绩效考评英文版课件

1、Essessment of performance Transtlators: Jiang zhi neng 蒋志能20134143031 Liang de gao 梁德高20134143030The members and jobs of eighth groupInformation analysis: Dan zeng nuo bu, Yang yangPPT maker: Liang de gao PPT speaker :Jiang zhi Neng Kuang Heng BinThe organizer: Yin Ten HuiDirectoryAbout ALiBaBaAbout

2、 ALiBaBa business categoryPerformance management statusPerformance management system （1 Basic system of universal“(2) The crazy goal (3) Assessment of valuesAlibaba, the implementation of the performance evaluationOrdinary staff performance appraisal Management personnel performance appraisalPerform

3、ance appraisal results impact on employees future careerThe lack of the system Matching the performance management of the recruiting system and cadre training and assessment system -About AlibabaMission: there is no difficult to do about business.Vision: Let the customer meet, work and live a better

4、 life in alibaba, and continue to develop themselves at least 102 years.Alibaba group, led by Mr Ma, a former English teacher, 18 people, founded in 1999 in hangzhou. Tmall double 11 deals in 91.217 billion, 2015, which refreshes the eight sales on world records, 2014 sees national average daily sal

5、es of consumer goods.Internet funs: Ma Yunyong taobao conquered China woman, with Heng Da conquered Chinaese men!The core events of Alibaba development In December 2001, alibaba surpassed 1 million for the number of registered users.In May 2003, taobao shopping website was founded in the apartment.I

6、n July 2004, taobao let buyers and sellers of release instant text, voice and video communication of the PC version communication soft aliwang wang.In December 2004, alibaba group affiliates third-party online payment platform, alipay.On September 10, 2009, alibaba group, celebrated the 10th anniver

7、sary of the creation, ali cloud computing ,was established. During the same month, alibaba announced the acquisition of Chinas leading Internet based service providers nets in China.In March 2010, alibaba changes the China market for the name of the 1688. In the same month, taobao launched group-buy

8、ing bargain.In January 2012, taobao mall announced changes in Chinese called Tmall, strengthening its positioning platformAlibaba business categoryThe status of performance managementE - HR platform with alibaba each subordinates enterprise project management, financial management system implementat

9、ion, such as a fully integrated and comprehensive integration, for each business system provides a group of personnel information and data structure of a single trusted sources. The groups human resources work processes to achieve the standardization and automation improve the efficiency and accurac

10、y of the human resource management, to the success of alibaba human capital strategy implementation has laid a solid foundation. Providing more time to engage in strategic activities such as company values and policy propaganda.So, based on Oracle PeopleSoft HCM, combining performance management and

11、 effective depth values formed the alibaba unique performance appraisal system.One, the basic system of universalIn 2001, for the universal service of 25 years ,GuanMing joined alibaba, and drawed lessons from and further strengthened the basic idea of ges performance management system and framework

12、. The alis formal performance management is in line with international standards.Using generic methods to strengthen the values of the most representative product is dynamic curve law. Rank 271 ways to examine the relative performance of employees. The top 20% belongs to the good employees, the comp

13、any to give more reward in the material, spiritual and personal development; 70% is the middle section, after 10% is backward molecule, belong to face out of the staff, but alibaba which is out for such employees is not strict like gm, weak on values show good business staff, alibaba will be giving

14、them the opportunity to inspection, training, job-transfer, unless the employee violate the moral bottom line is unforgivable, alibaba is generally good for value assessment and direct fire employees. In order to guarantee the fairness, alibaba by adopting the combination of competent assessment and

15、 employees self assessment model. Competent inspection staff and the inspection result at least 3 pointsOr 0.5 points below, with a practical case to illustrate this score. Supervisor completes staff assessment, and after talking to employee performance, staff can see on the computer supervisors ass

16、essment of himself. At the same time, employees may at any time looking for a HR reflects the problems in evaluation.Knockout is dynamic cycle, at the end of out the bottom staff is also the protection of outstanding employees, so that the negative incentives throughout the organizationThird, value

17、evaluationperformancevalue evaluationThe houndWild dogsThe small white rabbitJunkhe dragons: have to killThe small white rabbit: training in time, cant let, may be eliminated。Alibabas valuesAssessment of valuesQuarterly review, full-year results for an average of 4 timesValue evaluation system of th

18、e customs clearance, you should first do the terms of the low scores, then advanced to a higher level, according to this principle, the lower score if failed to do it, there is no chance in order; Showing a higher requirements and prioritiesGrading rules:Each if it is only a part, can review 0.5 poi

