceevaluationv v Formatofevaluationv v Selectedevaluationtechniquesv v Potentialproblemsinperformanceevaluationsv v Thefeedbackinterview 4 4 人力资源发展与管理讲义 人力资源发展与管理讲义书山有路勤为径，学海无涯苦作舟书到用时方恨少，事非经过不知难案例分析CaseAnalysisv v 罗云-地区经理-10个供应站v v 老马-供应站主任 学历不高学历不

3、高 业绩突出业绩突出-客户关系好客户关系好,下属关系好下属关系好 5 5 人力资源发展与管理讲义 人力资源发展与管理讲义书山有路勤为径，学海无涯苦作舟书到用时方恨少，事非经过不知难Contentsv Adiagnosticapproachtoperformanceevaluationv v Formatofevaluationv v Selectedevaluationtechniquesv v Potentialproblemsinperformanceevaluationsv v Thefeedbackinterview 6 6 人力资源发展与管理讲义 人力资源发展与管理讲义书山有路勤为径

4、，学海无涯苦作舟书到用时方恨少，事非经过不知难Adiagnosticapproachtoperformanceevaluationv v Performancemanagementv v Performanceevaluationv v Purposeofevaluationv v Performanceevaluationandlaw 7 7 人力资源发展与管理讲义 人力资源发展与管理讲义书山有路勤为径，学海无涯苦作舟书到用时方恨少，事非经过不知难Performancemanagementv v(p.243)Istheprocessbywhichexecutives,managers,sup

5、ervisorsworktoalignemployeeperformancewiththefirmsgoals.Ithasaprecisedefinitionofexcellentperformance,usesmeasurementsofperformance,andprovidesfeedbacktoemployeesabouttheirperformance.performanceevaluationiscrucialpartofafirmsperformancemanagement.8 8 人力资源发展与管理讲义 人力资源发展与管理讲义书山有路勤为径，学海无涯苦作舟书到用时方恨少，事非

6、经过不知难Performanceevaluationv v(P.244)istheHRMactivitythatisusedtodeterminetheextenttowhichanemployeeisperformingjobeffectively.v Other terms:Performancereviews,EmployeeappraisalPerformanceevaluation,Meritrating,Personnelrating,Employeeevaluation 9 9 人力资源发展与管理讲义 人力资源发展与管理讲义书山有路勤为径，学海无涯苦作舟书到用时方恨少，事非经过不

7、知难绩效评估的本质v 通过科学的评估标准和方法，对员工的工作绩效进行定期的评估，从而全面了解员工完成工作的情况，发现其不足和存在的问题，并提出相应的改进措施。10 10 人力资源发展与管理讲义 人力资源发展与管理讲义书山有路勤为径，学海无涯苦作舟书到用时方恨少，事非经过不知难Purposes of evaluation DevelopmentandTraining Rewards Motivation Legalcompliance Humanresourceandemploymentplanning Compensation Communications HRMresearch 11 11

8、人力资源发展与管理讲义 人力资源发展与管理讲义书山有路勤为径，学海无涯苦作舟书到用时方恨少，事非经过不知难绩效评估的目的及与其他工作的关系绩效评估提高激励水平保持测评工具的信度和效度加强上下级沟通培训与发展需要依据人力资源需求与供给依据任免等人事决策依据奖酬根本依据遵守法律 12 12 人力资源发展与管理讲义 人力资源发展与管理讲义书山有路勤为径，学海无涯苦作舟书到用时方恨少，事非经过不知难Contentsv v Adiagnosticapproachtoperformanceevaluationv Formatofevaluationv v Selectedevaluationtechniq

9、uesv v Potentialproblemsinperformanceevaluationsv v Thefeedbackinterview 13 13 人力资源发展与管理讲义 人力资源发展与管理讲义书山有路勤为径，学海无涯苦作舟书到用时方恨少，事非经过不知难 ProcessEstablishperformancestandardsEstablishpoliciesHaveappraisergatherdata.Discusstheappraisalwiththeemployee.Makedecisionsandfiletheappraisal.Haveappraiserappraisee

