绩效考核管理评价知识手册(pdf 43页)
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绩效考核管理评价知识手册目录：
1、 Chapter 1 Performance Management: Background and Context . . . . . 3
2、 Chapter 2 Distinguishing Activities From Accomplishments . . . . . . . 11
3、 The Fable of the Beekeepers and Their Bees . . . . . . . . . . . . . . . . . 11
4、 A Balanced Measuring System . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
5、 A Word About Categories of Work . . . . . . . . . . . . . . . . . . . . . . . . . . 16
6、 Chapter 3 Developing Employee Performance Plans . . . . . . . . . . . . . . 19
7、 Step 1 Look at the Overall Picture . . . . . . . . . . . . . . . . . . . . . . . . . . 23
8、 Step 2 Determine Work Unit Accomplishments . . . . . . . . . . . . . . . 26
9、 Method 1: Goal Cascading Method . . . . . . . . . . . . 27
10、 Method 2: Customer-Focused Method . . . . . . . . . 30
11、 Method 3: Work Flow Method . . . . . . . . . . . . . . . . . 33
12、 Step 3 Determine Individual Accomplishments . . . . . . . . . . . . . . . 37
13、 Step 4 Convert Accomplishments Into Performance Elements . . 41
14、 Step 5 Determine Measures . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 45
15、 Step 6 Develop Standards . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 50
16、 Step 7 Determine How to Monitor Performance . . . . . . . . . . . . . . . 58
17、 Step 8 Check the Performance Plan . . . . . . . . . . . . . . . . . . . . . . . . 63
绩效考核管理评价知识手册内容提要：
and employees and presents aneight-step process for developing employeeperformance plans that are aligned with andsupport organizational goals. It also providesguidelines for writing performance elementsand standards that not only meet regulatoryrequirements, but also maximize thecapability that performance plans have forfocusing employee efforts on achieving organizationaland group goals.
The methods presented here are designed todevelop elements and standards that measureemployee and work unit accomplishmentsrather than to develop other measures thatare often used in appraising performance,such as measuring behaviors or competencies.Although this handbook includes a discussionof the importance of balancing measures,the main focus presented here is tomeasure accomplishments. Consequently,much of the information presented in the firstfive steps of this eight-step processapplies when supervisors and employeeswant to measure results. However, the materialpresented in Steps 6 through 8— aboutdeveloping standards, monitoringperformance, and checking the performanceplan— apply to all measurement approaches.
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