微軟績(jī)效管理的流程與系統(tǒng)PPT54(1)

1、介紹微軟績(jī)效管理的流程與系統(tǒng)介紹微軟績(jī)效管理的流程與系統(tǒng)Provide you an overview of Microsoft Performance Management system and process微軟的人力資源戰(zhàn)略微軟的人力資源戰(zhàn)略 Microsoft People Strategy績(jī)效考評(píng)績(jī)效考評(píng) Performance Review職業(yè)發(fā)展探討職業(yè)發(fā)展探討 Mid-year Career Discussion經(jīng)理人的作用經(jīng)理人的作用 Manager make a difference微軟的人力資源戰(zhàn)略微軟的人力資源戰(zhàn)略處理績(jī)效處理績(jī)效的各類問題的各類問題Handling P

2、erformance Issues微軟人力資源戰(zhàn)略微軟人力資源戰(zhàn)略 MS People Strategy: 角色分配角色分配 Who Owns What?決策層決策層設(shè)定方向和價(jià)值觀設(shè)定方向和價(jià)值觀 Execsown direction and values經(jīng)理經(jīng)理方向與價(jià)值觀的執(zhí)行方向與價(jià)值觀的執(zhí)行; 協(xié)同員工的個(gè)人發(fā)展協(xié)同員工的個(gè)人發(fā)展Managersown the implementation of the direction and the values; partner with employee on development員工員工負(fù)責(zé)負(fù)責(zé)自我激勵(lì)，承擔(dān)職責(zé)自我激勵(lì)，承擔(dān)職責(zé); 參

3、與自我發(fā)展參與自我發(fā)展Employeesown their motivation and responsibilities; partner on development人力資源人員人力資源人員負(fù)責(zé)支持管理的方法與工具；發(fā)展與保留優(yōu)秀的負(fù)責(zé)支持管理的方法與工具；發(fā)展與保留優(yōu)秀的員工員工Human Resourcesown the tactics and tools that support managements efforts to attract, develop and keep great people. 微軟的績(jī)效考核微軟的績(jī)效考核Performance Review at Micr

4、osoft微軟高級(jí)開發(fā)管理峰會(huì)考核與報(bào)酬理念 Review & Rewards Philosophy 為績(jī)效而付薪 Pay for Performance 為工作而付薪 Pay for Job 基于雙方一致目標(biāo)的達(dá)成 Rewards based on attainment of mutually agreed upon objectives 支持業(yè)務(wù)的目標(biāo) Supports business objectives績(jī)效管理的流程 Performance Review Process 基于對(duì)獲得更好的業(yè)務(wù)結(jié)果 With the focus on driving business resul

5、ts, it is:“我們使用持續(xù)的流程來確定以及獎(jiǎng)勵(lì)完成的工作以及工作是如何完成的?！?“The ongoing process we use to define, evaluate and reward the work and how it gets done at Microsoft.”績(jī)效管理 Performance Review Process 根據(jù)目標(biāo)管理績(jī)效managing performance according to goals職業(yè)發(fā)展職業(yè)發(fā)展/績(jī)效檢查績(jī)效檢查年度績(jī)效考評(píng)年度績(jī)效考評(píng)隨時(shí)提升隨時(shí)提升Promotions Anytime設(shè)定目標(biāo)設(shè)定目標(biāo) Set Goals

6、反饋反饋 Feedback1月至12月 Jan-DecNo rating or formal review7月8月 July/August8月 August反饋反饋 Feedback反饋反饋 Feedback反饋反饋 Feedback8月份績(jī)效考評(píng)的目的月份績(jī)效考評(píng)的目的Purpose of August Reviews 一個(gè)對(duì)于您過去一年績(jī)效反饋的年度察看一個(gè)對(duì)于您過去一年績(jī)效反饋的年度察看. Serves as a an annual look at feedback on your performance for the last year. 一個(gè)給您直屬經(jīng)理打分的機(jī)會(huì)一個(gè)給您直屬經(jīng)理打

7、分的機(jī)會(huì) Opportunity for you to provide your immediate manager feedback on their performance. 一個(gè)提供為確認(rèn)或確定今后目標(biāo)的討論的機(jī)會(huì)一個(gè)提供為確認(rèn)或確定今后目標(biāo)的討論的機(jī)會(huì) Provides an opportunity for a discussion to reconfirm/set future goals and objectives. 將財(cái)務(wù)的獎(jiǎng)勵(lì)直接與績(jī)效掛鉤（加薪，獎(jiǎng)金，股票）將財(cái)務(wù)的獎(jiǎng)勵(lì)直接與績(jī)效掛鉤（加薪，獎(jiǎng)金，股票） Links financial rewards directly wi

