卓越的绩效管理-全球顶尖企业.pptVIP

The following presentation is to be used by Novartis’ managers to communicate the Performance Management process throughout the organization. The purpose is to inform managers and associates of the changes in the program and of the importance of the process to the success of the organization. Effective performance management serves the needs of both the organization and the individual. It is an integral part of the business, linking the individual performance with the business strategy. Employees and managers work together to achieve common goals that are aligned with corporate objectives. The key to ensure that the goals of the company and the individual are aligned is CONSISTENT AND CONSTANT FEEDBACK: Constant direction and guidance Discussions focused on improvement Ongoing dialogue Formal evaluations The process links associates and managers together so that the corporation realizes its goals and objectives and employees are rewarded and recognised. To sustain our Performance Culture, a uniform PM system must be in place throughout the organization. The process ensures continuous improvement at all levels of the organization. Open communication and on-going dialogue between managers and associates is the key to both personal and team development. To maximize the contribution of the individual, he must be fully aware of management’s assessment of his performance against targets, of his strengths and weaknesses and of the plan for improvement. Since it is the contribution of the individual to the organization, that is the basis for all compensation, expectations must be clearly reviewed on a continuing basis. Managing performance is not an annual process of filing a form. It is a continuing, quality, business process. One of the major objectives of the process is to ensure that the associate is in agreement with the process and finds value in the communications. The Performance Management Cycle is a continuing process where: Individual goals