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    美國卓越績(jì)效評價(jià)準則（中英文對照版）-5以員工為本

    字體大?。?a href="javascript:setFontSize(16)" title="大號字體">大 | 中 | 小 2008-12-23 10:23 閱讀(5685) 評論(0) 分類(lèi)：卓越績(jì)效專(zhuān)題
    5 Workforce Focus (85 pts.)
    5 以員工為本（85分）
    The WORKFORCE Focus Category examines HOW your organization engages, manages, and develops your WORKFORCE to utilize its full potential in ALIGNMENT with your organizations overallMISSION, strategy, and ACTION PLANS. The Category examines your ability to assess WORKFORCE CAPABILITY and CAPACITY needs and to build a WORKFORCE environment conducive to HIGHPERFORMANCE.
    以員工為本類(lèi)目檢查組織如何聘用、管理并發(fā)展員工，以激發(fā)員工的全部潛能，使之與組織的整體使命、戰略、行動(dòng)計劃相一致；本類(lèi)目也檢查組織在評估員工能力和量能需求并營(yíng)造一個(gè)有利于高績(jì)效的員工環(huán)境的能力。
    5.1 Workforce Engagement: How do you engage your workforce to achieve organizational and personal success? (45 points)                          Process
    5.1 員工契合度：如何激發(fā)員工以實(shí)現組織和個(gè)人的成功？（45分）            過(guò)程
    Describe HOW your organization engages, compensates, and rewards your WORKFORCE to achieve HIGH  PERFORMANCE . Describe HOW members of your WORKFORCE, including leaders, are developed to achieve HIGHPER-FORMANCE. Describe HOW you assess WORKFORCE ENGAGEMENT and use the results to achieve higher PERFORMANCE.
    說(shuō)明組織如何聘用、支付薪酬和獎勵員工以取得高績(jì)效。說(shuō)明組織如何使所有成員包括領(lǐng)導得到發(fā)展，以取得高績(jì)效。說(shuō)明組織如何評價(jià)員工的契合度，并運用評價(jià)結果來(lái)獲取高績(jì)效。
    Within your response, include answers to the following questions:
    在報告中，要答復以下問(wèn)題：
    a. WORKFORCE Enrichment
    a. 員工增值
    (1) HOW do you determine the KEY factors that affect WORKFORCE ENGAGEMENT? HOW do you determine the KEY factors that affect WORKFORCE satisfaction? HOW are these factors determined for different WORKFORCE groups and SEGMENTS?
    (1)組織如何確定影響員工契合度的關(guān)鍵因素？如何確定影響員工滿(mǎn)意度的關(guān)鍵因素？對于不同的員工群體與員工細分，這些因素是如何確定的？
    (2) HOW do you foster an organizational culture conducive to HIGHPERFORMANCE and a motivated WORKFORCE to accomplish the following:
     (2)組織如何培育一種產(chǎn)生高績(jì)效和自發(fā)主動(dòng)員工群體的企業(yè)文化，以達成以下目標：
    cooperation, EFFECTIVE communication, and skill sharing within and across work units, operating  units, and locations, as appropriate
    ·在各工作單位、運營(yíng)單元、各地區內部及相互間的合作，有效溝通和技能共享（適用時(shí)）；
    ·EFFECTIVE information flow and two-way communication with supervisors and managers
    ·員工與主管和管理層之間有效的信息傳遞和雙向溝通；
    ·individual goal setting, EMPOWERMENT, and initiative
    ·個(gè)人目標的設立、*與主動(dòng)性；
    ·INNOVATION in the work environment
    ·工作環(huán)境的創(chuàng )新；
    ·the ability to benefit from the diverse ideas, cultures, and thinking of your WORKFORCE
    ·組織從員工多樣化的創(chuàng )意、文化和思想中獲益的能力。
    (3)組織的員工績(jì)效管理系統如何支持高績(jì)效的工作，以及員工與組織的契合？組織的員工績(jì)效管理系統是如何考慮員工的薪酬、獎勵、認可和激勵措施的？組織的員工績(jì)效管理系統如何強化以顧客和業(yè)務(wù)為*的導向，促進(jìn)行動(dòng)計劃的實(shí)現？
    (3) HOW does your WORKFORCE PERFORMANCE management system support HIGH-PERFORMANCE WORK and WORKFORCE ENGAGEMENT? HOW does your WORKFORCE PERFORMANCE management system consider WORKFORCE compensation,reward, recognition, and incentive practices? HOW does your WORKFORCE PERFORMANCE management system reinforce a CUSTOMER and business focus and achievement of your ACTION PLANS?
    b. WORKFORCE and Leader Development
    b. 員工與領(lǐng)導的發(fā)展
    (1) HOW does your WORKFORCE development and LEARNING system address the following:
    (1)    員工的發(fā)展和學(xué)習系統如何應對以下問(wèn)題：
    ·needs and desires for LEARNING and development identified by your WORKFORCE, including supervisors and managers
    ·包括主管與管理層在內的員工提出的學(xué)習和發(fā)展的需求及期望；
    ·your CORE COMPETENCIES, STRATEGIC CHALLENGES, and accomplishment of your ACTION PLANS, both short-term and long-term
    ·組織的核心競爭力、戰略挑戰及長(cháng)、短期行動(dòng)計劃的實(shí)現；
    ·organizational PERFORMANCE improvement, technological change, and INNOVATION
    ·組織的績(jì)效改進(jìn)、技術(shù)變革與創(chuàng )新；
    ·the breadth of development opportunities, including education, training, coaching, mentoring, and work-related experiences, as appropriate
    ·發(fā)展機遇的廣度，包括教育、培訓、訓練、輔導以及相關(guān)工作經(jīng)驗（適用時(shí)）；
    ·the transfer of knowledge from departing or retiring workers
    ·離職或退休員工知識的傳承；
    ·the reinforcement of new knowledge and skills on the job
    ·強化崗位所需的新知識和技能。
     