10、mployeesperformance.Six steps:14 14 人力资源发展与管理讲义 人力资源发展与管理讲义书山有路勤为径，学海无涯苦作舟书到用时方恨少，事非经过不知难绩效评估与管理的循环图时间：中期中期检查与回顾适当调整目标 绩效评估与管理 绩效评估与管理 循环图 循环图时间：年末实施评估结果运用时间：日常工作中指导反馈时间：年初制定业绩目标计划制定个人能力发展计划 15 15 人力资源发展与管理讲义 人力资源发展与管理讲义书山有路勤为径，学海无涯苦作舟书到用时方恨少，事非经过不知难Establish criteria Definition:thedimensionsofperfo

11、rmanceupwhichanemployeeisappraised.Aneffectivecriteriashouldprocessthecharacteristics:Reliability Relevance Sensitivity Practicality 16 16 人力资源发展与管理讲义 人力资源发展与管理讲义书山有路勤为径，学海无涯苦作舟书到用时方恨少，事非经过不知难When should appraisal be done?Twochoices:v v Scheduledforarbitrarydates,suchasthedatethepersonwashired.v v S

12、cheduledatthecompletionofataskcycle.17 17 人力资源发展与管理讲义 人力资源发展与管理讲义书山有路勤为径，学海无涯苦作舟书到用时方恨少，事非经过不知难Involvement of OM and HRM in PAPerformance Appraisal function Performance Appraisal functionOperating manager Operating manager(OM)(OM)Human resource Human resource manager(HRM)manager(HRM)Establishperform

13、ancestandards Establishperformancestandards Approvedthestandards ApprovedthestandardsCalculatedbyHRMand CalculatedbyHRMandengineers engineersSetpoliciesonwhenPAtakesplace SetpoliciesonwhenPAtakesplace Approvedthepolicies Approvedthepolicies Recommendsthepolicy RecommendsthepolicySetpoliciesonwhoappr

14、aises Setpoliciesonwhoappraises Approvedthepolicies Approvedthepolicies Recommendsthepolicy RecommendsthepolicySetpoliciesoncriteriaofappraisal Setpoliciesoncriteriaofappraisal Approvedthepolicies Approvedthepolicies Recommendsthepolicy RecommendsthepolicyChoosetheappraisalsystem Choosetheappraisals

15、ystem Approvedthesystem ApprovedthesystemRecommendsthe Recommendsthesystem systemTraintheraters Traintheraters DonebyHRM DonebyHRMReviewemployeesperformance Reviewemployeesperformance DonebyOM DonebyOMDiscusstheappraisalwiththe Discusstheappraisalwiththeemployees employees DonebyOM DonebyOMFilethepe

16、rformanceappraisal Filetheperformanceappraisal DonebyHRM DonebyHRM 18 18 人力资源发展与管理讲义 人力资源发展与管理讲义书山有路勤为径，学海无涯苦作舟书到用时方恨少，事非经过不知难Who should appraise the employee?Acommitteeofseveralsupervisors Theemployeespeers(coworkers)Theemployeessubordinates Someoneoutsidetheimmediateworkstation Self-evaluation Aco

17、mbinationofapproaches,suchas360-degreefeedbacksystem.19 19 人力资源发展与管理讲义 人力资源发展与管理讲义书山有路勤为径，学海无涯苦作舟书到用时方恨少，事非经过不知难绩效评估的执行者v v 直接上级v v 同级v v 自我v v 下级v v 绩效评估委员会v v 360度反馈 20 20 人力资源发展与管理讲义 人力资源发展与管理讲义书山有路勤为径，学海无涯苦作舟书到用时方恨少，事非经过不知难绩效评估的实施程序1.在确定绩效评估的目标并开发和选择了评估的方法后，选择评估者2.培训评估者3.评估前信息发布和动员4.确定实施评估的具体日程安

18、排5.评估结果的有效处理（统计）6.评估结果的分析和评定7.评估结果的反馈及安排面谈（面谈培训）8.建立绩效评估的申诉渠道9.绩效评估的档案管理 21 21 人力资源发展与管理讲义 人力资源发展与管理讲义书山有路勤为径，学海无涯苦作舟书到用时方恨少，事非经过不知难绩效评估的成功要素1.获得最高管理层的强力支持2.广泛调查并搜集评估指标信息3.确认评估指标和权重系数4.选择合适的绩效评估工具5.精心挑选评估者6.培训评估者7.有效处理评估结果8.绩效反馈，建立面谈制度9.建立申诉渠道10.绩效评估档案管理 22 22 人力资源发展与管理讲义 人力资源发展与管理讲义书山有路勤为径，学海无涯苦作舟书

