中国最大IT企业绩效管理规范

pattey 发表于 2009-6-16 11:42:00

<H3 style="MARGIN: 0cm 0cm 0pt">1、绩效管理工作的目的</H3> 
通过主管上级与员工之间就工作职责、工作绩效和员工发展等问题所作的持续的双向沟通，帮助主管和员工不断提高工作质量，促进员工发展，确保个人、部门和公司绩效目标的实现。<?xml:namespace prefix = o ns = "urn:schemas-microsoft-com:office:office" /><o:p></o:p> 
<o:p> </o:p> 
<H3 style="MARGIN: 0cm 0cm 0pt">2、本规范适用范围</H3> 
适用于各部门正式员工的绩效管理，工人岗员工的绩效管理办法另行规定。<o:p></o:p> 
<o:p> </o:p> 
<H3 style="MARGIN: 0cm 0cm 0pt">3、绩效管理工作主要环节 </H3> 
<H3 style="MARGIN: 0cm 0cm 0pt">4、各环节的具体要求</H3> 
<P class=MsoNormal style="TEXT-JUSTIFY: inter-ideograph; MARGIN: 0cm 0cm 0pt; LAYOUT-GRID-MODE: char; TEXT-INDENT: 0cm; LINE-HEIGHT: 20pt; TEXT-ALIGN: justify; mso-pagination: none; tab-stops: list 27.0pt 57.75pt; mso-list: l5 level2 lfo1">4.1     制定工作计划（建议时间：考核周期首月的第二周结束日前）<o:p></o:p> 
直接上级在部门年度规划的基础上，把部门工作计划分解为每个岗位/员工的各项重点工作。员工应在本岗位重点工作基础上，根据自己的岗位职责，提出本考核周期的《工作业绩计划/考核表》，并与直接上级讨论确定，作为工作指导与考核依据。<o:p></o:p> 
《工作业绩计划/考核表》见附件1《绩效计划/考核表》的第一部分，此为建议模版，各部门可以根据实际情况进行调整，但应提前将调整情况在人力资源部备案。<o:p></o:p> 
<o:p> </o:p> 
<P class=MsoNormal style="TEXT-JUSTIFY: inter-ideograph; MARGIN: 0cm 0cm 0pt; LAYOUT-GRID-MODE: char; TEXT-INDENT: 0cm; LINE-HEIGHT: 20pt; TEXT-ALIGN: justify; mso-pagination: none; tab-stops: list 27.0pt 57.75pt; mso-list: l5 level2 lfo1">4.2     计划跟进与调整（时间：考核周期的全过程）<o:p></o:p> 
在计划执行过程中，如出现重大计划调整，员工与直接上级应及时确认计划的更改，并重新填写《工作业绩计划/考核表》。重大调整是指以下情况：<o:p></o:p> 
<P class=MsoNormal style="TEXT-JUSTIFY: inter-ideograph; MARGIN: 0cm 0cm 0pt; LAYOUT-GRID-MODE: char; TEXT-INDENT: 21pt; LINE-HEIGHT: 20pt; TEXT-ALIGN: justify; mso-pagination: none; mso-char-indent-count: 2.0; tab-stops: list 45.25pt 70.75pt; mso-list: l1 level1 lfo2">Ø           权重大于20%的工作任务取消或新增；<o:p></o:p> 
<P class=MsoNormal style="TEXT-JUSTIFY: inter-ideograph; MARGIN: 0cm 0cm 0pt; LAYOUT-GRID-MODE: char; TEXT-INDENT: 21pt; LINE-HEIGHT: 20pt; TEXT-ALIGN: justify; mso-pagination: none; mso-char-indent-count: 2.0; tab-stops: list 45.25pt 70.75pt; mso-list: l1 level1 lfo2">Ø           现有任务权重变化（增减）超过20%。<o:p></o:p> 
<P class=MsoNormal style="TEXT-JUSTIFY: inter-ideograph; MARGIN: 0cm 0cm 0pt; LAYOUT-GRID-MODE: char; TEXT-INDENT: 21pt; LINE-HEIGHT: 20pt; TEXT-ALIGN: justify; mso-pagination: none; mso-char-indent-count: 2.0; tab-stops: list 45.25pt 70.75pt"><o:p> </o:p> 
<P class=MsoNormal style="TEXT-JUSTIFY: inter-ideograph; MARGIN: 0cm 0cm 0pt; LAYOUT-GRID-MODE: char; TEXT-INDENT: 0cm; LINE-HEIGHT: 20pt; TEXT-ALIGN: justify; mso-pagination: none; tab-stops: list 27.0pt 57.75pt; mso-list: l5 level2 lfo1">4.3     过程辅导与激励（时间：考核周期的全过程）<o:p></o:p> 
直接上级应跟进员工计划执行过程，就绩效问题与员工保持持续的沟通，并定期（建议至少每月一次）与员工一起就计划执行情况进行正式的回顾和沟通，帮助员工分析、解决计划执行中已经存在或潜在的问题。<o:p></o:p> 
<o:p> </o:p> 
<P class=MsoNormal style="TEXT-JUSTIFY: inter-ideograph; MARGIN: 0cm 0cm 0pt; LAYOUT-GRID-MODE: char; TEXT-INDENT: 0cm; LINE-HEIGHT: 20pt; TEXT-ALIGN: justify; mso-pagination: none; tab-stops: list 27.0pt 57.75pt; mso-list: l5 level2 lfo1">4.4     绩效评定<o:p></o:p> 
集团统一要求的两次绩效评定时间为每年的1月份和7月份。部门可根据岗位特点安排考核周期，但至少保证半年一次。<o:p></o:p> 
<?xml:namespace prefix = st1 ns = "urn:schemas-microsoft-com:office:smarttags" /><st1:chsdate w:st="on" Year="1899" Month="12" Day="30" IsLunarDate="False" IsROCDate="False">4.4.1</st1:chsdate>  员工自评（时间：考核周期末月结束前一周）<o:p></o:p> 
考核周期结束时，员工应对照《岗位说明书》和期初制订的《工作业绩计划/考核表》，从工作业绩和核心胜任能力两个方面进行述职和自我评价，填写《绩效计划/考核表》中的相关内容，并提交给直接上级。<o:p></o:p> 
