畢博管理咨詢工具方法—4.6PerformanceManagementAuditchinese

1、17-5績效管理診斷PERFORMANCE MANAGEMENT AUDIT精品文檔，值得擁有績效管理戰(zhàn)略PERFORMANCE MANAGEMENT STRATEGY2 / 5本部分的診斷指在分析企業(yè)是如何進行績效管理的，以及如何通過績效管理來幫助企業(yè)實現戰(zhàn)略目標。This part of the audit explores the way in which the bus in ess approaches performa nee man ageme nt and the emphasis that isplaced on using performanee management in

2、 order to achieve the organisations strategic objectives.1 -從來沒有2-偶爾3 -時常4 -經常5 -總是NeverOccasio nallyOfte nVery Ofte nAlways績效管理戰(zhàn)略PERFORMANCE MANAGEMENT STRATEGY123451.企業(yè)明白到， 為了不斷提高， 員工需要就其績效表現得到建設 性的反饋意見。The bus in ess un dersta nds that team members require con structivefeedback about their perfor

3、ma nee in order to grow.2.企業(yè)需要一個全面的績效管理體系。A structured performa nee man ageme nt system is con sidered esse ntialto the bus in ess3.企業(yè)的績效管理將員工行為與企業(yè)總體目標結合了起來Ourperforma nee man ageme nt system links employee activities with theorganisation s goals4.企業(yè)有一個成文的績效管理體系The bus in ess has a docume nted perfo

4、rma nee man ageme nt system5.企業(yè)所使用的績效管理體系是由評估與反饋兩部份組成The bus in ess uses a performa nee man ageme nt system that encompasses both measureme nt and feedback systems6.企業(yè)的績效管理體系非常靈活，并與企業(yè)的總體目標相配合The performa nee man ageme nt system is flexible and alig ned to orga nisati onal objectives7.企業(yè)的績效管理體系包含按企業(yè)目

5、標而制定的績效評估The performa nee man ageme nt system en compasses performa neeappraisals in order to commu ni cate the orga ni sati ons objecti ves8.績效評估體系的結果被用于制定員工發(fā)展、增加工資與解雇員 工等方面的決策The performa nee man ageme nt system provides in formati on that canbe used for decisi ons such as promoti ons, pay rises a

6、nd term in ati ons9.績效管理體系能夠幫助員工提高工作效率The performa nee man ageme nt system we use helps team members tobecome more effective10.績效管理體系的工具及時準確地反映了每項工作的要求The performa nee man ageme nt system tools are curre nt and accuratelyreflect the requireme nts of each role11.績效管理體系為企業(yè)提供了準備及時的信息The performa nee ma

7、n ageme nt system gen erates accurate and timelyin formatio n12.績效管理體系為員工提供了有用的發(fā)展性反饋意見The performa nee man ageme nt system provides team members withuseful developme ntal feedback精品文檔，值得擁有績效評估PERFORMANCE APPRAISALS3 / 5本部分旨在分析企業(yè)是如何進行績效評估的，包括頻率、有效性及戰(zhàn)略協(xié)調性This part of the audit explores the way in whic

8、h the bus in ess con ducts performa nee appraisals in cludi ng freque ncy, validityand strategic con grue nee.1 -從來沒有2-偶爾3 -時常4 -經常5 -總是NeverOccasio nallyOfte nVery Ofte nAlways績效評估 PERFORMANCE APPRAISALS1234513.企業(yè)認為績效評估是人力資源管理不可或缺的一部份The orga ni sati on con siders performa nee appraisals to be an e

9、sse ntialcomp onent of huma n resource man ageme nt14.企業(yè)有全套的績效評估體系The bus in ess has a fully docume nted performa nee appraisal system15.每位員工每年至少進行一次績效評估Every team member has a formal performa nee appraisal at least once ayear16.作為績效評估的一部份，員工有機會對其上級領導的表現提岀 反饋意見As part of the performa nee appraisal s

10、ystem team members are give nan opportu nity to provide feedback about their leader or man ager17.每位員工都與直屬經理有一個正式的績效評估面談Every team member has a formal performa nee appraisal in terview withtheir man ager18.績效評估體系中使用自我評估The performa nee appraisal system uses self - assessme nt19.績效評估幫助員工及其直屬經理明確其對培訓的

