The Performance Management ProcessT

The Performance Management Process
The performance management process provides a vehicle through which employees
and their supervisors collaborate to enhance work results and satisfaction. This process
is most effective when both the employee and the supervisor take an active role and
work together to accomplish the following:
1. Performance planning: Plan for the coming year in the following areas:
Clarify the expectations and standards for the job
• what’s expected of someone in this role
• what standards must be maintained
Set performance goals
• what will the employee strive to achieve in the coming year
Set development goals
• what knowledge/skills will the employee work to develop or enhance
in the coming year
2. Day-to-day coaching and feedback: Discuss performance on a regular basis
(not just during formal reviews). Share feedback about the employee’s successes
and areas needing improvement. Seek employee input about the work process
and results.
3. Quarterly Performance Check-in: Have a “progress check” conversation at
least once per quarter. Identify successes and needed improvements in each of
the following areas:
• Meeting expectations and standards
• Achieving performance goals
• Achieving development goals
4. Formal performance review: Meet annually to review feedback from the
previous year, document performance outcomes and development results, and
plan for the coming year.
Overview of Performance Management
Page 4
The Performance Management Proc




Our company think the performance management is very important because it's can know that ours staff have knowledgeable and operating targets or not. it is taken from the data analysis work that we know each job with style and detail, in practice. in our company use the performance appraisal process consists of





การประเมินผลการปฏิบัติงานเป็นงานที่สำคัญในการบริหารทรัพยากรมนุษย์ การที่จะทราบว่าพนักงานมีความรู้ความสามารถและปฏิบัติงานได้ตามเป้าหมายที่กำหนดได้หรือไม่นั้น เป็นหน้าที่ของฝ่ายบุคคลที่ต้องมีเกณฑ์หรือมาตรฐานในการวัด ซึ่งการกำหนดมาตรฐานดังกล่าว ก็นำมาจากข้อมูลการวิเคราะห์งานนั่นเอง ที่ทำให้ทราบว่างานแต่ละงานมีลักษณะและรายละเอียดในการปฏิบัติงานอย่างไร การบังคับบัญชา ความยากง่ายของงานและอื่น ๆ ที่เกี่ยวข้องกับตำแหน่งงานนั้น ขณะเดียวกันบุคคลที่ดำรงตำแหน่งนั้นได้ปฏิบัติงานที่เป็นไปตามรายละเอียดของลักษณะงานนั้นๆมากน้อยเพียงใดครบถ้วนตามเนื้อหาของงานหรือไม่ ทำให้งานประสบความสำเร็จมากน้อยเพียงใด เป็นต้น

ผลลัพธ์ (อังกฤษ) 1:

The Performance Management ProcessThe performance management process provides a vehicle through which employeesand their supervisors collaborate to enhance work results and satisfaction. This processis most effective when both the employee and the supervisor take an active role andwork together to accomplish the following:1. Performance planning: Plan for the coming year in the following areas:Clarify the expectations and standards for the job• what's expected of someone in this role• what standards must be maintainedSet performance goals• what will the employee strive to achieve in the coming yearSet development goals• what knowledge/skills will the employee work to develop or enhancein the coming year2. Day-to-day coaching and feedback: Discuss performance on a regular basis(not just during formal reviews). Share feedback about the employee's successesand areas needing improvement. Seek employee input about the work processand results.3. Quarterly Performance Check-in: Have a "progress check" conversation atleast once per quarter. Identify successes and needed improvements in each ofthe following areas:• Meeting expectations and standards• Achieving performance goals• Achieving development goals4. Formal performance review: Meet annually to review feedback from theprevious year, document performance outcomes and development results, andplan for the coming year. Overview of Performance ManagementPage 4The Performance Management ProcOur company think the performance management is very important because it's can know that ours staff have knowledgeable and operating targets or not. it is taken from the data analysis work that we know each job with style and detail, in practice. in our company use the performance appraisal process consists of Performance evaluation is an important task in human resources management. To know that an employee has the knowledge, ability, and work goals defined, whether or not it is the duty of the parties must have criteria or standards to which such standards, it is taken from the data analysis work that we know each job with style and detail, in practice? The bosses The difficulty of the task and the other related to position it. Meanwhile, the person who nominated it works that is based on the details of the respective characteristics, much as the content of the work or not. Make the job much success, etc.

ผลลัพธ์ (อังกฤษ) 2:

The Performance Management Process
The Performance Management Process provides a Vehicle Through which employees
and their Supervisors collaborate to Enhance Work results and satisfaction. This Process
is Most effective when both the employee and the supervisor take an active role and
Work Together to accomplish the following:
1. . Performance planning: Plan for the Coming year in the following areas:
Clarify the Expectations and Standards for the job
• what's expected of someone in this role
• what Standards must be maintained
Set Performance goals
• what Will the employee strive to Achieve in the Coming. year
Development Set goals
• what Knowledge / Skills Will Work to Develop or Enhance the employee
in the year Coming
2. Day-to-Day coaching and Feedback: Discuss Performance on a regular basis
(not just during Formal Reviews). About the Share Feedback. employee's SUCCESSES
and areas Needing Improvement. Seek employee input About the Work Process
and results.
3. Quarterly Performance Check-in: Have a "Progress Check" Conversation at
Least once per Quarter. Identify SUCCESSES and Needed Improvements in each of
the following areas:.
• Meeting Expectations and Standards
• Achieving Performance goals
• Achieving Development goals
4. Formal Performance review: Meet Annually to review Feedback from the
previous year, Document Performance Development outcomes and results, and
Plan for the Coming year.
Overview of Performance Management
Page 4
The. Performance Management Proc




our Company Think the Performance Management is very important because it's Can know that Ours staff have knowledgeable and operating targets or not. it is taken from the Data Analysis Work that we know each job with style and detail, in Practice. in our. company use the performance appraisal process consists of





evaluating the performance of critical applications in human resource management. To know that the staff is knowledgeable and operating targets or not. It is the duty of the party to have a threshold or standard of measurement. The defining such standards Information is taken from the analysis itself. To know that each job profile and look in practice, however. mastery The difficulty of the job and other jobs associated with it. Meanwhile, the incumbent party is conducted according to the profile of the job that much information on the content of the job or not. Makes success so much.