<st1:chsdate w:st="on" Year="1899" Month="12" Day="30" IsLunarDate="False" IsROCDate="False">4.4.2</st1:chsdate>  评定<o:p></o:p> 
<st1:chsdate w:st="on" Year="1899" Month="12" Day="30" IsLunarDate="False" IsROCDate="False">4.4.2</st1:chsdate>.1  对处级管理者及以下员工的评定以两级上级评价为主（时间：下个考核周期首月第一周结束日前）(部门可考虑采用公开述职的方式)<o:p></o:p> 
<P class=MsoDate style="TEXT-JUSTIFY: inter-ideograph; MARGIN: 0cm 0cm 0pt; LAYOUT-GRID-MODE: char; TEXT-INDENT: 21pt; LINE-HEIGHT: 20pt; TEXT-ALIGN: justify; mso-pagination: none; mso-char-indent-count: 2.0; tab-stops: list 45.0pt; mso-list: l3 level1 lfo5">Ø           直接上级应按照员工的《岗位说明书》、《绩效计划/考核表》的要求，参考员工自评和参与评价者（员工参与项目的leader、合作伙伴、客户等）的意见，对员工本考核期的工作业绩和核心胜任能力进行评价。<o:p></o:p> 
<P class=MsoNormal style="TEXT-JUSTIFY: inter-ideograph; MARGIN: 0cm 0cm 0pt; TEXT-INDENT: 21pt; LINE-HEIGHT: 20pt; TEXT-ALIGN: justify; mso-pagination: none; mso-char-indent-count: 2.0; tab-stops: list 45.0pt; mso-list: l3 level1 lfo5">Ø           直接上级与隔级上级确认员工的绩效考核结果。<o:p></o:p> 
<P class=MsoNormal style="TEXT-JUSTIFY: inter-ideograph; MARGIN: 0cm 0cm 0pt; TEXT-INDENT: 21pt; LINE-HEIGHT: 20pt; TEXT-ALIGN: justify; mso-pagination: none; mso-char-indent-count: 2.0; tab-stops: list 45.0pt; mso-list: l3 level1 lfo5">Ø           部门总经理最终校正、汇总、确认员工绩效考核结果，并及时反馈给员工的直接上级。如需要更改员工考核结果，需与员工直接上级进行协商。   <o:p></o:p> 
<st1:chsdate w:st="on" Year="1899" Month="12" Day="30" IsLunarDate="False" IsROCDate="False">4.4.2</st1:chsdate>.2  对部级以上管理者的评定以公开述职和两级上级评价相结合<o:p></o:p> 
<P class=MsoDate style="TEXT-JUSTIFY: inter-ideograph; MARGIN: 0cm 0cm 0pt; LAYOUT-GRID-MODE: char; TEXT-INDENT: 21pt; LINE-HEIGHT: 20pt; TEXT-ALIGN: justify; mso-pagination: none; mso-char-indent-count: 2.0; tab-stops: list 45.0pt; mso-list: l3 level1 lfo5">Ø           部级管理者（含高级经理、总监、副总经理、总经理）每年进行一次公开述职，时间安排在7、8月份，重点对管理能力进行评定（主管VP确定是否评定半年业绩）。1月份评定采用两级上级评价，重点评定过去半年业绩（如已评估上半年业绩，则评估下半年业绩，在两次半年业绩评估基础上，确定全年业绩评估结果）或一年业绩（如未评估上半年业绩，则评估全年业绩并确定评估结果）。<o:p></o:p> 
<P class=MsoDate style="TEXT-JUSTIFY: inter-ideograph; MARGIN: 0cm 0cm 0pt; LAYOUT-GRID-MODE: char; TEXT-INDENT: 21pt; LINE-HEIGHT: 20pt; TEXT-ALIGN: justify; mso-pagination: none; mso-char-indent-count: 2.0; tab-stops: list 45.0pt; mso-list: l3 level1 lfo5">Ø           高级经理/总监/副总的公开述职由业务群组/部门组织，总经理以上干部由人力资源部组织。<o:p></o:p> 
<st1:chsdate w:st="on" Year="1899" Month="12" Day="30" IsLunarDate="False" IsROCDate="False">4.4.3</st1:chsdate>  考核排序<o:p></o:p> 
<st1:chsdate w:st="on" Year="1899" Month="12" Day="30" IsLunarDate="False" IsROCDate="False">4.4.3</st1:chsdate>.1  处级管理者及以下员工考核排序要求<o:p></o:p> 
<st1:chsdate w:st="on" Year="1899" Month="12" Day="30" IsLunarDate="False" IsROCDate="False">4.4.3</st1:chsdate>.1.1  考核分组  <o:p></o:p> 
<P class=MsoDate style="TEXT-JUSTIFY: inter-ideograph; MARGIN: 0cm 0cm 0pt; LAYOUT-GRID-MODE: char; TEXT-INDENT: 21pt; LINE-HEIGHT: 20pt; TEXT-ALIGN: justify; mso-pagination: none; mso-char-indent-count: 2.0; tab-stops: list 45.0pt; mso-list: l3 level1 lfo5">Ø           部门内参加考核排序的处级管理者人数多于5人时，处级管理者、职员岗单独分组排序；<o:p></o:p> 
<P class=MsoDate style="TEXT-JUSTIFY: inter-ideograph; MARGIN: 0cm 0cm 0pt; LAYOUT-GRID-MODE: char; TEXT-INDENT: 21pt; LINE-HEIGHT: 20pt; TEXT-ALIGN: justify; mso-pagination: none; mso-char-indent-count: 2.0; tab-stops: list 45.0pt; mso-list: l3 level1 lfo5">Ø           已完成能力序列的，将在适当时机分序列评估（另行规定）。<o:p></o:p> 
<st1:chsdate w:st="on" Year="1899" Month="12" Day="30" IsLunarDate="False" IsROCDate="False">4.4.3</st1:chsdate>.1.2  排序方案<o:p></o:p> 