8、th performance (merit increase, bonus, stock options)微軟績(jī)效管理的要素微軟績(jī)效管理的要素 Elements of Performance Management at Microsoftn 設(shè)定清晰的目標(biāo)設(shè)定清晰的目標(biāo) Setting clear objectivesn 持續(xù)而一致的反饋持續(xù)而一致的反饋 Constant and consistent feedbackn 理解微軟所需的技能理解微軟所需的技能 Understanding MS competencyn 填寫書面考核表填寫書面考核表 Writing reviewsn 通過經(jīng)理反饋表

9、給您的經(jīng)理打分通過經(jīng)理反饋表給您的經(jīng)理打分-非常重要非常重要 Providing management feedback to your managers manager via the Manager Feedback Form IMPORTANTn 經(jīng)理與員工需要設(shè)定明確且可衡量的目標(biāo)經(jīng)理與員工需要設(shè)定明確且可衡量的目標(biāo) Manager and Employee Need to Set Specific and Measurable Objectivesn 將目標(biāo)與以下結(jié)合將目標(biāo)與以下結(jié)合 Align Objectives團(tuán)隊(duì)與機(jī)構(gòu)的目標(biāo)團(tuán)隊(duì)與機(jī)構(gòu)的目標(biāo) Team and subsidia

10、ry goals個(gè)人的職業(yè)目標(biāo)個(gè)人的職業(yè)目標(biāo) Individual career goalsn 在執(zhí)行的優(yōu)先性方面取得一致在執(zhí)行的優(yōu)先性方面取得一致 Mutual Agreement between Manager and Employee on Prioritiesn SMART 目標(biāo)以及質(zhì)量的標(biāo)準(zhǔn)目標(biāo)以及質(zhì)量的標(biāo)準(zhǔn) SMART Goals and Quality Standardsn 跟蹤與反饋的計(jì)劃跟蹤與反饋的計(jì)劃 Plan for Follow-Up and Feedback設(shè)定目標(biāo)設(shè)定目標(biāo) Setting ObjectivesSMART 目標(biāo)目標(biāo)S = Specific 明確的明確的

11、M = Measurable 可衡量的可衡量的A = Attainable/Achievable 可達(dá)到的可達(dá)到的R = Results based/Realistic 基于結(jié)果的基于結(jié)果的/現(xiàn)實(shí)的現(xiàn)實(shí)的T = Time bound 有時(shí)間限定的有時(shí)間限定的設(shè)定設(shè)定“SMART” 目標(biāo)目標(biāo) Writing “SMART” Goals 將目標(biāo)與下面向結(jié)合將目標(biāo)與下面向結(jié)合 Align objectives團(tuán)隊(duì)與分公司的目標(biāo)團(tuán)隊(duì)與分公司的目標(biāo) team and division goals個(gè)人的職業(yè)目標(biāo)個(gè)人的職業(yè)目標(biāo) individual career goals 確定優(yōu)先性確定優(yōu)先性 Clari

12、fy priority 考慮您的熟練程度考慮您的熟練程度 Consider your proficiency 確定清晰的測(cè)量方法與質(zhì)量標(biāo)準(zhǔn)確定清晰的測(cè)量方法與質(zhì)量標(biāo)準(zhǔn) Define clear measurements and quality standards 對(duì)跟蹤與反饋的計(jì)劃對(duì)跟蹤與反饋的計(jì)劃 Plan for follow-up and feedback 建立周期的一對(duì)一面談建立周期的一對(duì)一面談 ( 每周一次或每周兩次每周一次或每周兩次) 來確定目標(biāo)能夠支持來確定目標(biāo)能夠支持業(yè)務(wù)業(yè)務(wù) Establish regular 1:1s (weekly or bi-weekly) to mak

13、e sure goals and objectives are still relevant to the business績(jī)效評(píng)分等級(jí)績(jī)效評(píng)分等級(jí)Performance Rating Scale5.0 超常的績(jī)效，鮮有人能夠達(dá)到超常的績(jī)效，鮮有人能夠達(dá)到 Exceptional performance, rarely achieved4.5 一貫地超出所有該職位的要求與期望一貫地超出所有該職位的要求與期望 Consistently exceeds all position requirements and expectations4.0 一貫的超出大部分該職位的要求與期望一貫的超出大部分該職