    (2) HOW does your development and LEARNING system for leaders address the following:
    (2)    領(lǐng)導的發(fā)展與學(xué)習系統如何應對以下問(wèn)題：
    ·development of personal leadership attributes
    ·領(lǐng)導特質(zhì)的開(kāi)發(fā)；
    ·development of organizational knowledge
    ·組織知識的培養；
    ·ethical business practices
    ·商業(yè)道德慣行；
    ·your CORE COMPETENCIES, STRATEGIC CHALLENGES, and accomplishment of your ACTION PLANS, both short-term and long-term
    ·組織的核心競爭力、戰略挑戰及長(cháng)、短期行動(dòng)計劃的實(shí)現；
    ·organizational PERFORMANCE improvement, change, and INNOVATION
    ·組織的績(jì)效改進(jìn)、變革和創(chuàng )新；
    ·the breadth of leadership development opportunities, including education, training, coaching,
    mentoring, and work-related experiences, as appropriate
    ·領(lǐng)導發(fā)展機遇的廣度，包括教育、培訓、訓練、輔導以及相關(guān)工作經(jīng)驗（適用時(shí)）。
    (3)HOW do you evaluate the EFFECTIVENESS of your WORKFORCE and leader development and LEARNING systems?
    (3)    組織如何評價(jià)其員工和領(lǐng)導的發(fā)展和學(xué)習系統的有效性？
    (4) HOW do you manage EFFECTIVE career progression for your entire WORKFORCE? HOW do you accomplish EFFECTIVE succession planning for management and leadership positions?
    (4)      組織如何對全體員工實(shí)施有效的職業(yè)生涯晉升管理？如何開(kāi)展有效的管理和領(lǐng)導職位繼任計劃？
    c.Assessment of WORKFORCE ENGAGEMENT
    c. 員工契合度的評價(jià)
    (1) HOW do you assess WORKFORCE ENGAGEMENT? What formal and informal assessment methods and MEASURES do you use to determine WORKFORCE ENGAGEMENT and WORKFORCE satisfaction? How do these methods and MEASURES differ across WORKFORCE groups and SEGMENTS? HOW do you use other INDICATORS, such as WORKFORCE retention, absenteeism, grievances, safety, and PRODUCTIVITY to assess and improve WORKFORCE ENGAGEMENT?
     (1)組織如何評價(jià)員工契合度？組織采取哪些正式、非正式的方法和測量項目和指標來(lái)確定員工契合度和員工滿(mǎn)意度？這些方法和測量指標如何因不同的員工群體和員工細分而異？組織如何利用其它指標，如員工保持、缺勤、抱怨、安全及生產(chǎn)率等，來(lái)評價(jià)并提升員工契合度？
    (2) HOW do you relate assessment findings to KEY business RESULTS reported in Category 7 to identify opportu-nities for improvement in both WORKFORCE ENGAGEMENT and business RESULTS?
    (2)組織如何將評價(jià)結果與類(lèi)目7中的關(guān)鍵經(jīng)營(yíng)結果相聯(lián)系，以識別在員工契合度和經(jīng)營(yíng)結果方面的改進(jìn)機會(huì )？
    Notes:
    注解：
    N1. Workforce– refers to the people actively involved in accomplishing the work of your organization. It includes your organizations permanent, tempora
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    文章標簽: 卓越績(jì)效模式 以人為本

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