<P class=MsoDate style="TEXT-JUSTIFY: inter-ideograph; MARGIN: 0cm 0cm 0pt; LAYOUT-GRID-MODE: char; TEXT-INDENT: 21pt; LINE-HEIGHT: 20pt; TEXT-ALIGN: justify; mso-pagination: none; mso-char-indent-count: 2.0; tab-stops: list 45.0pt; mso-list: l3 level1 lfo5">Ø           集团统一要求的两次绩效评定，处级管理者及以下员工评定等级分布比例如下：（部门可根据需要，进一步细化“符合要求”的等级）<o:p></o:p> 
<DIV align=center> 
<TABLE class=MsoNormalTable style="BORDER-RIGHT: medium none; BORDER-TOP: medium none; MARGIN: auto auto auto 136.65pt; BORDER-LEFT: medium none; BORDER-BOTTOM: medium none; BORDER-COLLAPSE: collapse; mso-border-alt: solid windowtext .5pt; mso-padding-alt: 0cm 5.4pt 0cm 5.4pt; mso-border-insideh: .5pt solid windowtext; mso-border-insidev: .5pt solid windowtext" cellSpacing=0 cellPadding=0 border=1> 
<TBODY> 
<TR style="mso-yfti-irow: 0; mso-yfti-firstrow: yes"> 
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等级<o:p></o:p></TD> 
<TD style="BORDER-RIGHT: windowtext 1pt solid; PADDING-RIGHT: 5.4pt; BORDER-TOP: windowtext 1pt solid; PADDING-LEFT: 5.4pt; PADDING-BOTTOM: 0cm; BORDER-LEFT: #ece9d8; PADDING-TOP: 0cm; BORDER-BOTTOM: windowtext 1pt solid; BACKGROUND-COLOR: transparent; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt" vAlign=top> 
优秀<o:p></o:p></TD> 
<TD style="BORDER-RIGHT: windowtext 1pt solid; PADDING-RIGHT: 5.4pt; BORDER-TOP: windowtext 1pt solid; PADDING-LEFT: 5.4pt; PADDING-BOTTOM: 0cm; BORDER-LEFT: #ece9d8; PADDING-TOP: 0cm; BORDER-BOTTOM: windowtext 1pt solid; BACKGROUND-COLOR: transparent; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt" vAlign=top> 
符合要求<o:p></o:p></TD> 
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尚待改进<o:p></o:p></TD></TR> 
<TR style="mso-yfti-irow: 1; mso-yfti-lastrow: yes"> 
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比例<o:p></o:p></TD> 
<TD style="BORDER-RIGHT: windowtext 1pt solid; PADDING-RIGHT: 5.4pt; BORDER-TOP: #ece9d8; PADDING-LEFT: 5.4pt; PADDING-BOTTOM: 0cm; BORDER-LEFT: #ece9d8; PADDING-TOP: 0cm; BORDER-BOTTOM: windowtext 1pt solid; BACKGROUND-COLOR: transparent; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt" vAlign=top> 
20％<o:p></o:p></TD> 
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70％<o:p></o:p></TD> 
<TD style="BORDER-RIGHT: windowtext 1pt solid; PADDING-RIGHT: 5.4pt; BORDER-TOP: #ece9d8; PADDING-LEFT: 5.4pt; PADDING-BOTTOM: 0cm; BORDER-LEFT: #ece9d8; PADDING-TOP: 0cm; BORDER-BOTTOM: windowtext 1pt solid; BACKGROUND-COLOR: transparent; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt" vAlign=top> 
10％<o:p></o:p></TD></TR></TBODY></TABLE></DIV> 
<P class=MsoDate style="TEXT-JUSTIFY: inter-ideograph; MARGIN: 0cm 0cm 0pt; LAYOUT-GRID-MODE: char; TEXT-INDENT: 21pt; LINE-HEIGHT: 20pt; TEXT-ALIGN: justify; mso-pagination: none; mso-char-indent-count: 2.0; tab-stops: list 45.0pt; mso-list: l3 level1 lfo5">Ø           处级管理者小于10人时，可在“271”比例基础上灵活掌握（如无前可无后，有前必有后，少后必少前）。<o:p></o:p> 
<st1:chsdate w:st="on" Year="1899" Month="12" Day="30" IsLunarDate="False" IsROCDate="False">4.4.3</st1:chsdate>.2  部级管理者考核排序要求<o:p></o:p> 
<st1:chsdate w:st="on" Year="1899" Month="12" Day="30" IsLunarDate="False" IsROCDate="False">4.4.3</st1:chsdate>.2.1  考核分组<o:p></o:p> 
<P class=MsoNormal style="TEXT-JUSTIFY: inter-ideograph; MARGIN: 0cm 0cm 0pt; LAYOUT-GRID-MODE: char; TEXT-INDENT: 21pt; LINE-HEIGHT: 20pt; TEXT-ALIGN: justify; mso-pagination: none; mso-char-indent-count: 2.0; mso-list: l2 level1 lfo4">Ø         总监/高级经理/副总在主管VP管理范围内的同级干部内进行排序；<o:p></o:p> 
