績(jī)效評(píng)估的目的(ppt)
績(jī)效評(píng)估的目的(Purposes of Evaluation)
績(jī)效評(píng)估的主要問題
目的何在?
評(píng)估工具的選擇?
主管的評(píng)估能力?
有無重大考慮因素(薪資負(fù)擔(dān)、工會(huì)壓力、員工流動(dòng)率、時(shí)間限制….)?
考核者的態(tài)度?
考核結(jié)果公布否?
考評(píng)要素的選定?
如 銀行: 業(yè)務(wù)量、敏捷性、業(yè)務(wù)態(tài)度
制造業(yè): 作業(yè)知識(shí)、速度、安全
百貨公司: 容姿、商品知識(shí)、顧客應(yīng)侍力
績(jī)效評(píng)估的準(zhǔn)則 (Criteria of Evaluation)
誰來評(píng)估員工的績(jī)效? (Who Should Evaluate the Employee?)
360度回饋法
用以改正只由上司進(jìn)行績(jī)效評(píng)估時(shí)的偏差
使用多重評(píng)估(Uses multiple appraisers)
但非萬靈丹(Not a panacea)
評(píng)估方法(Evaluation Methods): 個(gè)人情境(Individual )
圖尺表 (Graphic rating scale)
使用最普遍 (Oldest and perhaps most common)
強(qiáng)制選擇 (Forced choice)
評(píng)述法 (Essay evaluation)
重大事件法 (Critical incident technique)
檢查表 (Checklists and weighted checklists)
行為基準(zhǔn)量表(Behaviorally anchored rating scales，簡(jiǎn)稱BARS)
重大事件法 (Critical-Incident Appraisal)
把員工的優(yōu)良事跡與負(fù)面行為保持書面記錄，作為評(píng)估的依據(jù)
特點(diǎn): 輔助性工具
優(yōu)點(diǎn): 真實(shí)證據(jù)、 較為客觀、 指出改進(jìn)具體方向
列優(yōu)、丁等須有具體事實(shí)
評(píng)估方法(Evaluation Methods): 多人情境(Multiple-Person )
排列法 (Ranking)
配對(duì)比較法 (Paired comparison)
強(qiáng)制分配法 (Forced distribution)
目標(biāo)管理 (Management by Objectives，MBO)
目標(biāo)管理(MBO)的步驟
設(shè)定清楚的工作目標(biāo).
發(fā)展行動(dòng)方案.
容許員工自主空間.
衡量目標(biāo)達(dá)成度.
必要時(shí)采取糾正行動(dòng).
訂定新目標(biāo).

優(yōu)點(diǎn) (Potential Benefits)
鼓勵(lì)參與管理(Encourages employee participation)
自我控管(Enables subordinates to exercise self-control and manage own performance)
有利生涯發(fā)展(Useful for training and career development purposes)
促進(jìn)改革(May be used as an impetus for changing organization-wide systems)
缺點(diǎn) (Potential Pitfalls)
準(zhǔn)備不足(Managers may not be adequately prepared for MBO)
要求主動(dòng)投入(Demands active employee and manager involvement)
短期導(dǎo)向(Too much emphasis on the short run and results)
耗時(shí)費(fèi)事(Too much time and paperwork)
目標(biāo)沖突(Too many and conflicting objectives set)
績(jī)效評(píng)估的問題(Potential Evaluation Problems)
標(biāo)準(zhǔn)不明確(Unclear Standards)
因?qū)υu(píng)等尺度定義不同
月暈效應(yīng)(Halo effects)
以部屬的某項(xiàng)特性,推論其他項(xiàng)目的績(jī)效
寬嚴(yán)問題(Leniency or harshness)
績(jī)效評(píng)估的目的(ppt)