500强名企的KPI绩效管理操作手册第六部分(国外英语资料).docVIP

500强名企的KPI绩效管理操作手册第六部分(国外英语资料) The sixth part is performance evaluation and performance application The performance management system of the real is not the simple set at the beginning of the assessment criteria, then the year-end assessment, but by the beginning of a performance plan, let me clear the position of the incumbent direction, continuous efforts in the performance of the year, the staff continue to provide guidance and feedback to help complete all levels of target layers. So the performance management system not only to the final completion of the performance evaluation, and performance goals should be on the whole process and comprehensive management, including performance objectives, the implementation process of the daily or stage inspection and guidance, feedback, correction, evaluation, incentives and so on, it is a cyclical process. The last and most critical step of this cyclical process is to formulate a scientific and rational evaluation method, conduct performance evaluation and assessment, and give a correct reward. The performance appraisal work is usually led by the human resources department, organized and coordinated by the relevant departments. I. performance evaluation (I) purpose Make a formal assessment of the differences between past actual performance and planned performance in order to explore ways to improve and improve performance in the future. (two) evaluation and assessment content; 1. review and evaluate the actual performance of the past year, including the collection of key performance indicators or objectives, the results of the implementation, the actual results are compared with the set of standards, scoring grades. 2. establish or adjust key performance indicators, work objectives and capacity development plans for the next performance year. 3. determine compensation adjustment and reward programs. (three) collect the results of the implementation 1., the human resources department is responsible for organizing, releva