<P class=MsoNormal style="TEXT-JUSTIFY: inter-ideograph; MARGIN: 0cm 0cm 0pt; LAYOUT-GRID-MODE: char; TEXT-INDENT: 21pt; LINE-HEIGHT: 20pt; TEXT-ALIGN: justify; mso-pagination: none; mso-char-indent-count: 2.0; mso-list: l2 level1 lfo4">Ø         总经理在公司同级别的总经理范围内进行排序。<o:p></o:p> 
<st1:chsdate w:st="on" Year="1899" Month="12" Day="30" IsLunarDate="False" IsROCDate="False">4.4.3</st1:chsdate>.2.2  排序方案<o:p></o:p> 
<P class=MsoNormal style="TEXT-JUSTIFY: inter-ideograph; MARGIN: 0cm 0cm 0pt; LAYOUT-GRID-MODE: char; TEXT-INDENT: 21pt; LINE-HEIGHT: 20pt; TEXT-ALIGN: justify; mso-pagination: none; mso-char-indent-count: 2.0; mso-list: l2 level1 lfo4">Ø         业绩评估的排序比例必须与处级管理者及以下员工相同，即按照271的原则。<o:p></o:p> 
<P class=MsoNormal style="TEXT-JUSTIFY: inter-ideograph; MARGIN: 0cm 0cm 0pt; LAYOUT-GRID-MODE: char; TEXT-INDENT: 21pt; LINE-HEIGHT: 20pt; TEXT-ALIGN: justify; mso-pagination: none; mso-char-indent-count: 2.0; mso-list: l2 level1 lfo4">Ø         管理能力评估的排序比例可在“271”比例基础上灵活掌握（如无前可无后，有前必有后，少后必少前）。<o:p></o:p> 
<st1:chsdate w:st="on" Year="1899" Month="12" Day="30" IsLunarDate="False" IsROCDate="False">4.4.3</st1:chsdate>.3  几类特殊人员的考核排序<o:p></o:p> 
<P class=MsoNormal style="TEXT-JUSTIFY: inter-ideograph; MARGIN: 0cm 0cm 0pt; LAYOUT-GRID-MODE: char; TEXT-INDENT: 21pt; LINE-HEIGHT: 20pt; TEXT-ALIGN: justify; mso-pagination: none; mso-char-indent-count: 2.0; mso-list: l2 level1 lfo4">Ø         处于试用（见习）期的新员工：不参与绩效考核。<o:p></o:p> 
<P class=MsoNormal style="TEXT-JUSTIFY: inter-ideograph; MARGIN: 0cm 0cm 0pt; LAYOUT-GRID-MODE: char; TEXT-INDENT: 21pt; LINE-HEIGHT: 20pt; TEXT-ALIGN: justify; mso-pagination: none; mso-char-indent-count: 2.0; mso-list: l2 level1 lfo4">Ø         新转正员工：转正满2个月及以上的人员应参加绩效考核与排序，转正不满2月的人员不参与绩效考核与排序；新员工转正时间以人力资源部审批时间为准。<o:p></o:p> 
<P class=MsoNormal style="TEXT-JUSTIFY: inter-ideograph; MARGIN: 0cm 0cm 0pt; LAYOUT-GRID-MODE: char; TEXT-INDENT: 21pt; LINE-HEIGHT: 20pt; TEXT-ALIGN: justify; mso-pagination: none; mso-char-indent-count: 2.0; mso-list: l2 level1 lfo4">Ø         调岗员工：调入部门依据调出部门所做的“提前考核”结果，结合员工在本部门的表现进行考核。<o:p></o:p> 
<P class=MsoNormal style="TEXT-JUSTIFY: inter-ideograph; MARGIN: 0cm 0cm 0pt; LAYOUT-GRID-MODE: char; TEXT-INDENT: 21pt; LINE-HEIGHT: 20pt; TEXT-ALIGN: justify; mso-pagination: none; mso-char-indent-count: 2.0; mso-list: l2 level1 lfo4">Ø         休假人员：考核期内休假不到一半时间的人员，需要参与绩效考核与排序；休假超过一半时间的人员，参与绩效考核，但不参与排序。<o:p></o:p> 
<o:p> </o:p> 
<P class=MsoNormal style="TEXT-JUSTIFY: inter-ideograph; MARGIN: 0cm 0cm 0pt; LAYOUT-GRID-MODE: char; TEXT-INDENT: 0cm; LINE-HEIGHT: 20pt; TEXT-ALIGN: justify; mso-pagination: none; tab-stops: list 27.0pt 57.75pt; mso-list: l5 level2 lfo1">4.5     绩效反馈<o:p></o:p> 
<st1:chsdate w:st="on" Year="1899" Month="12" Day="30" IsLunarDate="False" IsROCDate="False">4.5.1</st1:chsdate>  直接上级绩效面谈（每财年至少保证四次绩效面谈） <o:p></o:p> 
<st1:chsdate w:st="on" Year="1899" Month="12" Day="30" IsLunarDate="False" IsROCDate="False">4.5.1</st1:chsdate>.1  部门作出最终绩效评定结果后，直接上级应与员工进行绩效面谈（下个考核周期首月第三周结束前），以肯定成绩，指出不足，提出改进意见和建议，帮助员工制订改进措施，与员工确认本考核期的评定结果和下半年《工作业绩计划/考核表》。<o:p></o:p> 
<st1:chsdate w:st="on" Year="1899" Month="12" Day="30" IsLunarDate="False" IsROCDate="False">4.5.1</st1:chsdate>.2  对于半年进行一次考核的员工，除了考核周期结束后的两次绩效面谈外，直接上级在考核期之间还需与员工进行至少两次的绩效面谈。<o:p></o:p> 
