业绩考核 Performance Appraisal
Performance Appraisal
概念 业绩考核 收集、分析、评价和传递有关某一个人在其工作岗位上的 工作行为表现和工作结果方面的信息情况的过程
收集、分析、评价和传递有关某一个人在其工作岗位上的 工作行为表现和工作结果方面的信息情况的过程。 业绩考核 概念
概念 考核与测评 考核 测评 是企业内部管理活动 是咨询诊断活动 是例常性制度 是例外性工作 为企业经营战略服务,为HRM服务为企业选拔、评价和开发人才服务 根据事实和职务要求,对员工的实用标准量表和统计分析方法对人本 际贡献进行评价,强调人的特殊性身的属性进行评价,强调人的共性 包含对人的管理、监督、指导、教要求“中立”,不对测评对象的行为 育、激励和帮助等功能 发生实质性的影响
考 核 测 评 是企业内部管理活动 是咨询诊断活动 是例常性制度 是例外性工作 为企业经营战略服务，为 HRM 服务 为企业选拔、评价和开发人才服务 根据事实和职务要求，对员工的实 际贡献进行评价，强调人的特殊性 用标准量表和统计分析方法对人本 身的属性进行评价，强调人的共性 包含对人的管理、监督、指导、教 育、激励和帮助等功能 要 求“中立”，不对测评对象的行为 发生实质性的影响 概念 考核与测评
重要性 人员 人员 任用 培训 考核 蒜西州 人员 确定 激励
考核 人员 任用 人员 培训 薪酬 确定 人员 激励 重要性
A Conceptual Model for a Human Performance System External Environment Opportunities Pressures Events Resources Generates Business Yes Verification of Goals and Objectives Aligned? Accomplishments Internal Requirements Creates No Human Performance Requirements Requires Re eques changes in changes in Tr nader Results in Behaviors Accomplishments nfluences i Influences Organizational Environment Information Resources Incentives Culture/climate Job demands Source: Harold D. Stolovitch, Erica J. Keeps, Editors, Handbook of Human Performance Technology, Jossey-Bass Pfeiffer
Business ◼Goals and Objectives ◼Internal Requirements External Environment Opportunities Pressures Events Resources Organizational Environment Information Resources Incentives Culture/Climate Job Demands Human Performance Requirements Verification of Accomplishments Behaviors Accomplishments Aligned? Triggers Yes Requires changes in Requires changes in Creates Results in Generates Leads to No Influences Influences Influences Influences Source: Harold D. Stolovitch,Erica J. Keeps, Editors, Handbook of Human Performance Technology, Jossey-Bass Pfeiffer A Conceptual Model for a Human Performance System
An Operational Mode/ for Engineering Effective Human Performance Identify Identify Specify Define Specify Business Performance Current Performance Performance-Gap Requirements Requirements Performance Gaps Factors ● Envronmental o Proactive lEgal/regulatory ● EXemplary mAgnitude o Reactive ● New skills and ● Deficient eValue >Internal knowledge . Organizational/cultural ● Related URgency Job-specific ● Performance ● Skills and Knowledge improvement ● Emotional/ Political >General / Specific Monitor and Implement Develop Select Identify Maintain Performance Performance Performance Potential Performance Interventions Interventions Interventions Interventions Interventions ePlan eDesign ● Appropriateness ● Environmental ● Performance ● Execution ● Creation ● Skills and Knowledge External Business ● Incentives and ● Support vErification ● Economics motivation eFeasibility ● Acceptability Source: Harold D. Stolovitch, Erica J. Keeps, Editors, Handbook of Human Performance Technology, Jossey-Bass Pfeiffer
Identify Business Requirements ⚫Proactive ⚫Reactive Monitor and Maintain Performance Interventions ⚫Performance ⚫Business Identify Performance Requirements ⚫Legal/regulatory ⚫New skills and knowledge ⚫Performance improvement Specify Current Performance ⚫Exemplary ⚫Deficient ⚫Related Define Performance Gaps ⚫Magnitude ⚫Value ⚫Urgency Specify Performance-Gap Factors ⚫Environmental ➢External ➢Internal Organizational/cultural Job-specific ⚫Skills and Knowledge ⚫Emotional/Political ➢General ➢Specific Implement Performance Interventions ⚫Plan ⚫Execution ⚫Support Develop Performance Interventions ⚫Design ⚫Creation ⚫Verification Select Performance Interventions ⚫Appropriateness ➢Internal ➢External ⚫Economics ⚫Feasibility ⚫Acceptability Identify Potential Interventions ⚫Environmental ⚫Skills and Knowledge ⚫Incentives and motivation Source: Harold D. Stolovitch,Erica J. Keeps, Editors, Handbook of Human Performance Technology, Jossey-Bass Pfeiffer An Operational Model for Engineering Effective Human Performance
Variables Affecting Job performance 2. Task Interference 1. Performance Specifications Can the performer easily recognize the input requiring action? Do performance standards exist? Can the task be done without interference from other tasks? Are the job procedures and workflow logical? Do performers know the desired output and performance standards? Are adequate resources available for performance(time, tools, staff, information ) Do performers consider the standards attainable? Input Output Consequences -------→, Performer Feedback 5. Knowledge/ Skill 4. Feedback 3. Consequences Do the performers have th about their performance? Information Do the performers re Are the consequences aligned to skill and knowledge to perform? support desired performance? Do the performers know why desired Is the information they receive e consequences meaningful from relevant? accurate? 6. Individual Capacity timely? specific? Are consequences timely? Are the performers physically, mentally constructive? and emotionally able to perform? easy to understand?
Variables Affecting Job performance 1. Performance Specifications Do performance standards exist? Do performers know the desired output and performance standards? Do performers consider the standards attainable? Input Output Consequences Performer Feedback 2. Task Interference Can the performer easily recognize the input requiring action? Can the task be done without interference from other tasks? Are the job procedures and workflow logical? Are adequate resources available for performance (time, tools, staff, information )? 4. Feedback Do the performers receive information about their performance? Is the information they receive relevant? accurate? timely? specific? constructive? easy to understand? 5. Knowledge / Skill Do the performers have the necessary skill and knowledge to perform? Do the performers know why desired performance is important? 6. Individual Capacity Are the performers physically, mentally, and emotionally able to perform? 3. Consequences Are the consequences aligned to support desired performance? Are consequences meaningful from performer’s viewpoint? Are consequences timely?
考核的真正目的 ■保证组织目标的实现 ■激励员工进取 ■促进人力资源开发
考核的真正目的 ◼保证组织目标的实现 ◼激励员工进取 ◼促进人力资源开发
考核体系 考核内容与标准 ■考核方法 ■考核工具 ■考核周期 ■考核程序
◼考核内容与标准 ◼考核方法 ◼考核工具 ◼考核周期 ◼考核程序 考核体系
有效的考核体系的标志 ■中肯贴切 ■敏感性 ■可靠性 ■可接受性 ■实用性
有效的考核体系的标志 ◼ 中肯贴切 ◼ 敏感性 ◼ 可靠性 ◼ 可接受性 ◼ 实用性