2024年2月16日发(作者：)

Human Resource Policy

人力资源政策

Subject:

Performance Management System

标题：绩效管理系统

Section No: HCN-IDM-HR012-8.0

文档号：HCN-IDM-HR012-8.0

1.

Page 1 of 7

第 1 页，共 7 页

Prepared by:

Crystal Zhou

撰写人：

Authorized by:

Thomas Sattes

授权人：

Revision Date:

更新日期：

2009-01-01

Replaces Issue Dated:2008-03-20

改版发行日期：

POLICY政策

It is the Hagemeyer China’s policy to optimize the performance of all Employees by

linking their accountabilities and key performance indicators to the Company’s goals

and appraising them against these requirements in a timely, fair and consistent

manner.

海格曼中国的政策是通过把员工的职责和关键业绩指标与公司的目标联系起来，以及时、公平、一致的方式对他们就这些要求进行评估，以使员工的业绩最优化。

2.

DEFINITIONS定义

Performance Management System 绩效管理系统

The system used to optimise the performance of all Employees by ensuring they

understand what is expected over the coming year and receive feedback on

performance against these expectations.

该系统通过确保员工知晓公司对他们在今后一年中的期待，同时获得与这些期望有关的业绩反馈意见，使其业绩最优化。

Performance Planning绩效规划

Managers meet with each Employee to clarify what is expected over the coming year –

consistent with their job description. For sales, the meet will be quarterly.

经理会见每个员工，向他们明确今后一年公司对他们工作职责的期望。对于销售，将每季度会见一次。

Interim Appraisal中期考核

Managers meet with each Employee to review the Employee’s performance over the

first six months.

经理会见每个员工，审查员工在第一个6个月内的业绩。

Annual Appraisal年度考核

Managers meet with each Employee to assess the Employee’s performance over the

previous twelve months.

经理会见每个员工，评估员工在此之前12个月内的业绩。

Job Description职业描述

Defines the primary purpose of a role,the key accountabilities, the key performance

indicators and the skills and qualities required to succeed in the role.

界定员工所担任的职务的主要目的、关键职责、关键业绩指标和需要的技能和素质。

Accountabilities职责

The activities or broad areas of responsibility associated with a role.

负责与其职务相关的活动或广泛的领域。

Document printed on 5/01/2009

Uncontrolled when printed

Human Resource Policy

人力资源政策

Subject:

Performance Management System

标题：绩效管理系统

Section No: HCN-IDM-HR012-8.0

文档号：HCN-IDM-HR012-8.0

Key Performance Indicators关键绩效指标

The measures used to assess performance in a role.

该测量方法用于评估每个职位的绩效。

Quarterly Review季度审查

Page 2 of 7

第 2 页，共 7 页

Prepared by:

Crystal Zhou

撰写人：

Authorized by:

Thomas Sattes

授权人：

Revision Date:

更新日期：

2009-01-01

Replaces Issue Dated:2008-03-20

改版发行日期：

All direct sales will be assessed in a quarterly review conducted by their line manager.

对所有的直接销售的评估，要在由产品经理负责的季度审查中进行。

3.

PURPOSE目的

The purpose of the Performance Management Policy is to:

绩效管理政策的目的是：

•

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Create a performance driven culture.

创建一种业绩驱动文化。

Establish clear expectations of performance for each Employee linked to the

Company’s goals.

为每个员工建立与公司目标有关的、明确的业绩预期。

Formally assess and accurately document individual performance, identifying

areas of strength and development.

正式评估和准确地记录个人业绩，进而确定其优势领域和发展区域。

•

4.

SCOPE适用范围

The Performance Management Policy applies to all existing Employees who are

engaged on a full time or part time basis. It also covers fixed term contractors

engaged for a period of more than six months.

绩效管理政策适用于所有从事全职或兼职的所有现有员工，同时还包括签有6个月以上固定期限的承包商。

5.

RESPONSIBILITIES工作职责

Responsibility for review and update of this procedure on an annual basis lies with

the General Manager Organizational Effectiveness.

总经理组织效能负责该程序的年度复查及更新的职责。

5.1 It is the Employee’s responsibility to: 员工的工作职责是：

• Review their job description to ensure it accurately defines their role.