<st1:chsdate w:st="on" Year="1899" Month="12" Day="30" IsLunarDate="False" IsROCDate="False">4.5.1</st1:chsdate>.3  直接上级需填写《绩效面谈记录表》（详见附件2），并及时汇总到部门考核负责人处。<o:p></o:p> 
<st1:chsdate w:st="on" Year="1899" Month="12" Day="30" IsLunarDate="False" IsROCDate="False">4.5.1</st1:chsdate>.4  对于绩效考核成绩为“尚待改进”员工，双方可以通过制订“绩效改进计划”来提高绩效表现，具体内容详见附件4：《绩效改进计划》。(本绩效改进计划也可以运用于计划执行过程。) <o:p></o:p> 
<st1:chsdate w:st="on" Year="1899" Month="12" Day="30" IsLunarDate="False" IsROCDate="False">4.5.2</st1:chsdate>  隔级上级绩效面谈<o:p></o:p> 
<st1:chsdate w:st="on" Year="1899" Month="12" Day="30" IsLunarDate="False" IsROCDate="False">4.5.2</st1:chsdate>.1  每次绩效评定后，隔级上级应保证与处于“优秀”和“尚待改进”的员工进行隔级面谈。<o:p></o:p> 
<st1:chsdate w:st="on" Year="1899" Month="12" Day="30" IsLunarDate="False" IsROCDate="False">4.5.2</st1:chsdate>.2  一年中，各级经理应与每位隔级下属至少进行一次正式的绩效面谈。<o:p></o:p> 
注：绩效反馈后，部门总经理审核绩效面谈结果并再次确认绩效评定结果，提交人力资源部。人力资源部审核各部门绩效考核成绩，并将审核结果反馈给各部门。<o:p></o:p> 
<o:p> </o:p> 
<P class=MsoNormal style="TEXT-JUSTIFY: inter-ideograph; MARGIN: 0cm 0cm 0pt; LAYOUT-GRID-MODE: char; TEXT-INDENT: 0cm; LINE-HEIGHT: 20pt; TEXT-ALIGN: justify; mso-pagination: none; tab-stops: list 27.0pt 57.75pt; mso-list: l5 level2 lfo1">4.6     制订个人能力发展计划<o:p></o:p> 
员工根据绩效评定与反馈结果，填写《个人能力发展计划》（见附件3），并与上级最终确定。<o:p></o:p> 
<o:p> </o:p> 
<P class=MsoNormal style="TEXT-JUSTIFY: inter-ideograph; MARGIN: 0cm 0cm 0pt; LAYOUT-GRID-MODE: char; TEXT-INDENT: 0cm; LINE-HEIGHT: 20pt; TEXT-ALIGN: justify; mso-pagination: none; tab-stops: list 27.0pt 57.75pt; mso-list: l5 level2 lfo1">4.7     结果运用<o:p></o:p> 
<st1:chsdate w:st="on" Year="1899" Month="12" Day="30" IsLunarDate="False" IsROCDate="False">4.7.1</st1:chsdate>  奖金应用<o:p></o:p> 
<P class=MsoNormal style="TEXT-JUSTIFY: inter-ideograph; MARGIN: 0cm 0cm 0pt; LAYOUT-GRID-MODE: char; TEXT-INDENT: 21pt; LINE-HEIGHT: 20pt; TEXT-ALIGN: justify; mso-pagination: none; mso-char-indent-count: 2.0; mso-list: l2 level1 lfo4">Ø         对于部级以上管理者，业绩考核结果与季度及年终奖金相关（如未作半年业绩考核，则季度奖金Q值为1）。对于处级管理者及以下员工，两次考核结果与季度及年终奖金相关。<o:p></o:p> 
<P class=MsoNormal style="TEXT-JUSTIFY: inter-ideograph; MARGIN: 0cm 0cm 0pt; LAYOUT-GRID-MODE: char; TEXT-INDENT: 21pt; LINE-HEIGHT: 20pt; TEXT-ALIGN: justify; mso-pagination: none; mso-char-indent-count: 2.0; mso-list: l2 level1 lfo4">Ø         各等级对应的Q值见下表，群组/部门可根据“符合要求”等级的细化方案确定对应的Q值，且必须保持均值为1。<o:p></o:p> 
<DIV align=center> 
<TABLE class=MsoNormalTable style="BORDER-RIGHT: medium none; BORDER-TOP: medium none; MARGIN: auto auto auto 105.15pt; BORDER-LEFT: medium none; BORDER-BOTTOM: medium none; BORDER-COLLAPSE: collapse; mso-border-alt: solid windowtext .5pt; mso-padding-alt: 0cm 5.4pt 0cm 5.4pt; mso-border-insideh: .5pt solid windowtext; mso-border-insidev: .5pt solid windowtext" cellSpacing=0 cellPadding=0 border=1> 
<TBODY> 
<TR style="HEIGHT: 17.75pt; mso-yfti-irow: 0; mso-yfti-firstrow: yes"> 
<TD style="BORDER-RIGHT: windowtext 1pt solid; PADDING-RIGHT: 5.4pt; BORDER-TOP: windowtext 1pt solid; PADDING-LEFT: 5.4pt; PADDING-BOTTOM: 0cm; BORDER-LEFT: windowtext 1pt solid; PADDING-TOP: 0cm; BORDER-BOTTOM: windowtext 1pt solid; HEIGHT: 17.75pt; BACKGROUND-COLOR: transparent; mso-border-alt: solid windowtext .5pt" vAlign=top> 
等级Q值<o:p></o:p></TD> 
<TD style="BORDER-RIGHT: windowtext 1pt solid; PADDING-RIGHT: 5.4pt; BORDER-TOP: windowtext 1pt solid; PADDING-LEFT: 5.4pt; PADDING-BOTTOM: 0cm; BORDER-LEFT: #ece9d8; PADDING-TOP: 0cm; BORDER-BOTTOM: windowtext 1pt solid; HEIGHT: 17.75pt; BACKGROUND-COLOR: transparent; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt" vAlign=top> 
