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Performance Management Overview
績效管理概述
Performance management is the foundational element of any organization’s management efforts. It represents all of the processes that managers use to effectively lead, manage, develop, reward and assess employees. It is a set of management practices that:
績效管理是一個公司的基本管理要素，它涵蓋管理者為有效地引導、管理 、培養(yǎng)、獎勵與評估員工而采用的所有流程，是一系列管理實踐的集合，包括：
ƒ establishes measurable goals and objectives for employees;
ƒ assesses attainment of such objectives; and,
ƒ uses this information to improve performance through coaching, compensation, development and other means.
ƒ 建立衡量員工的目標；
ƒ 評估此類目標的成效；以及
ƒ 使用此信息并通過指導、報酬、發(fā)展和其他手段提高績效。
Performance management is a core business process driven by business strategy that impacts the people management processes.
績效管理是一個由經(jīng)營策略驅(qū)動的核心業(yè)務流程，而經(jīng)營策略會對人員管理流程產(chǎn)生影響。
Most importantly, performance management is leadership. In fact, high-impact performance management is about much more than a single “event” – it is about supporting performance on a continuous basis.To be effective needs to be continuous and consistent. Effective performance management is a series of ongoing activities – performance setting and revising, managing and coaching, giving corrective and constructive feedback, development planning, rewarding and recognizing, with performance appraisal events interspersed throughout this process.
更為重要的是，績效管理是一種領導力。事實上，高影響力的績效管理不僅僅關注單獨的“事件”，而是持續(xù)地支持績效。實現(xiàn)高績效，需要持續(xù)與堅持。有效的績效管理包括一系列正在開展的活動——績效設置與修訂、管理與指導、做出糾正與建設性的反饋、培養(yǎng)規(guī)劃與獎勵與認可，同時在整個過程中穿插開展績效評估活動。

The P3 system outcome is a performance matrix in which every employee will be positioned, accordingly to the score received after assessing them on the two performance dimension: leadership behavior and achievements.
P3系統(tǒng)的結果是一個績效矩陣，即：基于領導行為與成就這兩個方面對員工進行評估，并根據(jù)評估得分，對員工進行矩陣定位。
In fact, during the overall evaluation phase, you will be asked to fill out a performance form and score each achievement and leadership behavior with a 5 point scale, as shown in the table below. The result is a 25 box matrix that will be used to differentiate top performers from lower performers, and segmenting the employees according to their level of professional performance and maturity. In fact, the 25 box matrix is a tool that allows you as a team leader to effectively highlight the diverse performance of your people by individuating the most crucial dimensions to improve between leadership and achievements.
在整體評估階段，應填寫績效表，并依據(jù)5績點量表對每項成就與領導行為進行打分評分，如下表所示。結果是形成了25個箱矩陣，用于區(qū)分表現(xiàn)出眾的員工與表現(xiàn)不佳的員工，并依據(jù)員工的專業(yè)水平和熟練程度對員工進行劃分。通過列舉在領導力與成就方面最需要改進的方向，這25個箱矩陣可幫助團隊領導者有效地區(qū)分員工的不同績效。
Continuous Feedback
持續(xù)反饋
Manager/s can add comments to keep track of observations/examples: the online system provides a dedicated area: the Dialogue Diary. The Dialogue Diary is like a notebook where managers can keep tracking the daily interactions with their employees. Managers are also leaders: they have to coach and manage their reports during the performance evaluation period with ongoing observation and feedback.
管理者可增加注釋，以便記錄觀察結果/示例：在線系統(tǒng)提供了一個專用區(qū)域：對話日記。對話日記如同一個筆記本，管理者可以將其與員工的日?；忧闆r記錄其中。管理者也應發(fā)揮領導者的作用，即管理者應在績效評估期指導并管理報告，進行持續(xù)觀察與反饋。

譯者：劉進龍（品格首席綜合類英語翻譯）

本文由北京翻譯公司品格翻譯提供，未經(jīng)允許，不得轉載。