审查他们的工作描述，以确保它准确地界定其职位。

Document printed on 5/01/2009

Uncontrolled when printed

Human Resource Policy

人力资源政策

Subject:

Performance Management System

标题：绩效管理系统

Section No: HCN-IDM-HR012-8.0

文档号：HCN-IDM-HR012-8.0

•

Page 3 of 7

第 3 页，共 7 页

Prepared by:

Crystal Zhou

撰写人：

Authorized by:

Thomas Sattes

授权人：

Revision Date:

更新日期：

2009-01-01

Replaces Issue Dated:2008-03-20

改版发行日期：

Monitor their own performance against the requirements of their job

description.

针对工作描述的要求而监控自己的业绩。

• Complete the pre-work associated with the interim and annual appraisals.

完成与临时考核和年度考核相关的预审工作。

• Follow through on action plans agreed at the interim and annual appraisals.

落实在中期考核和年度考核中达成的行动计划。

5.2 It is the Manager’s responsibility to:经理的工作职责是：

• Meet with each Employee at the beginning of the twelve month cycle to

clarify what is expected over the coming twelve months.

在以每12个月为一个周期开始的时候亲自会见每位员工，使其明确公司在未来12个月对他们的期望。

• Provide each Employee with formal and informal feedback on their

performance.

为每一位员工提供正式和非正式的业绩反馈。

• Conduct an interim and annual appraisal.

实施中期和年度考核。

• Consistently apply the rating system.

坚持实行等级评定制度。

• Follow through on action plans agreed at the interim and annual appraisals.

落实在中期考核和年度考核中达成的行动计划。

5.3 It is Human Resources’ responsibility to: 人力资源部的工作职责是：

Train and coach Managers as required.

根据需要对经理培训和辅导。

• Monitor the process including the use of ratings.

监督这一流程，包括使用等级评定。

6.

GUIDELINES方针

6.1 Performance Management Cycle 绩效管理周期

The cycle commences in July / August of each year and comprises the

following activities:

绩效管理周期在每年的7 / 8月开始，并包括以下活动：

Performance Planning – January / February 绩效规划——1月/2月

The Manager meets with the Employee to clarify what is expected over the coming

twelve months consistent with the Employee’s job description. These expectations are

expressed as accountabilities and key performance indicators and appear in Sections 1

Document printed on 5/01/2009

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•

Human Resource Policy

人力资源政策

Subject:

Performance Management System

标题：绩效管理系统

Section No: HCN-IDM-HR012-8.0

文档号：HCN-IDM-HR012-8.0

Page 4 of 7

第 4 页，共 7 页

Prepared by:

Crystal Zhou

撰写人：

Authorized by:

Thomas Sattes

授权人：

Revision Date:

更新日期：

2009-01-01

Replaces Issue Dated:2008-03-20

改版发行日期：

and 2 of the Performance Appraisal Form. The key performance indicators in Section

2 may not change from year to year, but the associated targets probably will.

经理会见员工，阐明对员工在未来12个月内其职务要求的期望。这些期望将以工作职责和关键性能指标表示，并会显示在第1和第2款的业绩评估表中。第2款的关键绩效指标不可每年更改，但是相关联的目标可能会改变。

It is important that the Manager and the Employee have a common understanding of

what is expected and this will form the basis of their interim and annual appraisals.

重要的是，经理和员工应对上述期望达成一个共同的理解，这将构成他们中期考核和年度考核的依据。

Quarterly Performance Review – Direct Sales 季度绩效考核——直接销售

The Manager meets with the Employee to review the performance over the last 3

month against the KPI’s set in the Performance Planning Session in January / February.

经理会见员工，针对1月/ 2月绩效规划会议所确立的关键绩效指标，来审查员工过去3个月的业绩。

The Quarterly Performance Review must be completed by all Direct Sales Staff across

the business by 15th of the closing quarter following month.

