企业绩效评估的实施要素.ppt
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，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,supervisorsworktoalignemployeeperformancewiththefirmsgoals.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 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 Selectedevaluationtechniquesv 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.Haveappraiserappraiseemployeesperformance.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:thedimensionsofperformanceupwhichanemployeeisappraised.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 Scheduledatthecompletionofataskcycle.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)Establishperformancestandards Establishperformancestandards Approvedthestandards ApprovedthestandardsCalculatedbyHRMand CalculatedbyHRMandengineers engineersSetpoliciesonwhenPAtakesplace SetpoliciesonwhenPAtakesplace Approvedthepolicies Approvedthepolicies Recommendsthepolicy RecommendsthepolicySetpoliciesonwhoappraises Setpoliciesonwhoappraises Approvedthepolicies Approvedthepolicies Recommendsthepolicy RecommendsthepolicySetpoliciesoncriteriaofappraisal Setpoliciesoncriteriaofappraisal Approvedthepolicies Approvedthepolicies Recommendsthepolicy RecommendsthepolicyChoosetheappraisalsystem Choosetheappraisalsystem Approvedthesystem ApprovedthesystemRecommendsthe Recommendsthesystem systemTraintheraters Traintheraters DonebyHRM DonebyHRMReviewemployeesperformance Reviewemployeesperformance DonebyOM DonebyOMDiscusstheappraisalwiththe Discusstheappraisalwiththeemployees employees DonebyOM DonebyOMFiletheperformanceappraisal 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 Acombinationofapproaches,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 categoriesIndividual 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 olumeofacceptableworkunder V olumeofacceptableworkundernormalconditions normalconditionsComment:Comment:Qualityofwork QualityofworkThoroughness,neatnessandaccuracy Thoroughness,neatnessandaccuracyofwork ofworkComment:Comment:Knowledgeofjob KnowledgeofjobClearunderstandingofthefactsor Clearunderstandingofthefactsorfactorspertinenttothejob 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 outstanding good good satisfactory satisfactory fair fair unsatisfactory unsatisfactoryCooperation CooperationAbilityandwillingnesstoworkwith Abilityandwillingnesstoworkwithassociates;supervisorsand associates;supervisorsandsubordinatestowardcommongoals subordinatestowardcommongoalsComment:Comment:Dependability DependabilityConscientious,thorough,accurate,reliabl Conscientious,thorough,accurate,reliablewithrespectattendance,lunch ewithrespectattendance,lunchperiodsrelief,etc.periodsrelief,etc.Comment:Comment:Initiative InitiativeEarnestnessinseekingincreased Earnestnessinseekingincreasedresponsibilities.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 Rankfrom1to4thefollowingsetsofstatementsaccordingto followingsetsofstatementsaccordingtohowtheydescribesthemannerinwhich howtheydescribesthemannerinwhich_(nameofemployee)performs _(nameofemployee)performsthejob.Arankof1shouldbeusedforthe thejob.Arankof1shouldbeusedforthemostdescriptivestatement,andArankof mostdescriptivestatement,andArankof4shouldbegivenfortheleast 4shouldbegivenfortheleastdescriptive.Notiesareallowed.descriptive.Notiesareallowed._Doesnotanticipatedifficulties _Doesnotanticipatedifficulties_Graspsexplanationsquickly _Graspsexplanationsquickly_Rarelywastestime _Rarelywastestime_Easytotalkto _Easytotalkto_Aleaderingroupactivities _Aleaderingroupactivities_Wastestimeonunimportantthings _Wastestimeonunimportantthings_Coolandcalmatalltimes _Coolandcalmatalltimes_Hardworker _Hardworker Theraterscheckthestatementthatdescribetheemployee(suchasshownontheright).Theyrankthestatementsfrommosttoleastdescriptive.TheHRdepartmentthenaddsupthenumberofstatementineachcategory.