14、位的要求與期望 Consistently exceeds most position requirements and expectations3.5 超出部分該職位的要求與期望超出部分該職位的要求與期望 Exceeds some position requirements and expectations3.0 達(dá)到職位的要求與期望；達(dá)到大部分或所有的目標(biāo)；某些技能需要進(jìn)一步的提高達(dá)到職位的要求與期望；達(dá)到大部分或所有的目標(biāo)；某些技能需要進(jìn)一步的提高 Meets most or all position requirements and expectations. Accomplishes

15、most or all objectives. Some skills may require additional development.2.5 低于該職位的要求與期望；低于該職位的要求與期望； Falls below performance standards and expectations of the job 注意注意: 所有的等級(jí)通過可比較的等級(jí)與職責(zé)與個(gè)人聯(lián)系在一起所有的等級(jí)通過可比較的等級(jí)與職責(zé)與個(gè)人聯(lián)系在一起 Note: All ratings relative to individuals with comparable levels of responsibility員

16、工排序員工排序 Stack Ranking有些組織用來比較績(jī)效的一個(gè)管理工具有些組織用來比較績(jī)效的一個(gè)管理工具 A management tool some organizations may elect to use to help compare performance員工排序的操作員工排序的操作Stack Ranking Practices (各個(gè)組織采用略有不同) (varies from group to group) 標(biāo)準(zhǔn)標(biāo)準(zhǔn) Calibration ： 通過特定的標(biāo)準(zhǔn)來比較，確定分?jǐn)?shù)通過特定的標(biāo)準(zhǔn)來比較，確定分?jǐn)?shù) Rank with specific criteria, then

17、 scores are decided 確認(rèn)確認(rèn) Validate ：首先確認(rèn)分?jǐn)?shù)，然后排序來確認(rèn)：首先確認(rèn)分?jǐn)?shù)，然后排序來確認(rèn) Make score decisions first, then stack rank to validate “Life Boat Drill” 沉船法則沉船法則 誰需要下船如果船正在下沉誰需要下船如果船正在下沉? Who can we lose if the boat is sinking?其他評(píng)估考慮的因素其他評(píng)估考慮的因素 Other evaluation consider factors “人員管理人員管理” 經(jīng)理的得分經(jīng)理的得分 “People Mana

18、gement” rating for managers 使別人變得偉大使別人變得偉大 Making others great 微軟的價(jià)值觀微軟的價(jià)值觀 Microsoft Values 全年發(fā)生的提升全年發(fā)生的提升 Promotions occur year round微軟的價(jià)值觀微軟的價(jià)值觀 Microsoft Values微軟高級(jí)開發(fā)管理峰會(huì)優(yōu)秀人才是聰明的，富有創(chuàng)造力的以及精力優(yōu)秀人才是聰明的，富有創(chuàng)造力的以及精力充沛的充沛的 Great people are bright, creative and energetic正直與誠實(shí)的正直與誠實(shí)的 Act with integrity an

19、d honesty對(duì)客戶，合作伙伴以及技術(shù)充滿激情對(duì)客戶，合作伙伴以及技術(shù)充滿激情 Passionate about customers, partners and technology坦率的，尊敬的以及致力于使別人變得偉大坦率的，尊敬的以及致力于使別人變得偉大 Open and respectful and dedicated to making others better接受更大挑戰(zhàn)并且盡心完成接受更大挑戰(zhàn)并且盡心完成 Take on big challenges and see them through自我批評(píng)同時(shí)致力于個(gè)人的卓越自我批評(píng)同時(shí)致力于個(gè)人的卓越 Self critical

20、and committed to personal excellence 對(duì)影響客戶，員工，合作伙伴以及股東的結(jié)果富有負(fù)責(zé)感對(duì)影響客戶，員工，合作伙伴以及股東的結(jié)果富有負(fù)責(zé)感 Accountable for results to customers, employees, partners and shareholdersE-val 工具工具 E-val Tool遞交績(jī)效考評(píng)的表格并且獲取經(jīng)理與員工的簽字遞交績(jī)效考評(píng)的表格并且獲取經(jīng)理與員工的簽字Submit Performance Review form and gets both employee and managers signatur

