老闆的管理個案集152---老闆應用ChatGTP設計員工績效考核表的對話

 林金地 / 效能定律專業管理顧問  jd0935297174@gmail.com  0935-297174

在之前我所寫的管理個案集4---企業規劃績效考核的對話中，曾經提及將KPI管理納入績效考核的獎金計算之中，也協助設計二個可以量化的版本之員工績效考核表供客戶參考，記得當時有接觸過的客戶老闆與主管們都覺得如此的考核表很棒！不料當我陸續再回到客戶處進行企管輔導或協助每年ISO的續評時，發現多數的客戶並沒有落實他們曾經讚嘆過的績效考核表，不禁讓我要深刻的檢討：是不是我幫他們設計的員工績效考核表太過理想化而造成知易行難。後來我發現關鍵問題是在於多數客戶無法持續的落實KPI管理，相關的原因詳如管理個案集3---企業設計 KPI 管理的對話、23---制定KPI與企業績效的對話、41---企業訂定KPI的盲點對話、56---企業對KPI計算公式的對話等。

 

因此我想藉由聊天機器人ChatGPT來看看人工智慧(Artificial Intelligence, AI)會是給予什麼樣的答案。我提出了6個含中文與英文的問題如下：

1.       請設計一份員工績效考核表。

2.       Please design a staff performance appraisal table.

3.       請設計一份研發部門含有KPI的員工績效考核表。

4.       Please design a staff performance appraisal table with KPI in the R&D department.

5.       如何讓企業可以持續的及成功的落實KPI管理？

6.       How to enable enterprises to implement KPI management continuously and successfully？

因為每一個部門或單位有其不同的功能與作業內容，故最好是設計可以符合各單位功能都能適用的績效考核表為佳，或是依據不同部門分別設計其專用的考核表才會更精確。

 

結果ChatGPT的回覆如下：

1.       請設計一份員工績效考核表。

以下是一份基本的員工績效考核表範本，你可以根據你們公司的需求和目標進行修改和定製。

公司名稱: [公司名稱] 員工績效考核表 評估期間: [評估期間]

員工姓名: [員工姓名] 職位: [職位] 日期: [日期]

評估者姓名: [評估者姓名] 職位: [評估者職位] 日期: [評估日期]

評估準則: 在每個項目中選擇適用的評估等級: 1 = 表現優秀 2 = 表現良好 3 = 表現需要改進 N/A = 不適用/無法評估

評估項目:

1.   工作表現

l  達成目標和指標

l  工作質量和準確性

l  執行力和效率

2.   專業知識與技能

l  對工作相關知識的掌握

l  對專業技能的運用

l  持續學習和成長

3.   團隊合作

l  與同事之間的合作與支持

l  積極參與團隊活動

l  協助他人取得成功

4.   溝通能力

l  清晰表達意見和想法

l  能夠聆聽和理解他人觀點

l  與同事和管理層有效溝通

5.   創新與問題解決

l  提出新想法和創新解決方案

l  能夠處理挑戰和問題

l  積極參與改進流程和方法

6.   領導力（如果適用）

l  帶領和激勵團隊成員

l  能夠做出明智決策

l  展現積極正面的領導風格

總評: （根據所有項目的評估等級，提供一個總體評估）

評語: （提供對員工表現的具體評語，包括優點和需要改進的地方。也可以提供有關獎勵或改進計劃的建議。）

簽名: 員工: ___________________ 日期: ______________

評估者: ___________________ 日期: ______________

備註：此份考核表僅為範本，建議根據實際情況進行調整。同時，在進行員工績效考核時，要確保評估標準公正、客觀並與員工充分溝通。評估的目的應該是幫助員工成長和提升工作表現，而非單純的批評或懲戒。

 

2.       Please design a staff performance appraisal table.

Designing a staff performance appraisal table involves capturing relevant criteria, ratings, and other essential elements to evaluate employee performance effectively. Below is a simple example of a staff performance appraisal table that includes some common performance factors:

Criteria	Weight	Excellent (5)	Very Good (4)	Good (3)	Fair (2)	Needs Improvement (1)	Comments/Notes
Job Knowledge	30%
Quality of Work	20%
Communication	15%
Teamwork	10%
Initiative	10%
Problem Solving	15%
Attendance/Punctuality	5%
Overall Score	100%

Here's a brief explanation of the table elements:

1.   Criteria: This column lists the various performance criteria that will be evaluated.

2.   Weight: This column denotes the importance or weightage given to each criterion in the overall assessment. The sum of all weights should equal 100%.

3.   Rating Scale: The scale provided here is a numerical rating scale, ranging from 1 to 5. You can adjust the rating scale according to your organization's requirements (e.g., a scale of 1 to 10 or a different labeling system like "Poor," "Average," "Excellent," etc.).

4.   Comments/Notes: This column allows the appraiser to provide comments, feedback, or notes on the employee's performance in each criterion.