19、到用时方恨少，事非经过不知难Contentsv v Adiagnosticapproachtoperformanceevaluationv v Formatofevaluationv Selectedevaluationtechniquesv v Potentialproblemsinperformanceevaluationsv v Thefeedbackinterview 23 23 人力资源发展与管理讲义 人力资源发展与管理讲义书山有路勤为径，学海无涯苦作舟书到用时方恨少，事非经过不知难Selected evaluation techniquesTwoBroad categoriesIn

20、dividual evaluation methodsMultiple-person evaluation methods Graphic rating scale Forced choice Essay evaluation Critical incident technique Behaviorally anchored rating scale Behavioral observation scalesRanking Paired comparison Forced distribution Management by Objectives 24 24 人力资源发展与管理讲义 人力资源发

21、展与管理讲义书山有路勤为径，学海无涯苦作舟书到用时方恨少，事非经过不知难绩效评估的方法图表比例法图表比例法关键事件法关键事件法行为锚定法行为锚定法(BARS)(BARS)评语法评语法交替排列法交替排列法对偶比较法对偶比较法强制分配法强制分配法目标管理法目标管理法 25 25 人力资源发展与管理讲义 人力资源发展与管理讲义书山有路勤为径，学海无涯苦作舟书到用时方恨少，事非经过不知难Systematicapproachesofevaluationv v 平衡计分卡TheBalancedScorecard(BSC)v v 关键业绩指标keyperformanceindex(KPI)v v 目标管理法

22、managementbyobjectives（MBO）26 26 人力资源发展与管理讲义 人力资源发展与管理讲义书山有路勤为径，学海无涯苦作舟书到用时方恨少，事非经过不知难Graphic rating scaleTypicalgraphicratingscale:Name_Department_Date_outstanding outstanding good good satisfactory satisfactory fair fair unsatisfactory unsatisfactoryQuantityofwork QuantityofworkV olumeofacceptable

23、workunder V olumeofacceptableworkundernormalconditions normalconditionsComment:Comment:Qualityofwork QualityofworkThoroughness,neatnessandaccuracy Thoroughness,neatnessandaccuracyofwork ofworkComment:Comment:Knowledgeofjob KnowledgeofjobClearunderstandingofthefactsor Clearunderstandingofthefactsorfa

24、ctorspertinenttothejob factorspertinenttothejobComments:Comments:Personalqualities PersonalqualitiesPersonality,appearance,sociability,Personality,appearance,sociability,leadership,integrity leadership,integrityComment:Comment:27 27 人力资源发展与管理讲义 人力资源发展与管理讲义书山有路勤为径，学海无涯苦作舟书到用时方恨少，事非经过不知难outstanding ou

25、tstanding good good satisfactory satisfactory fair fair unsatisfactory unsatisfactoryCooperation CooperationAbilityandwillingnesstoworkwith Abilityandwillingnesstoworkwithassociates;supervisorsand associates;supervisorsandsubordinatestowardcommongoals subordinatestowardcommongoalsComment:Comment:Dep

26、endability DependabilityConscientious,thorough,accurate,reliabl Conscientious,thorough,accurate,reliablewithrespectattendance,lunch ewithrespectattendance,lunchperiodsrelief,etc.periodsrelief,etc.Comment:Comment:Initiative InitiativeEarnestnessinseekingincreased Earnestnessinseekingincreasedresponsi

27、bilities.self-starting,unafraid responsibilities.self-starting,unafraidtoproceedalone toproceedaloneComment:Comment:接上 28 28 人力资源发展与管理讲义 人力资源发展与管理讲义书山有路勤为径，学海无涯苦作舟书到用时方恨少，事非经过不知难ForcedchoiceForced-Forced-choice choice Items ItemsInstruction:Instruction:Rankfrom1to4the Rankfrom1to4thefollowingsetsofs

28、tatementsaccordingto followingsetsofstatementsaccordingtohowtheydescribesthemannerinwhich howtheydescribesthemannerinwhich_(nameofemployee)performs _(nameofemployee)performsthejob.Arankof1shouldbeusedforthe thejob.Arankof1shouldbeusedforthemostdescriptivestatement,andArankof mostdescriptivestatement

29、,andArankof4shouldbegivenfortheleast 4shouldbegivenfortheleastdescriptive.Notiesareallowed.descriptive.Notiesareallowed._Doesnotanticipatedifficulties _Doesnotanticipatedifficulties_Graspsexplanationsquickly _Graspsexplanationsquickly_Rarelywastestime _Rarelywastestime_Easytotalkto _Easytotalkto_Ale

