员工绩效管理程序 Staff Performance Management Procedures 1. 目标Objectives 通过上级经理与下属员工之间就工作职责、工作目标及标准、工作绩效等问题所做 的沟通,帮助下属不断提高工作业绩,促进下属员工能力的提高,确保个人、部门 及公司绩效目标的实现。同时通过对员工一定时期的工作成绩、工作能力的考核, 把握每一位员工的实际工作状况,为教育培训、工作调动,以及提薪、晋升、奖励 、表彰等提供客观可靠的依据。 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, objectives 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 time 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. 绩效管理环节 Performance Management Courses 绩效计划 Performance planning 绩效实施与监控 Performance monitoring 绩效考核 Performance appraisal 绩效反馈 Performance feedback 3. 各环节具体要求、流程 Process of Performance Management Courses 1. 制订绩效计划 Performance Plan 上级经理根据考核周期公司对员工要求和期望,和员工共同确定工作绩效目标及衡 量标准,并将员工绩效计划考核表(包括关键绩效考核指标和通用指标等部分) 交员工确认。 Mangers should set up together with his subordinates the performance target and measurement based on the company requirements and expectations. The performance plan including KPI and general indicators should be handed over to staff for confirmation. 绩效目标主要包括以下几个方面内容: Performance Targets 关键绩效指标 KPI (年度考核时权重60%) KPI (weight 60% in annual appraisal of all indicators) 工作能力与态度考核(年度考核时权重40%)General Indicators Working capability and attitude appraisal (weighing 40% in annual appraisal of all indicators) 2. 绩效实施与监控Performance monitoring a) 计划跟进与调整(时间:全过程)Plan track and adjustment (time: whole process) 在计划执行过程中,如出现重大计划调整,员工与上级经理应及时确认计划的 更改,并重新填写《绩效计划考核表》。重大调整是指以下情况:权重大于20% 的工作任务取消或新增或现有任务权重变化(增减)超过20%。 During implementation of the performance plan, the staff should confirm timely with the manager the plan material change, if any, and fill up the
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