21、e人力資源人員能夠看到所有的歷史紀(jì)錄人力資源人員能夠看到所有的歷史紀(jì)錄 HR be able to view all history經(jīng)理反饋經(jīng)理反饋 Manager Feedback 通過經(jīng)理反饋表向你經(jīng)理的經(jīng)理提供通過經(jīng)理反饋表向你經(jīng)理的經(jīng)理提供對(duì)于直接經(jīng)理的反饋對(duì)于直接經(jīng)理的反饋- Providing management feedback to your managers manager via the Manager Feedback Form -經(jīng)理反饋表經(jīng)理反饋表 Manager Feedback form 微軟需要優(yōu)秀的經(jīng)理幫助員工，團(tuán)隊(duì)，以及部門去創(chuàng)造一流微軟需要優(yōu)秀的經(jīng)理幫助

22、員工，團(tuán)隊(duì)，以及部門去創(chuàng)造一流的結(jié)果并且確保我們有滿意的用戶的結(jié)果并且確保我們有滿意的用戶 Microsoft needs effective managers to help our employees, teams, and divisions focus on producing great results and ensuring we have satisfied customers. 經(jīng)理反饋表提供給員工一個(gè)對(duì)他們經(jīng)理的管理有效性進(jìn)行反饋經(jīng)理反饋表提供給員工一個(gè)對(duì)他們經(jīng)理的管理有效性進(jìn)行反饋的機(jī)會(huì)的機(jī)會(huì) Manager feedback form gives employees t

23、he opportunity to give their manager feedback on his/her managerial effectiveness. 對(duì)于經(jīng)理反饋的條目評(píng)估有助于經(jīng)理去了解他們整年的情況對(duì)于經(jīng)理反饋的條目評(píng)估有助于經(jīng)理去了解他們整年的情況 The ratings on these manager feedback items will allow the manager to see how he/she is progressing throughout the year.反饋表問題舉例反饋表問題舉例 Sample questions確保我有明確的目標(biāo)。確保我

24、有明確的目標(biāo)。Ensures that I have clear goals.真誠地關(guān)注我的職業(yè)發(fā)展。真誠地關(guān)注我的職業(yè)發(fā)展。 Shows a sincere interest in my career.消除本部門和其他部門之間協(xié)作的障礙。消除本部門和其他部門之間協(xié)作的障礙。Removes obstacles to coordination between my work group and other groups.確保我們的部門朝著明確的目標(biāo)努力。確保我們的部門朝著明確的目標(biāo)努力。 Ensures that our work group works toward clear goals.

25、支持我努力平衡工作和個(gè)人生活。支持我努力平衡工作和個(gè)人生活。 Supports my efforts to have a balance between my work life and personal life. 職業(yè)與專業(yè)的發(fā)展職業(yè)與專業(yè)的發(fā)展 Career and Professional Development創(chuàng)造一個(gè)能使優(yōu)秀員工發(fā)揮最佳效能的工作環(huán)境創(chuàng)造一個(gè)能使優(yōu)秀員工發(fā)揮最佳效能的工作環(huán)境Creating an environment where the most talented people can do their best work微軟高級(jí)開發(fā)管理峰會(huì)目標(biāo)目標(biāo) Purpo

26、se 將個(gè)人的職業(yè)發(fā)展與公司的業(yè)務(wù)需求相結(jié)合將個(gè)人的職業(yè)發(fā)展與公司的業(yè)務(wù)需求相結(jié)合 Aligns individual development plans with business needs 獲得一個(gè)職業(yè)發(fā)展與業(yè)務(wù)目標(biāo)最佳的結(jié)合獲得一個(gè)職業(yè)發(fā)展與業(yè)務(wù)目標(biāo)最佳的結(jié)合 Achieves an optimal match between professional growth and business objectives 提供均等的機(jī)會(huì)提供均等的機(jī)會(huì) Providing equal opportunity 把績(jī)效管理與發(fā)展員工技巧相結(jié)合把績(jī)效管理與發(fā)展員工技巧相結(jié)合 Linking perfo