11、需求The performa nee appraisal en ables both the team member and the manager to ide ntify a trai ning program20.員工滿意績效評估體系。他們認為從中可以得到幫助其提高業(yè) 績表現的反饋意見Team members enjoy hav ing a performa nee appraisal. They see it as anoppoortu nity to receive feedback that will assist to improve their performanee21.作為

12、績效評估的結果，確定了一系列應采取的行動As a result of the performa nee appraisal, a list of acti ons is gen erated.22.績效評估是綜合性的，它包含了工作中行為與技術方面的評估The performa nee appraisal is comprehe nsive and evaluates bothbehavioural and tech ni cal aspects of the role23.績效評估在適當的時候使用。員工績效評估被視為管理員工最 重要的工具Performa nee appraisals are

13、used whe never deemed appropriate. Theemployee performa nee appraisal is eon sidered a critical tool for man aging employees24.績效評估體系為員工與企業(yè)提供了有用的信息The performa nee appraisal gen erates useful in formati on for the teammember and the bus in ess處理績效問題 MANAGING PERFORMANCE PROBLEMS精品文檔，值得擁有4 / 5本部分旨在診斷

14、企業(yè)是如何處理有關績效方面的問題的。This part of the audit explores how the bus in ess approaches the man ageme nt of performa nee problems.1 -從來沒有2-偶爾3 -時常4 -經常5 -總是NeverOeeasio nallyOfte nVery Ofte nAlways處理績效問題MANAGING PERFORMANCE PROBLEMS1234525.企業(yè)有相應的系統(tǒng)與程序來處理有關員工績效方面的問題We have systems and procedures in place to

15、deal with team memberperforma nee problems26.員工了解他們的工作表現Team members are always aware of how they are perform ing27.管理人員總是迅速主動地處理員工績效問題Man agers are pro-active in quickly deali ng with performa neeproblems28.當員工表現欠佳時，我們總是能找岀問題的原因When a team member is not perform ing we always determ ine thesource of

16、 the problem29.對于表現欠佳的員工，經理人員總是給予其相應的咨詢意 見Team members who are not perform ing are always give n cou nselling by their man ager30.企業(yè)有成文的員工紀律政策與程序We have a docume nted employee discipli nery policy andprocedures31.我們有一個結構化的體系來評價員工紀律When employee discipli ne is required we follow a structured system32

17、.員工總是在提高業(yè)績表現方面得到支持與幫助Team members are always give n support and assista nee toimprove their performa nee33.員工績效表現欠佳會記入其個人檔案中When an employee is not perform ing the matters are docume ntedon the employee pers onnel file34.企業(yè)所有員工都了解績效管理、紀律政策與程序Every one in the orga ni sati on un dersta nd the performa

18、 nee manageme nt and discipli nary policies and procedures35.企業(yè)績效管理體系的重點在于幫助員工提升其業(yè)績表現Our performa nee man ageme nt systems and procedures arefocused on assist ing employees to improve their performa nee36.企業(yè)有一個有效、公正的員工紀律程序We have effective and fair employee discipli nary procedures精品文檔，值得擁有5 / 5績效反饋

19、 PERFORMANCE FEEDBACK本部分旨在診斷企業(yè)是如何進行績效反饋的。This part of the audit explores how the bus in ess approaches performa nee feedback.1 -從來沒有2-偶爾3 -時常4 -經常5 -總是NeverOeeasio nallyOfte nVery Ofte nAlways績效反饋PERFORMANCE FEEDBACK1234537.員工每天都會得到業(yè)績表現方面的反饋意見，而不是一年一 次Team members are give n performa nee feedback ev

20、eryday not once ayear38.由于員工可以經常性地得到關于其業(yè)績表現的反饋意見，因 此對正式績效評估的內容比較熟悉Team members are provided with performa nee feedback so freque ntlythat the content of the formal performa nee appraisal is rarely a surprise39.在得到績效反饋之前，員工需要進仃自我評估Before any feedback sessi on the team member is asked to perform aself

21、-assessme nt40.企業(yè)鼓勵員工參加績效反饋會議Team members are always en couraged to participate in feedback sessions41.管理人員清楚了解員工積極參加績效反饋會議的重要性Man ageme nt fully un dersta nd the importa nee of team membersactively participati ng in the feedback sessi on42.所有的反饋會議都包括承認與表揚高效率的績效表現All feedback sessi ons in elude recog nisi