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.MargehasbeenabsolutelydynamicinperkinguptheSanAntonioregionssales.Shehasincreasedsalesanaverageof8percentforthepast11months,whilecuttingcostsofacquiringasaleby$198persale.LetterafterletterisreceivedinheadquarterscomplimentingusforhavingMargeasasalesperson.thecustomersloveherworkandstyle.Shehasalsotrainedthreenewsalestrainees,intheuseofthenewspreadsheetinventorycontrolsystem.Herenthusiasmincontagious,andshehasbeenoneofthebrightlightsinshowingothershowtosellwithasmileandhighenergy.Ontwooccasions,Margeblewupwhenaskedtorepeatindetailontwoimportantservicescall.Sheclaimedthatshelostcomposurebecausethepressurewasunbearable.AlthoughsheapologizedtoChris,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CriticalincidenttechniqueThistechniquerequiresraterstomaintainalogofbehavioralincidentsthatrepresenteithereffectiveorineffectiveperformanceforeachemployeebeingrated.Theseincidentsarecriticalincidents.Anexampleofa good critical incidentforasalesclerkiffollowing:May1Danlistenedpatientlytothecustomerscomplaint,answeredthewomansquestions,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)TheBARSapproachreliesontheuseofcriticalincidentstoserveasanchorstatementonascale.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 competence(The technical ability that is directly applied to completing SASAAR project）_engineersname_9_Thisengineerappliesafullrangeoftechnicalskillsandcanbeexpectedtoperformance _9_Thisengineerappliesafullrangeoftechnicalskillsandcanbeexpectedtoperformanceallassignmentsinanexcellentmanner.allassignmentsinanexcellentmanner._8_ _8_7_Thisengineerisabletoapplyinmostsituationsagoodrangeoftechnicalskillsandcan _7_Thisengineerisabletoapplyinmostsituationsagoodrangeoftechnicalskillsandcanbeexpectedtoperformmostassignmentswell.beexpectedtoperformmostassignmentswell._6_ _6_5_Thisengineerisabletoapplysometechnicalskillsandcanbeexpectedtoadequately _5_Tpletemostassignments._4_ _4_3_Thisengineerhasdifficultyapplyingtechnicalskillsandcanbeexpectedtobringinmost _3_Thisengineerhasdifficultyapplyingtechnicalskillsandcanbeexpectedtobringinmostprojectslate.projectslate._2_ _2_1_Thisengineerisconfusedaboutusingtechnicalskillsandcanbeexpectedtodisruptthe _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.AmajordifferencebetweenBOSandBARSisthatinsteadofidentifyingthosebehaviorsexhibitedbytherateeduringaratingperiod,theraterindicatesonascalehowoftentherateewasactuallyobservedengaginginthespecificbehavioridentifiedintheBOS.Thefollowingpresentsfourbehavioritemsthatusedtoappraisetheperformanceofafirst-linesupervisorinamanufacturingplant.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 Almostnever12345almostalwaysPracticessoundenergyconservationinsupervisingprojectcrews.Practicessoundenergyconservationinsupervisingprojectcrews.Almostnever12345almostalways Almostnever12345almostalwaysIsavailablefortechnicalconsultationwhenneeded.Isavailablefortechnicalconsultationwhenneeded.Almostnever12345almostalways Almostnever12345almostalwaysDevelopsfairandequitableworkschedule.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.Thefinalrankingisdeterminedbycountinghowmanytimeagivenemployeewaschosenasbetterperformeracrossallofthecomparisons.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 Theraterisaskedtorateemployeesonthebasisofofsomeorganizationallydetermined,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，事非经过不知难ManagementbyObjectives(MBO)MBOismorethanjustanevaluationprogramandprocess.Itisviewedasaphilosophyofmanag-erialpractice,amethodbywhichmanagersandsubordinatesplan,organize,control,communicateanddebate.Bysettingobjectivesthroughparticipationorbyassignmentfromasuperior,thesubordinateisprovidedwithacoursetofollowandatargettoshootforwhileperformingthejob.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