27、rmance management with developing people skills 職業(yè)與專業(yè)發(fā)展的結(jié)合職業(yè)與專業(yè)發(fā)展的結(jié)合 Partnering on Career and Professional Development 讓其他人變得偉大讓其他人變得偉大 Making others great 總覽 Overview 職業(yè)與專業(yè)的發(fā)展是微軟整體績(jī)效管理的職業(yè)與專業(yè)的發(fā)展是微軟整體績(jī)效管理的一部分一部分Career and Professional Development is part of Microsofts overall Performance Management P

28、rocess 8個(gè)職業(yè)發(fā)展路徑選擇個(gè)職業(yè)發(fā)展路徑選擇8 Career Path Options 3向合作向合作3-Way Partnership 3個(gè)步驟個(gè)步驟3 Steps for Employees 1個(gè)討論表個(gè)討論表1 Mid-Year Discussion Form周期的一對(duì)一面談周期的一對(duì)一面談 Regular 1:1 meetings經(jīng)理與員工保持一個(gè)持續(xù)的流程Managers andEmployeesmaintain an ongoing dialogue績(jī)效管理績(jī)效管理 Performance Management晉升：全年可以采用只要合適Promotions:througho

29、ut the year as appropriate年度的八月績(jī)效考評(píng)與目標(biāo)設(shè)定Annual AugustPerformance Review and Goal/Objective Setting年中職業(yè)討論1月至3月Mid-Year Discussion: Jan - March過渡性的績(jī)效:在經(jīng)理變化的時(shí)候Transition Performance Checkpoint:at the time of a manager change周期的一對(duì)一面談周期的一對(duì)一面談Regular 1:1 meetings職業(yè)與專業(yè)的發(fā)展是職業(yè)與專業(yè)的發(fā)展是 Career and Professional

30、Development is一個(gè)持續(xù)的過程 An on-going process目標(biāo)為將來的12-24個(gè)月 Targets next 12-24 month timeframe不針對(duì)一個(gè)特定的工作 Not about a specific job不是一個(gè)晉升的承諾 Not a promise of promotion和績(jī)效的提高是不同的 Different from performance improvement年中討論年中討論 The Mid-Year Discussion 1月至月至3月的時(shí)間段月的時(shí)間段 January March timeframe 基本的側(cè)重是職業(yè)與專業(yè)的發(fā)展基本的

31、側(cè)重是職業(yè)與專業(yè)的發(fā)展 Primary focus is on career and professional development 包括一個(gè)對(duì)于績(jī)效與目標(biāo)的階段性回顧與修正包括一個(gè)對(duì)于績(jī)效與目標(biāo)的階段性回顧與修正 Includes a checkpoint assessment on performance and objectives 沒有評(píng)估與獎(jiǎng)勵(lì)沒有評(píng)估與獎(jiǎng)勵(lì) No rating or rewards 所有的員工均可以參加所有的員工均可以參加 Eligibility all employees can participate職業(yè)的選擇職業(yè)的選擇Career Options在職豐富 E

32、nrichment 在職發(fā)展在職發(fā)展 Growing in place 拓展在目前崗位相應(yīng)的能力，技能以及貢獻(xiàn)/獲得另外的挑戰(zhàn)Broadening relevant competencies, skills and contributions within current role and/or seeking additional challenges 同部門變換 Lateral 在同樣科目下變換工作崗位在同樣科目下變換工作崗位 Changing job within your discipline 在相同的部門或科目下變換在相同的部門或科目下變換工作，但是并不是必須在責(zé)工作，但是并不是必須

33、在責(zé)任級(jí)別上的變化任級(jí)別上的變化 Change in job within same function or discipline, but not necessarily a change in level of responsibility跨部門變換 Cross-Functional Change進(jìn)入一個(gè)新的科目進(jìn)入一個(gè)新的科目Moving into a newdiscipline 進(jìn)入新的部門或科目去獲取擴(kuò)展，經(jīng)驗(yàn)或技能 Move into new function or discipline to gain exposure, experience and skills 重新調(diào)整 Re

34、alignment調(diào)節(jié)工作與生活調(diào)節(jié)工作與生活Reconciling workand life 在內(nèi)部進(jìn)行崗位變換，進(jìn)行崗位變換，以達(dá)到技能及興趣與業(yè)以達(dá)到技能及興趣與業(yè)務(wù)需要相統(tǒng)一，或者平務(wù)需要相統(tǒng)一，或者平衡生活責(zé)任衡生活責(zé)任 Move internally to better align with interests, skills and business need or to balance life responsibilities 崗位新任崗位新任 New to Role逐步成長逐步成長 Ramping up 微軟的新員工或?qū)τ趰徫坏男氯?New employee to Micr