优秀<o:p></o:p></TD> 
<TD style="BORDER-RIGHT: windowtext 1pt solid; PADDING-RIGHT: 5.4pt; BORDER-TOP: windowtext 1pt solid; PADDING-LEFT: 5.4pt; PADDING-BOTTOM: 0cm; BORDER-LEFT: #ece9d8; PADDING-TOP: 0cm; BORDER-BOTTOM: windowtext 1pt solid; HEIGHT: 17.75pt; BACKGROUND-COLOR: transparent; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt" vAlign=top> 
符合要求<o:p></o:p></TD> 
<TD style="BORDER-RIGHT: windowtext 1pt solid; PADDING-RIGHT: 5.4pt; BORDER-TOP: windowtext 1pt solid; PADDING-LEFT: 5.4pt; PADDING-BOTTOM: 0cm; BORDER-LEFT: #ece9d8; PADDING-TOP: 0cm; BORDER-BOTTOM: windowtext 1pt solid; HEIGHT: 17.75pt; BACKGROUND-COLOR: transparent; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt" vAlign=top> 
尚待改进<o:p></o:p></TD></TR> 
<TR style="HEIGHT: 9.75pt; mso-yfti-irow: 1"> 
<TD style="BORDER-RIGHT: windowtext 1pt solid; PADDING-RIGHT: 5.4pt; BORDER-TOP: #ece9d8; PADDING-LEFT: 5.4pt; PADDING-BOTTOM: 0cm; BORDER-LEFT: windowtext 1pt solid; PADDING-TOP: 0cm; BORDER-BOTTOM: windowtext 1pt solid; HEIGHT: 9.75pt; BACKGROUND-COLOR: transparent; mso-border-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt" vAlign=top> 
处级管理者及以下员工<o:p></o:p></TD> 
<TD style="BORDER-RIGHT: windowtext 1pt solid; PADDING-RIGHT: 5.4pt; BORDER-TOP: #ece9d8; PADDING-LEFT: 5.4pt; PADDING-BOTTOM: 0cm; BORDER-LEFT: #ece9d8; PADDING-TOP: 0cm; BORDER-BOTTOM: windowtext 1pt solid; HEIGHT: 9.75pt; BACKGROUND-COLOR: transparent; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt" vAlign=top> 
1.5<o:p></o:p></TD> 
<TD style="BORDER-RIGHT: windowtext 1pt solid; PADDING-RIGHT: 5.4pt; BORDER-TOP: #ece9d8; PADDING-LEFT: 5.4pt; PADDING-BOTTOM: 0cm; BORDER-LEFT: #ece9d8; PADDING-TOP: 0cm; BORDER-BOTTOM: windowtext 1pt solid; HEIGHT: 9.75pt; BACKGROUND-COLOR: transparent; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt" vAlign=top> 
1<o:p></o:p></TD> 
<TD style="BORDER-RIGHT: windowtext 1pt solid; PADDING-RIGHT: 5.4pt; BORDER-TOP: #ece9d8; PADDING-LEFT: 5.4pt; PADDING-BOTTOM: 0cm; BORDER-LEFT: #ece9d8; PADDING-TOP: 0cm; BORDER-BOTTOM: windowtext 1pt solid; HEIGHT: 9.75pt; BACKGROUND-COLOR: transparent; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt" vAlign=top> 
0<o:p></o:p></TD></TR> 
<TR style="HEIGHT: 14.25pt; mso-yfti-irow: 2; mso-yfti-lastrow: yes"> 
<TD style="BORDER-RIGHT: windowtext 1pt solid; PADDING-RIGHT: 5.4pt; BORDER-TOP: #ece9d8; PADDING-LEFT: 5.4pt; PADDING-BOTTOM: 0cm; BORDER-LEFT: windowtext 1pt solid; PADDING-TOP: 0cm; BORDER-BOTTOM: windowtext 1pt solid; HEIGHT: 14.25pt; BACKGROUND-COLOR: transparent; mso-border-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt" vAlign=top> 
部级管理者<o:p></o:p></TD> 
<TD style="BORDER-RIGHT: windowtext 1pt solid; PADDING-RIGHT: 5.4pt; BORDER-TOP: #ece9d8; PADDING-LEFT: 5.4pt; PADDING-BOTTOM: 0cm; BORDER-LEFT: #ece9d8; PADDING-TOP: 0cm; BORDER-BOTTOM: windowtext 1pt solid; HEIGHT: 14.25pt; BACKGROUND-COLOR: transparent; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt" vAlign=top> 
1.2<o:p></o:p></TD> 
<TD style="BORDER-RIGHT: windowtext 1pt solid; PADDING-RIGHT: 5.4pt; BORDER-TOP: #ece9d8; PADDING-LEFT: 5.4pt; PADDING-BOTTOM: 0cm; BORDER-LEFT: #ece9d8; PADDING-TOP: 0cm; BORDER-BOTTOM: windowtext 1pt solid; HEIGHT: 14.25pt; BACKGROUND-COLOR: transparent; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt" vAlign=top> 