To use this table, the appraiser would rate the employee's performance in each criterion using the chosen rating scale. The appraiser can also add comments or specific examples to support their ratings.

Remember that the specific criteria, rating scales, and weightages in the performance appraisal table may vary depending on your organization's goals, job roles, and performance evaluation process. It's essential to tailor the table to fit the specific needs and culture of your organization.

 

3.       請設計一份研發部門含有KPI的員工績效考核表。

員工績效考核表是一個重要的工具，用於評估員工在研發部門中的表現。以下是一份簡單的研發部門員工績效考核表，其中包含幾個重要的KPI指標。請注意，這僅是一個範例，您可以根據實際情況進行修改和擴展：

員工績效考核表

姓名：________________________ 日期：_______________________

部門：研發部門 職位：________________________

評估期間：至

KPI指標

1.   專案完成度：

l  預期目標：完成X個專案

l  評估方法：專案完成的數量

2.   專案品質：

l  預期目標：X%的專案達到高品質標準

l  評估方法：專案品質評估結果

3.   新產品研發：

l  預期目標：推出X個新產品/功能

l  評估方法：已推出的新產品/功能數量

4.   項目(專案)進度：

l  預期目標：按時完成X個里程碑

l  評估方法：里程碑完成情況

5.   團隊合作：

l  預期目標：積極參與X個跨部門項目

l  評估方法：參與跨部門項目的次數

6.   創新能力：

l  預期目標：提出X個創新點子

l  評估方法：針對創新點子的評審結果

7.   解決問題能力：

l  預期目標：妥善解決X個技術問題

l  評估方法：技術問題解決情況

8.   專業知識：

l  預期目標：參加X小時的進修課程

l  評估方法：參加進修課程的時數

總評

根據以上的KPI指標，對員工在評估期間的表現進行綜合評估：

績效等級：（優秀、優良、普通、需改進）

績效評語：（可寫入對員工在研發部門中表現的總體評價）

簽署： 評估主管：______________________ 日期：____________________

員工：__________________________ 日期：____________________

備註：

（此處可填寫對績效評估的補充說明、反饋或建議）

這是一份簡單的研發部門員工績效考核表，您可以根據實際需求和部門特點進行自定義和調整。請確保KPI指標具體、明確，以便能夠客觀地評估員工的表現。同時，也要在評估過程中給予員工足夠的支持和反饋，幫助他們提高工作表現。

 

4.       Please design a staff performance appraisal table with KPI in the R&D department.

Designing a staff performance appraisal table for the Research and Development (R&D) department requires careful consideration of key performance indicators (KPIs) that reflect the department's goals and objectives. Below is an example of a staff performance appraisal table with relevant KPIs for the R&D department:

R&D Staff Performance Appraisal Table

KPI Categories	Key Performance Indicators (KPIs)	Weightage (%)	Rating Scale	Performance Level
Project Management	- Meeting project deadlines	20%	Below Expectations: Project deadlines frequently missed or delayed; <br>Needs Improvement: Project deadlines occasionally missed; <br>Meets Expectations: Projects consistently delivered on time; <br>Exceeds Expectations: Frequently completes projects ahead of schedule; <br>Outstanding: Demonstrates exceptional efficiency in project time management.	- Below Expectations <br>- Needs Improvement <br>- Meets Expectations <br>- Exceeds Expectations <br>- Outstanding
Innovation & Creativity	- Number of new ideas generated	15%	Below Expectations: Rarely contributes new ideas; <br>Needs Improvement: Infrequently suggests innovative solutions; <br>Meets Expectations: Regularly proposes creative ideas; <br>Exceeds Expectations: Consistently comes up with highly innovative suggestions; <br>Outstanding: Offers groundbreaking and game-changing ideas.	- Below Expectations <br>- Needs Improvement <br>- Meets Expectations <br>- Exceeds Expectations <br>- Outstanding
Technical Skills	- Mastery of relevant technical skills	25%	Below Expectations: Demonstrates inadequate understanding of technical aspects; <br>Needs Improvement: Shows moderate proficiency in technical skills; <br>Meets Expectations: Possesses strong technical knowledge; <br>Exceeds Expectations: Demonstrates exceptional technical expertise; <br>Outstanding: Recognized as a subject matter expert within the organization.	- Below Expectations <br>- Needs Improvement <br>- Meets Expectations <br>- Exceeds Expectations <br>- Outstanding
Collaboration	- Ability to work effectively in a team	15%	Below Expectations: Frequently disrupts team dynamics; <br>Needs Improvement: Sometimes has difficulty collaborating with others; <br>Meets Expectations: Works well in a team environment; <br>Exceeds Expectations: Actively contributes to team synergy; <br>Outstanding: Exceptional team player, fosters strong collaboration.	- Below Expectations <br>- Needs Improvement <br>- Meets Expectations <br>- Exceeds Expectations <br>- Outstanding
Problem-Solving	- Ability to overcome technical challenges and roadblocks	15%	Below Expectations: Frequently struggles to solve technical problems; <br>Needs Improvement: Overcomes some challenges, with guidance; <br>Meets Expectations: Effectively tackles technical issues; <br>Exceeds Expectations: Proactively addresses and resolves problems; <br>Outstanding: Demonstrates exceptional problem-solving skills.	- Below Expectations <br>- Needs Improvement <br>- Meets Expectations <br>- Exceeds Expectations <br>- Outstanding
Communication	- Clarity and effectiveness of communication	10%	Below Expectations: Poor communication skills; <br>Needs Improvement: Sometimes unclear in conveying information; <br>Meets Expectations: Communicates effectively with team members; <br>Exceeds Expectations: Clearly articulates complex ideas; <br>Outstanding: Outstanding communication skills, both written and verbal.	- Below Expectations <br>- Needs Improvement <br>- Meets Expectations <br>- Exceeds Expectations <br>- Outstanding