19、nts, allowing to exsist 0To reduce demand for employees examples showing face to faceA score of 0.5 points (below), or more than 4 points (including), to the competent written instructionsAt any time can find HR to reflect the problems in evaluationSpecific criteria refer to p196 - p198Attention poi

20、nts of value essessmentPromotion is a comprehensive range of values: including the recruitment, training, personnel selection, performance appraisal, culture construction activities and so on various fields of human resource managementManagers to employees to values must abandon the concept of tool,

21、 deep understand values into the purpose of performance appraisal, meticulous observation on employee behavior, objective and fair judgment.both dont drift, and do not criticize to achieve the real purpose of marketing the valuesValues only conform to does not conform to, no good or badSecond, the m

22、anagement personnel performance appraisalA, performance ratingsAssessment content: strategy formulation, team building, and indexThe inspection time: every quarterEvaluation score: three aspects: the total score is 100Second, the values score:A code of conduct assessment content: alibaba valuesAsses

23、sment scores: the total score of 45Third, the total scorePerformance score and values score comprehensive scoreGrading rules:1, the values in the 27 points (including) above, shall not affect the overall score, but it should be pointed out that improving direction values;2, the values in 18 points (

24、including) - 27 points, deduct 15% performance;3, score values under 18 points, ineligible to participate in the performance evaluation, the bonus sum deducted;4, any a score values under 1 minute, ineligible to participate in the performance evaluation, bonuses deducted in full.Four, comprehensive

25、points sort 271The top 20% belongs to the good employees, the company to give more reward in the material, spiritual and personal development; 70% is the middle section, after 10% is backward molecule, belong to face out of the staffThird, performance appraisal results impact on employees future car

26、eerA raisebonuspromotionTraining and development opportunitiesJob rotation opportunitiesStock optionseliminateAdviceManagement is different from technology and capital, which cant rely on imports. The core issue of Chinas development is to cultivate a group of effective managers. They should be the

27、managers of Chinas own culture, they are familiar with and understand their hungry nation and people, and be deeply rooted in Chinese culture, society and environment. Only China can build China. DruckerAlibaba happy work fun culturePlease watch the singing video Ma alibaba conventionThird, the appr

28、aisal system of senior executivesIn 2002, alibaba executives practice the assessment of the balanced scorecard to the company.BSC (Balanced Score Card, BSC) : on the basis of enterprise strategy, the enterprise strategy implementation to the feasible target, measurable index and target value of a st

29、rategy implementation tool.In 2007, alibaba of previously confined to director level of the following values assessment to adjust for all employees, including director, vice President.In 2009, Mr. Ma offered to advance satisfied or not satisfied to the inspection unit, effect to test and verify.In 2

30、011, executives to resign cases, 2 senior executives to resign because of values to implement a hole. Although is regarded as a public relations, alibaba executives dare to bear is still an expression of ali values.As a human resources manager, seeing big manager after leaving office, can be summed

31、up several common point:A, the differences between the wealth and income. The same work, the same pay, the same opportunities, the same pressure, the discretion of the salary is just means a persons ability of high and low. The perspective-taking, my income is higher, so my ability to get affirmatio

32、n, the company will be more trust me, at the same time, the greater the chances of success will beSecond, the technical updates. Now society updates soon, the same techniques can be a lot of people, so as a professional manager, success always belongs to the past, in the face of the company which wa

33、nts to surpass, facing the pressure of your promotion and promotion, many professional managers are eager to learn more technology to transcend, but they also found that in the existing platform, it is difficult to acquire new knowledge, so they want higher ground, and knowledge, causing a lot of pe

34、ople to leaveThird, the expansion of the personal ambition. As a professional manager in mastery of core technology team and know how to correct operation, together with its appeal and relationships in the industry, a lot of people think of seeking business by themselves.Fourth, gap in the work. Man

35、y professional managers are at the beginning of the enterprise development, and even venture period, all of whom play their own ability to help companies grow, but when after the success of the company, landscape has changed. Because the company needs to breakthrough, then he needs to better support

36、 and ability, and the professional manager is not in conformity with the original, so the difference is easy to lead to their departure.When see these big managers leave, as a human resources managers face more is ordinary staff leave and give up, so when we met their departure, how do we solve? First, a rising tide lifts all boats. The company must be good at founding that the growth of the employees, more cant be ignored their growth. A positive people, the company should