人力资源管理专业英语 教学课件 ppt 作者 詹婧 等 Chapter 6 Performance Evaluation

1、Professional English for Human Resource Management,Chapter 6 Performance Evaluation,人力资源管理专业英语,第六章 绩效考核,Contents目录,Key Words 【重点词汇】 6.1 Purposes of Performance Evaluation 绩效考核的目的 6.2 Performance Evaluation and Motivation 绩效考核与激励 6.3 Methods of Performance Evaluation 绩效考核的方法 6.4 Potential Problems and Solutions in Performance Evaluation 绩效考核中的潜在问题及应对策略,Key Words,Criterion 标准 Ambiguous 含糊的 Individual Task Outcome 个人工作成果 Trait 个人特质 Deficiency 缺点，不足 Written Essays Evaluation 书面报告评价法 Behaviorally Anc

2、hored Rating Scale 行为锚定评价量表法 Checklists Method 核对表格法,Key Words,Comparative Approach 比较法 Leniency Error 宽容性或偏松性效应 Halo Error 晕轮效应 Low Differentiation 低差异评判 Forced Distribution 强迫分配法，硬性分步法 Graphic Scale 图表评价量表法 Management By Objectives（MBO） 目标管理法 Performance Appraisal 绩效评估,Key Words,Rating Scales 评定等级 360-Degree Feedback System 360度反馈法 Work Dimension 工作方面 Qualitative Goals 质量目标 Central Tendency 趋中效应,6.1 Purposes of Performance Evaluation 绩效考核的目的,Performance management is the process by which execu

3、tives and managers work to align employee performance with the firms goal. An effective performance management process must contain three parts: an accurate and precise definition of good performance, appropriate measurements of performance and the reasonable feedback of employees. And among the whole process, performance evaluation is a vital part.,6.1 Purposes of Performance Evaluation,Performance appraisal refers to the activity that evaluates an employees current or past performance relative

4、 to the persons performance standards. Why to appraise performance? It serves three main purposes in organization.,6.1 Purposes of Performance Evaluation,One of the most common uses of performance appraisal is to provide information upon which you can make decisions about human resources, such as promotion, pay raises and layoffs. Performance appraisal can also provide a chance for managers and the subordinates to review his or her performance.,6.1 Purposes of Performance Evaluation,Another impo

5、rtant use of performance appraisals is one part of performance management, and it provides an opportunity to review the incumbents career planning in light of his or her positive and negative points.,6.1 Purposes of Performance Evaluation,6.2 Performance Evaluation and Motivation 绩效考核与激励,6.2 Performance Evaluation and Motivation,Mangers and HR specialists are concerned about the effectiveness of performance evaluation and the expectancy model of motivation. They also argue over to what extent th

6、at the amount of effort an individual will exert on his or her job.,6.2 Performance Evaluation and Motivation,Aspects of what we will evaluate 我们将要评价的方面 With regard to criteria supervisors choose having a major influence on ratees behavior, the question that which aspect will be evaluated is of huge importance. Three most popular aspects include: personal work outcomes, behaviors and traits.,6.2 Performance Evaluation and Motivation,Personal work outcomes If outcomes of an employee can be calcul

7、ated, then the criteria can be focused on outcomes. Behaviors Unlike the salesperson, in many cases the outcomes of an employee can not be counted exactly. In such instances, it is not unusual for management to evaluate the employees behavior. .,6.2 Performance Evaluation and Motivation,Traits Although there is large part of recruitment paper emphasizing on personal traits like “confident”, “responsible”, “intelligent” and so on, appraisal over personal traits are still the weakest set of criter

8、ia. However, till then many supervisors use it as criteria to assess an employees performance.,6.3 Methods of Performance Evaluation 绩效考核的方法,6.3 Methods of Performance Evaluation,Supervisors usually start the appraisal by using a predetermined and formal method. There are many ways to evaluate employees, and some of the most common will be described here.,6.3 Methods of Performance Evaluation,1.Essay evaluation 文章评价 Probably, the simplest individual evaluation method is to write a narrative desc

9、ribing an employees strong and weak aspects of the employees behavior. 2.Forced distribution method 强制分配法 Forced distribution method is similar to grading on a curve. The raters are asked to rate employees on the basis of some organizationally predetermined percentage.,6.3 Methods of Performance Evaluation,3.Checklists Method 核对列表法 One type of individual evaluation method is the checklist. In this method, for its simplest form, the checklist is a set of objectives or descriptive statements. The rater only makes yes-or-no response to a series of questions concerning the employees behavior. 4.Comparative approach 比较法 This method asks the rater to compare each employee to the other employees. It was designed to make the ranking process easier for the supervisor and perhaps more reliable.,6.3 Methods of Performance Evaluation,5.Graphic rating scale 图表评价量表法 The major advantage of graphic rating scale is that the same scales can nearly be used in all jobs. Using this techn

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