季度业绩审查必须由整个公司的所有直接销售人员在闭幕季度随后一个月的第15天内完成。

1. The Manager is providing the Quarterly Performance Review Template filled with

KPI information to Employee

经理提供员工一份填有关键绩效指标的季度绩效考核模板。

2. The Employee does his self evaluation of the template and returns to Manager

within 3 days

员工填写模板内的自我评价，并将结果在3天内返回给经理。

3. The Manager reviews the draft and sets a date / time for the discussion.

经理审查该表格初稿，并确定讨论的日期/时间。

4. The Employee and their Manager systematically work through the form and

discuss each section in detail.

员工和他们的经理系统地制定表格和详细讨论每一环节。

5. The Manager amends the form as required to reflect the discussion and adds

comments and a signature to the last page.

经理根据要求修订表格以反映讨论内容，并在最后一页补充意见和署名。

6. The Manager presents the form to the Employee for their comments and signature.

经理将该表格提交给员工，要求其填写意见并署名。

7. The Manager arranges for their Manager to review and sign the form.

经理安排他们的经理进行审查并签署该表。

8. The Manager makes a copy and forwards the original (plus a Performance

Appraisal Worksheet – HCN-IDT-HR009) to the IDD

经理制作表格副本并将原件转交给给产业分销总监（附加业绩评估工作表——HCN-IDT-HR009）。

9. BU Director reviews the Performance Appraisal and forwards information to HR

Manager.

事业部总监审查业绩考核，并将信息提交给人力资源经理。

Document printed on 5/01/2009

Uncontrolled when printed

Human Resource Policy

人力资源政策

Subject:

Performance Management System

标题：绩效管理系统

Section No: HCN-IDM-HR012-8.0

文档号：HCN-IDM-HR012-8.0

Page 5 of 7

第 5 页，共 7 页

Prepared by:

Crystal Zhou

撰写人：

Authorized by:

Thomas Sattes

授权人：

Revision Date:

更新日期：

2009-01-01

Replaces Issue Dated:2008-03-20

改版发行日期：

Interim Appraisal – July / August中期考核-7月/8月

The Manager meets with the Employee to review the Employee’s performance over the

first six months and during the meeting, they should aim to reach consensus on

performance to date.

经理会见员工，以审查员工在过去第一个6个月内的业绩。会议期间，他们的目的应是就其业绩达成共识。

Interim Performance Appraisals must be completed on all Staff across the business by

the 15 August and to this end, the process is set out below:

中期业绩评估必须由公司所有员工在8月15日前完成。为达到此目的，现将其程序规定如下：

1. The Employee completes the relevant form (except the last section) and .

员工完成有关表格（除最后一节），以及

2. The Manager reviews the draft and sets a date / time for the discussion.

经理审查该表格初稿，并确定讨论的日期/时间。

3. The Employee and their Manager systematically work through the form and

discuss each section in detail.

员工和他们的经理系统地制定表格，并详细讨论每一环节。

4. The Manager amends the form as required to reflect the discussion and adds

comments and a signature to the last page.

经理修订表格，以反映讨论内容，并在最后一页补充意见和签名。

5. The Manager presents the form to the Employee for their comments and signature.

经理将该表格提交给员工，要求其填写意见并署名。

6. The Manager arranges for their Manager to review and sign the form.

经理安排他们的经理进行审查并签署该表。

7. The Manager makes a copy and forwards the original (plus a Performance

Appraisal Worksheet – HCN-IDT-HR009) to the IDD

经理制作表格副本并将原件转交给给产业分销总监（附加业绩评估工作表绩工作- – HCN-IDT-HR009）。

8. BU Director reviews the Performance Appraisal and forwards information to HR

Manager.

事业部总监审查业绩考核，并将信息提交给人力资源经理。

This is a good opportunity to acknowledge good performance or to develop an action

plan to address performance issues prior to the annual appraisal.

这能够很好地确认良好绩效或制定一项行动计划，以在年度考核前解决绩效问题。

Annual Appraisal – November/December 年度考核-11月/12 月

The Manager meets with the Employee to assess the Employee’s performance over the

past year, they should aim to reach consensus on performance.