30、aderingroupactivities _Aleaderingroupactivities_Wastestimeonunimportantthings _Wastestimeonunimportantthings_Coolandcalmatalltimes _Coolandcalmatalltimes_Hardworker _Hardworker Theraterscheckthestatementthatdescribetheemployee(suchasshownontheright).Theyrankthestatementsfrommosttoleastdescriptive.Th

31、eHRdepartmentthenaddsupthenumberofstatementineachcategory.Theyaresummedintoaneffectivenessindex.29 29 人力资源发展与管理讲义 人力资源发展与管理讲义书山有路勤为径，学海无涯苦作舟书到用时方恨少，事非经过不知难EssayevaluationIntheessayevaluation,theratermaybeaskedtodescribethestronganweakaspectsoftheemployeesbehavior.Margehasbeenabsolutelydynamicinperki

32、nguptheSanAntonioregionssales.Shehasincreasedsalesanaverageof8percentforthepast11months,whilecuttingcostsofacquiringasaleby$198persale.LetterafterletterisreceivedinheadquarterscomplimentingusforhavingMargeasasalesperson.thecustomersloveherworkandstyle.Shehasalsotrainedthreenewsalestrainees,intheuseo

33、fthenewspreadsheetinventorycontrolsystem.Herenthusiasmincontagious,andshehasbeenoneofthebrightlightsinshowingothershowtosellwithasmileandhighenergy.Ontwooccasions,Margeblewupwhenaskedtorepeatindetailontwoimportantservicescall.Sheclaimedthatshelostcomposurebecausethepressurewasunbearable.Althoughshea

34、pologizedtoChris,thesalesdistrictmanager,Margewillhavetolearnthatweoperateonacloselycontrolledsystem.Ifshecancontrolherquick-triggertemper,theskyisthelimitforthisoutstandingsalesstar.Sample essay statement:(shown on the right)30 30 人力资源发展与管理讲义 人力资源发展与管理讲义书山有路勤为径，学海无涯苦作舟书到用时方恨少，事非经过不知难Criticalinciden

35、ttechniqueThistechniquerequiresraterstomaintainalogofbehavioralincidentsthatrepresenteithereffectiveorineffectiveperformanceforeachemployeebeingrated.Theseincidentsarecriticalincidents.Anexampleofa good critical incidentforasalesclerkiffollowing:May1Danlistenedpatientlytothecustomerscomplaint,answer

36、edthewomansquestions,andthentookbackthemerchandise,givingthecustomerfullcreditforthereturnedproduct.Hewaspolite,promptandinterestinginherproblem.31 31 人力资源发展与管理讲义 人力资源发展与管理讲义书山有路勤为径，学海无涯苦作舟书到用时方恨少，事非经过不知难Behaviorallyanchoredratingscale(BARS)TheBARSapproachreliesontheuseofcriticalincidentstoserveasan

37、chorstatementonascale.ABARSratingfromusuallycontains6to10specificallydefinedperformancedimensions,eachwith5or6criticalincident”Anchors”.Thefollowingpresentsoneperformancedimensionforengineeringcompetence.32 32 人力资源发展与管理讲义 人力资源发展与管理讲义书山有路勤为径，学海无涯苦作舟书到用时方恨少，事非经过不知难Sample BARS dimension engineering com

38、petence(The technical ability that is directly applied to completing SASAAR project）_engineersname_9_Thisengineerappliesafullrangeoftechnicalskillsandcanbeexpectedtoperformance _9_Thisengineerappliesafullrangeoftechnicalskillsandcanbeexpectedtoperformanceallassignmentsinanexcellentmanner.allassignme

39、ntsinanexcellentmanner._8_ _8_7_Thisengineerisabletoapplyinmostsituationsagoodrangeoftechnicalskillsandcan _7_Thisengineerisabletoapplyinmostsituationsagoodrangeoftechnicalskillsandcanbeexpectedtoperformmostassignmentswell.beexpectedtoperformmostassignmentswell._6_ _6_5_Thisengineerisabletoapplysome

40、technicalskillsandcanbeexpectedtoadequately _5_Tpletemostassignments._4_ _4_3_Thisengineerhasdifficultyapplyingtechnicalskillsandcanbeexpectedtobringinmost _3_Thisengineerhasdifficultyapplyingtechnicalskillsandcanbeexpectedtobringinmostprojectslate.projectslate._2_ _2_1_Thisengineerisconfusedaboutus