1<o:p></o:p></TD> 
<TD style="BORDER-RIGHT: windowtext 1pt solid; PADDING-RIGHT: 5.4pt; BORDER-TOP: #ece9d8; PADDING-LEFT: 5.4pt; PADDING-BOTTOM: 0cm; BORDER-LEFT: #ece9d8; PADDING-TOP: 0cm; BORDER-BOTTOM: windowtext 1pt solid; HEIGHT: 14.25pt; BACKGROUND-COLOR: transparent; mso-border-alt: solid windowtext .5pt; mso-border-left-alt: solid windowtext .5pt; mso-border-top-alt: solid windowtext .5pt" vAlign=top> 
0.6<o:p></o:p></TD></TR></TBODY></TABLE></DIV> 
<st1:chsdate w:st="on" Year="1899" Month="12" Day="30" IsLunarDate="False" IsROCDate="False">4.7.2</st1:chsdate>  其它应用<o:p></o:p> 
绩效考核的结果还将作为培训发展、评选先进、职务升降、工薪调整、岗位调整、辞退的重要依据。<o:p></o:p> 
备注：因业绩不佳而进行的转岗（部门内部或跨部门）与辞退，按照《对不胜任现岗位工作员工的处理规定》执行。<o:p></o:p> 
<o:p> </o:p> 
<H3 style="MARGIN: 0cm 0cm 0pt">5、相关问题的规定</H3> 
<P class=MsoNormal style="TEXT-JUSTIFY: inter-ideograph; MARGIN: 0cm 0cm 0pt; LAYOUT-GRID-MODE: char; TEXT-INDENT: 0cm; LINE-HEIGHT: 20pt; TEXT-ALIGN: justify; mso-pagination: none; tab-stops: list 31.5pt 57.75pt; mso-list: l4 level2 lfo6">5.1        绩效考核方案的个性化处理<o:p></o:p> 
业务群组/部门考核负责人应根据自身业务情况提出个性化的考核方案（包括考核周期、考核内容、考核排序等），（见附件5：《部门个性化绩效管理方案》），经集团人力资源部审批后执行。<o:p></o:p> 
<o:p> </o:p> 
<P class=MsoNormal style="TEXT-JUSTIFY: inter-ideograph; MARGIN: 0cm 0cm 0pt; LAYOUT-GRID-MODE: char; TEXT-INDENT: 0cm; LINE-HEIGHT: 20pt; TEXT-ALIGN: justify; mso-pagination: none; tab-stops: list 31.5pt 57.75pt; mso-list: l4 level2 lfo6">5.2        绩效考核的提前处理<o:p></o:p> 
<st1:chsdate w:st="on" Year="1899" Month="12" Day="30" IsLunarDate="False" IsROCDate="False">1.9.1</st1:chsdate> 在半年计划执行过程中，如果出现以下情况，需提前进行绩效考核：<o:p></o:p> 
<P class=MsoNormal style="TEXT-JUSTIFY: inter-ideograph; MARGIN: 0cm 0cm 0pt; LAYOUT-GRID-MODE: char; TEXT-INDENT: 21pt; LINE-HEIGHT: 20pt; TEXT-ALIGN: justify; mso-pagination: none; mso-char-indent-count: 2.0; tab-stops: list 36.0pt; mso-list: l0 level1 lfo3">l     员工内调至不同部门或不同岗位：需根据计划进度要求达成的目标对员工前一阶段的工作绩效评价；此评价作为该员工在新岗位上绩效考核的参考依据。<o:p></o:p> 
<P class=MsoNormal style="TEXT-JUSTIFY: inter-ideograph; MARGIN: 0cm 0cm 0pt; LAYOUT-GRID-MODE: char; TEXT-INDENT: 21pt; LINE-HEIGHT: 20pt; TEXT-ALIGN: justify; mso-pagination: none; mso-char-indent-count: 2.0; tab-stops: list 36.0pt; mso-list: l0 level1 lfo3">l     员工长期休假至考核期末或跨越两个考核期时，需要在休假前提前进行绩效考核；<o:p></o:p> 
<P class=MsoNormal style="TEXT-JUSTIFY: inter-ideograph; MARGIN: 0cm 0cm 0pt; LAYOUT-GRID-MODE: char; TEXT-INDENT: 21pt; LINE-HEIGHT: 20pt; TEXT-ALIGN: justify; mso-pagination: none; mso-char-indent-count: 2.0; tab-stops: list 36.0pt; mso-list: l0 level1 lfo3">l     员工在考核期中间离职时，需要进行提前考核，作为继任员工绩效评估的参考。<o:p></o:p> 
<st1:chsdate w:st="on" Year="1899" Month="12" Day="30" IsLunarDate="False" IsROCDate="False">1.9.2</st1:chsdate> 提前考核成绩应与《绩效计划/考核表》等一整套绩效记录一起在发生上述情况的5个工作日内提交人力资源部主管客户经理。<o:p></o:p> 
<o:p> </o:p> 
<P class=MsoNormal style="TEXT-JUSTIFY: inter-ideograph; MARGIN: 0cm 0cm 0pt; LAYOUT-GRID-MODE: char; TEXT-INDENT: 0cm; LINE-HEIGHT: 20pt; TEXT-ALIGN: justify; mso-pagination: none; tab-stops: list 31.5pt 57.75pt; mso-list: l4 level2 lfo6">5.3        考核申诉<o:p></o:p> 
员工如果对本期绩效管理工作（过程或结果）有重大疑义，可以在接到正式通知的15天之内，向部门总经理或人力资源部提出申诉。部门总经理或人力资源部了解事情的经过和原因，对申诉所涉及的事实进行认定，将事实认定结果和申诉处理意见反馈给申诉双方当事人，并监督落实。<o:p></o:p> 
<o:p> </o:p> 