经理会见员工，以审查员工在过去一年的业绩，且他们的目的应是就其业绩达成共识。

Document printed on 5/01/2009

Uncontrolled when printed

Human Resource Policy

人力资源政策

Subject:

Performance Management System

标题：绩效管理系统

Section No: HCN-IDM-HR012-8.0

文档号：HCN-IDM-HR012-8.0

Page 6 of 7

第 6 页，共 7 页

Prepared by:

Crystal Zhou

撰写人：

Authorized by:

Thomas Sattes

授权人：

Revision Date:

更新日期：

2009-01-01

Replaces Issue Dated:2008-03-20

改版发行日期：

Annual Performance Appraisals must be completed on all Staff across the business by

the 15 February and to this end, the process is set out below:

年度业绩考核必须由公司所有员工在8月15日前完成，并为此目的，其程序规定如下：

1. The Employee completes the relevant form (except the last section) and .

员工完成有关表格（除最后一节），以及

2. The Manager reviews the draft and sets a date / time for the discussion.

经理审查该表格初稿，并确定讨论的日期/时间。

3. The Employee and their Manager systematically work through the form and

discuss each section in detail.

员工和他们的经理系统地制定表格，并详细讨论每一环节。

4. The Manager amends the form as required to reflect the discussion and adds

comments and a signature to the last page.

经理修订表格，以反映讨论内容，并在最后一页补充意见和签名。

5. The Manager presents the form to the Employee for their comments and signature.

经理将该表格提交给员工，要求其填写意见并署名。

6. The Manager arranges for their Manager to review and sign the form.

经理安排他们的经理进行审查并签署该表。

7. The Manager makes a copy and forwards the original (plus a Performance

Appraisal Worksheet - HCN-IDT-HR009) to the IDD

经理制作表格副本并将原件转交给给产业分销总监（附加业绩评估工作表绩工作- – HCN-IDT-HR009）。

8. BU Director reviews the Performance Appraisal and forwards information to HR

Manager.

事业部总监审查业绩考核，并将信息提交给人力资源经理。

The outcome of the annual appraisal will be considered (in conjunction with other

factors) when the Annual Salary Review is conducted.

在进行年度薪资审查时，要连同考虑年度考核的结果（以及其他因素）。

6.2 Performance Counselling绩效辅导

The Performance Counseling Process should be initiated if an Employee’s performance

is unsatisfactory.

如果员工的业绩并不令人满意，就要开始绩效辅导程序。

Document printed on 5/01/2009

Uncontrolled when printed

Human Resource Policy

人力资源政策

Subject:

Performance Management System

标题：绩效管理系统

Section No: HCN-IDM-HR012-8.0

文档号：HCN-IDM-HR012-8.0

7.

Page 7 of 7

第 7 页，共 7 页

Prepared by:

Crystal Zhou

撰写人：

Authorized by:

Thomas Sattes

授权人：

Revision Date:

更新日期：

2009-01-01

Replaces Issue Dated:2008-03-20

改版发行日期：

REFERENCES参考资料

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Performance Counselling & Disciplinary Record (HCN-IDT-HR023)

绩效辅导和纪律性记录（(HCN-IDT-HR023)

Interim Performance Appraisal – Management Roles (HCN-IDT-HR026)

中期绩效评估——管理角色(HCN-IDT-HR026)

Interim Performance Appraisal –Team Member Roles (HCN-IDT-HR028)

中期绩效评估——团队成员角色(HCN-IDT-HR028)

Performance Appraisal Worksheet (HCN-IDT-HR024)

绩效评估工作表(HCN-IDT-HR024)

Quarterly KPI Performance Review – Direct Sales (HCN-IDT-HR031)

季度关键绩效指标绩效审查——直接销售(HCN-IDT-HR031)

Employee Information – Team Member Role (HCN-IDT-HR027)

员工信息——团队成员角色(HCN-IDT-HR027)

Employee Information – Management Role (HCN-IDT-HR025)

员工信息——管理角色(HCN-IDT-HR025)

8. PROCESS程序

Managers should regularly provide informal feedback on performance.

经理应定期提供非正式的绩效反馈。

Conduct Quarterly / Interim / Annual

Appraisal/Review

进行季度/中期/年度评估/审查

Conduct an Internal Appraisal

开展内部考核

Agree Performance Plan

同意绩效规划

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