41、ingtechnicalskillsandcanbeexpectedtodisruptthe _1_Tpletionofworkbecauseofthisdeficiency.33 33 人力资源发展与管理讲义 人力资源发展与管理讲义书山有路勤为径，学海无涯苦作舟书到用时方恨少，事非经过不知难Behavioralobservationscales(BOS)LikeBARS,theBOSusesthecriticalincidenttechniquetoidentifyaseriesofbehaviorscoveringthedomainofthejob.Amajordifferencebetw

42、eenBOSandBARSisthatinsteadofidentifyingthosebehaviorsexhibitedbytherateeduringaratingperiod,theraterindicatesonascalehowoftentherateewasactuallyobservedengaginginthespecificbehavioridentifiedintheBOS.Thefollowingpresentsfourbehavioritemsthatusedtoappraisetheperformanceofafirst-linesupervisorinamanuf

43、acturingplant.34 34 人力资源发展与管理讲义 人力资源发展与管理讲义书山有路勤为径，学海无涯苦作舟书到用时方恨少，事非经过不知难Sample BOS items for supervisorIsaccurateinpreparingcostreportsforJohnprojectcrew.IsaccurateinpreparingcostreportsforJohnprojectcrew.Almostnever12345almostalways Almostnever12345almostalwaysPracticessoundenergyconservationinsup

44、ervisingprojectcrews.Practicessoundenergyconservationinsupervisingprojectcrews.Almostnever12345almostalways Almostnever12345almostalwaysIsavailablefortechnicalconsultationwhenneeded.Isavailablefortechnicalconsultationwhenneeded.Almostnever12345almostalways Almostnever12345almostalwaysDevelopsfairand

45、equitableworkschedule.Developsfairandequitableworkschedule.Almostnever12345almostalways Almostnever12345almostalways 35 35 人力资源发展与管理讲义 人力资源发展与管理讲义书山有路勤为径，学海无涯苦作舟书到用时方恨少，事非经过不知难Rankingv v Rankingsaskasupervisortogeneratealistofsubordinatesinorderonsomeoverallcriterion.36 36 人力资源发展与管理讲义 人力资源发展与管理讲义书山有

46、路勤为径，学海无涯苦作舟书到用时方恨少，事非经过不知难Pairedcomparison Thepairedcomparisonmethodpresentsthesupervisorwithaseriesofcards,eachcontainsonlytwosubordinatesnames.Thesupervisoristhenaskedtochoosewhichofthesetwopersonsisthehigherperformer.Heorshemustrankeachpersononeatatimeagainstallotherpersonstobebanked.Thefinalran

47、kingisdeterminedbycountinghowmanytimeagivenemployeewaschosenasbetterperformeracrossallofthecomparisons.37 37 人力资源发展与管理讲义 人力资源发展与管理讲义书山有路勤为径，学海无涯苦作舟书到用时方恨少，事非经过不知难Forceddistributionv Theforceddistributionsystemissimilartogradingonacurve.v Theraterisaskedtorateemployeesonthebasisofofsomeorganizational

48、lydetermined,preexistingdistributionofcategories.v For exampleAprofessormaydecidedaheadoftimethatthetop10percentofscoresinthenexttestwillreceiveanA,thenext20percentswillreceiveaB,themiddle40percentwillgetaC,andsoonuntilthebottom10percentreceiveanF.38 38 人力资源发展与管理讲义 人力资源发展与管理讲义书山有路勤为径，学海无涯苦作舟书到用时方恨少，

49、事非经过不知难ManagementbyObjectives(MBO)MBOismorethanjustanevaluationprogramandprocess.Itisviewedasaphilosophyofmanag-erialpractice,amethodbywhichmanagersandsubordinatesplan,organize,control,communicateanddebate.Bysettingobjectivesthroughparticipationorbyassignmentfromasuperior,thesubordinateisprovidedwit

50、hacoursetofollowandatargettoshootforwhileperformingthejob.39 39 人力资源发展与管理讲义 人力资源发展与管理讲义书山有路勤为径，学海无涯苦作舟书到用时方恨少，事非经过不知难Seven steps:Definekeytaskofsubordinateandsetalimitednumberofobjectives(goals)Setobjectivesthatrealistic,challenging,clearandcomprehensiveEstablishthecriteriaforassessingtheaccomplishm