Performance Management Overview
绩效管理概述
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:
绩效管理是一个公司的基本管理要素，它涵盖管理者为有效地引导、管理 、培养、奖励与评估员工而采用的所有流程，是一系列管理实践的集合，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 建立衡量员工的目标；
ƒ 评估此类目标的成效；以及
ƒ 使用此信息并通过指导、报酬、发展和其他手段提高绩效。
Performance management is a core business process driven by business strategy that impacts the people management processes.
绩效管理是一个由经营策略驱动的核心业务流程，而经营策略会对人员管理流程产生影响。
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.
更为重要的是，绩效管理是一种领导力。事实上，高影响力的绩效管理不仅仅关注单独的“事件”，而是持续地支持绩效。实现高绩效，需要持续与坚持。有效的绩效管理包括一系列正在开展的活动——绩效设置与修订、管理与指导、做出纠正与建设性的反馈、培养规划与奖励与认可，同时在整个过程中穿插开展绩效评估活动。

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系统的结果是一个绩效矩阵，即：基于领导行为与成就这两个方面对员工进行评估，并根据评估得分，对员工进行矩阵定位。
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.
在整体评估阶段，应填写绩效表，并依据5绩点量表对每项成就与领导行为进行打分评分，如下表所示。结果是形成了25个箱矩阵，用于区分表现出众的员工与表现不佳的员工，并依据员工的专业水平和熟练程度对员工进行划分。通过列举在领导力与成就方面最需要改进的方向，这25个箱矩阵可帮助团队领导者有效地区分员工的不同绩效。
Continuous Feedback
持续反馈
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.
管理者可增加注释，以便记录观察结果/示例：在线系统提供了一个专用区域：对话日记。对话日记如同一个笔记本，管理者可以将其与员工的日常互动情况记录其中。管理者也应发挥领导者的作用，即管理者应在绩效评估期指导并管理报告，进行持续观察与反馈。

译者：刘进龙（品格首席综合类英语翻译）

本文由北京翻译公司品格翻译提供，未经允许，不得转载。