<P class=MsoNormal style="TEXT-JUSTIFY: inter-ideograph; MARGIN: 0cm 0cm 0pt; LAYOUT-GRID-MODE: char; TEXT-INDENT: 0cm; LINE-HEIGHT: 20pt; TEXT-ALIGN: justify; mso-pagination: none; tab-stops: list 31.5pt 57.75pt; mso-list: l4 level2 lfo6">5.4        绩效记录<o:p></o:p> 
<P class=MsoNormal style="TEXT-JUSTIFY: inter-ideograph; MARGIN: 0cm 0cm 0pt; LAYOUT-GRID-MODE: char; TEXT-INDENT: 21pt; LINE-HEIGHT: 20pt; TEXT-ALIGN: justify; mso-pagination: none; mso-char-indent-count: 2.0; tab-stops: list 57.75pt; mso-list: l4 level3 lfo6">5.4.1       员工、直接上级和部门HR应保留相应的绩效记录；部门应在绩效管理的全过程建立并保存相关绩效记录，包括《绩效计划/考核表》、《个人能力发展计划》、《绩效面谈记录表》和《绩效改进计划》等；人力资源部将不定期检查各部门绩效记录管理情况。<o:p></o:p> 
<P class=MsoNormal style="TEXT-JUSTIFY: inter-ideograph; MARGIN: 0cm 0cm 0pt; LAYOUT-GRID-MODE: char; TEXT-INDENT: 21pt; LINE-HEIGHT: 20pt; TEXT-ALIGN: justify; mso-pagination: none; mso-char-indent-count: 2.0; tab-stops: list 57.75pt; mso-list: l4 level3 lfo6">5.4.2       为保证绩效记录的有效性，绩效记录原则上不允许涂改；若需要修改或重新记录，需由当事人签字确认。<o:p></o:p> 
<P class=MsoNormal style="TEXT-JUSTIFY: inter-ideograph; MARGIN: 0cm 0cm 0pt; LAYOUT-GRID-MODE: char; TEXT-INDENT: 21pt; LINE-HEIGHT: 20pt; TEXT-ALIGN: justify; mso-pagination: none; mso-char-indent-count: 2.0; tab-stops: list 57.75pt; mso-list: l4 level3 lfo6">5.4.3       各级人员如因工作需要进行记录/档案的调阅/查阅，须经过员工所属部门总经理或主管副总经理的批准方可进行。<o:p></o:p> 
<P class=MsoNormal style="TEXT-JUSTIFY: inter-ideograph; MARGIN: 0cm 0cm 0pt; LAYOUT-GRID-MODE: char; TEXT-INDENT: 21pt; LINE-HEIGHT: 20pt; TEXT-ALIGN: justify; mso-pagination: none; mso-char-indent-count: 2.0; tab-stops: list 57.75pt; mso-list: l4 level3 lfo6">5.4.4       绩效记录的保存期限为三年；对于超过保存时限的文件和记录，由部门人力资源工作人员统一销毁。<o:p></o:p> 
<H3 style="MARGIN: 0cm 0cm 0pt"><o:p> </o:p></H3> 
<H3 style="MARGIN: 0cm 0cm 0pt">6、监督岗位：本规范由公司人力资源部绩效管理岗监督执行。</H3> 
<o:p> </o:p> 
<H3 style="MARGIN: 0cm 0cm 0pt">7、生效日期：本规范自颁布之日起生效，有效期至××年×月×日。</H3> 
<o:p> </o:p> 
<SPAN lang=EN-US style="FONT-SIZE: 11pt; LINE-HEIGHT: 150%; FONT-FAMILY: 'Book Antiqua'; mso-bidi-font-size: 10.0pt; mso-fareast-font-family: 宋体; mso-bidi-font-family: 'Times New Roman'; mso-fareast-language: EN-US; mso-ansi-language: EN-US; mso-bidi-language: AR-SA">8<SPAN lang=EN-US style="FONT-SIZE: 11pt; LINE-HEIGHT: 150%; FONT-FAMILY: 宋体; mso-bidi-font-size: 10.0pt; mso-bidi-font-family: 'Times New Roman'; mso-fareast-language: EN-US; mso-hansi-font-family: 'Book Antiqua'; mso-ansi-language: EN-US; mso-ascii-font-family: 'Book Antiqua'; mso-bidi-language: AR-SA">、解释权限：本规范由公司人力资源部负责解释。 
<SPAN lang=EN-US style="FONT-SIZE: 11pt; LINE-HEIGHT: 150%; FONT-FAMILY: 宋体; mso-bidi-font-size: 10.0pt; mso-bidi-font-family: 'Times New Roman'; mso-fareast-language: EN-US; mso-hansi-font-family: 'Book Antiqua'; mso-ansi-language: EN-US; mso-ascii-font-family: 'Book Antiqua'; mso-bidi-language: AR-SA">  
<SPAN lang=EN-US style="FONT-SIZE: 11pt; LINE-HEIGHT: 150%; FONT-FAMILY: 宋体; mso-bidi-font-size: 10.0pt; mso-bidi-font-family: 'Times New Roman'; mso-fareast-language: EN-US; mso-hansi-font-family: 'Book Antiqua'; mso-ansi-language: EN-US; mso-ascii-font-family: 'Book Antiqua'; mso-bidi-language: AR-SA">来源：《中人网典藏版人力资源管理工具大全》 
<SPAN lang=EN-US style="FONT-SIZE: 11pt; LINE-HEIGHT: 150%; FONT-FAMILY: 宋体; mso-bidi-font-size: 10.0pt; mso-bidi-font-family: 'Times New Roman'; mso-fareast-language: EN-US; mso-hansi-font-family: 'Book Antiqua'; mso-ansi-language: EN-US; mso-ascii-font-family: 'Book Antiqua'; mso-bidi-language: AR-SA">原价：1200元，现清库促销：600元 
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