35、osoft or new to role垂直提升 Vertical向上變換向上變換 Moving upward 增加工作范圍或責(zé)任的提升 Promotion with increased job scope and responsibilities 本職工作外探索 Exploratory探知可能性 Investigating possibilities 獲取符合興趣或需要提高技能的其他機(jī)會(huì)的知識(shí)Learn more about other opportunities that match interests and areas of needed or desired skill develo

36、pment其他追求 Other Pursuits 離開微軟離開微軟 Leaving Microsoft 技能與興趣不能與微軟的業(yè)務(wù)需要相結(jié)合Skills and interests dont align with Microsoft business needs職業(yè)的選擇 Career Options3向合作Three-way Partnership經(jīng)理協(xié)助Managerassists微軟支持Microsoftsupports員工驅(qū)動(dòng)Employeedrives員工的角色員工的角色 Employees Role 自我評(píng)估 Self-assessment 計(jì)劃 Planning 自始至終的跟蹤

37、Follow-through經(jīng)理的角色經(jīng)理的角色 Managers Role 采用一個(gè)教練的方法采用一個(gè)教練的方法 Take a coaching approach 提供看法提供看法 Provide perspective 解釋組織的需要以及業(yè)務(wù)的側(cè)重點(diǎn)解釋組織的需要以及業(yè)務(wù)的側(cè)重點(diǎn) Explain organizations needs and business priorities 支持員工的努力支持員工的努力 Support employees efforts微軟的角色微軟的角色 Microsofts Role 提供框架，工具以及資源來支持有效的職提供框架，工具以及資源來支持有效的職業(yè)發(fā)

38、展討論業(yè)發(fā)展討論 Provide infrastructure, tools, and resources to support effective career development discussions您對(duì)自己的職業(yè)發(fā)展負(fù)責(zé)您對(duì)自己的職業(yè)發(fā)展負(fù)責(zé) Take Charge of Your Career 考慮職業(yè)發(fā)展的選擇，而不是階梯考慮職業(yè)發(fā)展的選擇，而不是階梯 Think career options, not career ladders 做出自己的計(jì)劃做出自己的計(jì)劃 Make your plan 富有富有 遠(yuǎn)景遠(yuǎn)景 地考慮您的發(fā)展地考慮您的發(fā)展 Think strategicall

39、y about your development 討論與保持討論與保持 The Discussion and Maintenance員工的角色員工的角色 Employees role 具有自我分析以及愿意采納經(jīng)理的觀點(diǎn)的態(tài)度具有自我分析以及愿意采納經(jīng)理的觀點(diǎn)的態(tài)度 Be prepared with your own self-analysis and to be open to learning from your managers perspective.經(jīng)理的角色經(jīng)理的角色 Managers role 幫助員工確定他們目標(biāo)以及發(fā)現(xiàn)合適的發(fā)展機(jī)會(huì)幫助員工確定他們目標(biāo)以及發(fā)現(xiàn)合適的發(fā)展機(jī)會(huì)Re

40、sponsibility to help employees clarify their goals and find appropriate growth opportunities. 教練教練 傾聽及詢問傾聽及詢問 Coach - to listen, reflect on what they hear, and ask additional questions for clarification.職業(yè)職業(yè) Vs. 績(jī)效績(jī)效 討論討論 Career Vs. Performance Discussionsl 兩種討論都包括目標(biāo)，任務(wù)交付，以及對(duì)于產(chǎn)出的一致同意兩種討論都包括目標(biāo)，任務(wù)交付，以

41、及對(duì)于產(chǎn)出的一致同意Both types of conversations involve specific goals, deliverables, and agreed upon outcomesl 職業(yè)與專業(yè)討論集中于幫助員工結(jié)合他們的工作，將來他們的職業(yè)與專業(yè)討論集中于幫助員工結(jié)合他們的工作，將來他們的期望以及微軟的業(yè)務(wù)需要期望以及微軟的業(yè)務(wù)需要 Career and professional development discussions focus on assisting employees with alignment of their work, their future aspirations, and Microsofts business needs.l 績(jī)效討論績(jī)效討論 集中于員工在目前崗位的工作情況集中于員工在目前崗位的工作情況 Performance discussions focus on how well employees pe