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Performance Management Overview
績(jī)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(jī)效管理是一個(gè)公司的基本管理要素，它涵蓋管理者為有效地引導(dǎo)、管理 、培養(yǎng)、獎(jiǎng)勵(lì)與評(píng)估員工而采用的所有流程，是一系列管理實(shí)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(biāo)；
ƒ 評(píng)估此類(lèi)目標(biāo)的成效；以及
ƒ 使用此信息并通過(guò)指導(dǎo)、報(bào)酬、發(fā)展和其他手段提高績(jī)效。
Performance management is a core business process driven by business strategy that impacts the people management processes.
績(jī)效管理是一個(gè)由經(jīng)營(yíng)策略驅(qū)動(dòng)的核心業(yè)務(wù)流程，而經(jīng)營(yíng)策略會(huì)對(duì)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(jī)效管理是一種領(lǐng)導(dǎo)力。事實(shí)上，高影響力的績(jī)效管理不僅僅關(guān)注單獨(dú)的“事件”，而是持續(xù)地支持績(jī)效。實(shí)現(xiàn)高績(jī)效，需要持續(xù)與堅(jiān)持。有效的績(jī)效管理包括一系列正在開(kāi)展的活動(dòng)——績(jī)效設(shè)置與修訂、管理與指導(dǎo)、做出糾正與建設(shè)性的反饋、培養(yǎng)規(guī)劃與獎(jiǎng)勵(lì)與認(rèn)可，同時(shí)在整個(gè)過(guò)程中穿插開(kāi)展績(jī)效評(píng)估活動(dòng)。

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(jié)果是一個(gè)績(jī)效矩陣，即：基于領(lǐng)導(dǎo)行為與成就這兩個(gè)方面對(duì)員工進(jìn)行評(píng)估，并根據(jù)評(píng)估得分，對(duì)員工進(jìn)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(píng)估階段，應(yīng)填寫(xiě)績(jī)效表，并依據(jù)5績(jī)點(diǎn)量表對(duì)每項(xiàng)成就與領(lǐng)導(dǎo)行為進(jìn)行打分評(píng)分，如下表所示。結(jié)果是形成了25個(gè)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(zhuān)業(yè)水平和熟練程度對(duì)員工進(jìn)行劃分。通過(guò)列舉在領(lǐng)導(dǎo)力與成就方面最需要改進(jìn)的方向，這25個(gè)箱矩陣可幫助團(tuán)隊(duì)領(lǐng)導(dǎo)者有效地區(qū)分員工的不同績(jī)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?zhuān)员阌涗浻^察結(jié)果/示例：在線(xiàn)系統(tǒng)提供了一個(gè)專(zhuān)用區(qū)域：對(duì)話(huà)日記。對(duì)話(huà)日記如同一個(gè)筆記本，管理者可以將其與員工的日?；?dòng)情況記錄其中。管理者也應(yīng)發(fā)揮領(lǐng)導(dǎo)者的作用，即管理者應(yīng)在績(jī)效評(píng)估期指導(dǎo)并管理報(bào)告，進(jìn)行持續(xù)觀察與反饋。

譯者：劉進(jìn)龍（品格首席綜合類(lèi)英語(yǔ)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(zhuǎn)載。