Total | | 100% | | |

Please note that the KPIs and weightages mentioned above are just an example and should be tailored to align with your organization's specific R&D goals and performance expectations. Additionally, the rating scale can be customized according to your organization's performance evaluation system, typically ranging from "Below Expectations" to "Outstanding" or equivalent

 

5.       如何讓企業可以持續的及成功的落實KPI管理？

要讓企業能夠持續且成功地落實KPI（關鍵績效指標）管理，需要採取以下策略和做法：

1.   明確的目標設定：確保企業的目標明確、具體、可量化並與企業的長期願景和策略相符。所有的KPI都應該與這些目標直接相關，並且能夠提供寶貴的指導和評估結果。

2.   參與度和溝通：確保所有員工都參與到KPI管理的過程中，從領導高層到基層員工都需要明確了解他們的貢獻如何影響KPI的達成。透過定期溝通、會議、培訓和內部報告，確保所有人都了解KPI的重要性並感受到參與的重要性。

3.   KPI設計與量化：確保選擇的KPI是可衡量的、具體的且能反映企業目標的進展。KPI應該是可以量化的數據，而不是主觀判斷。適度地設置KPI指標的難易度，確保挑戰性但同時也是可實現的。

4.   資源支持：為實現KPI，確保有足夠的資源，包括資金、技術和人力資源。缺乏必要的資源將阻礙KPI達成的成功。

5.   監控和評估：建立有效的監控機制來追蹤KPI的達成情況。這可能包括定期的進度檢查，以及根據實際進展來進行及時的調整。如果有哪些KPI偏離預期，及早進行問題盤查和解決。

6.   獎勵和激勵：建立獎勵制度，以鼓勵並認可那些在實現KPI方面表現優異的員工和團隊。這將激勵員工積極投入並努力達成KPI。

7.   學習與改進：KPI管理是一個不斷學習和改進的過程。企業應該定期回顧KPI的效果，並從中學習，找到改進的方法和機會。

8.   技術支援：利用適當的技術和數據分析工具來幫助監控和報告KPI的進展。這將有助於提供更準確、實時的數據，並幫助做出更明智的決策。

9.   策略對接：KPI管理應該與企業的整體策略和經營管理密切結合。確保KPI的設置與企業的長期目標相符，並有助於實現公司的愿景。

這些策略結合起來，將有助於企業持續且成功地落實KPI管理，確保業績不斷提升，達成預定的目標。

 

6.       How to enable enterprises to implement KPI management continuously and successfully？

Enabling enterprises to implement Key Performance Indicator (KPI) management continuously and successfully requires a well-thought-out approach that involves planning, execution, monitoring, and adaptation. Here are some steps to help achieve this:

1.   Define Clear Objectives: Begin by setting clear and specific objectives for the KPI management process. Understand what the enterprise aims to achieve through KPIs and how they align with the overall business strategy. Ensure that each KPI is linked to specific goals and outcomes.

2.   Identify Relevant KPIs: Choose KPIs that are relevant to the enterprise's business and industry. Avoid tracking too many KPIs, as this can lead to information overload. Focus on the most critical metrics that truly measure the success of the business.

3.   Establish Metrics and Targets: Define how each KPI will be measured and set realistic targets for each one. The targets should be achievable, yet challenging enough to drive performance improvements.

4.   Obtain Executive Support: KPI management requires support from top management. Ensure that executives are committed to the process and understand the importance of data-driven decision-making.

5.   Involve Stakeholders: Involve key stakeholders from different departments in the KPI management process. This will help build ownership and ensure that KPIs are relevant and meaningful to each team.

6.   Implement Data Collection Mechanisms: Put in place robust data collection mechanisms to gather relevant data for each KPI. This may involve using software tools, analytics platforms, or integrating data from various sources.

7.   Data Quality Assurance: Ensure the accuracy and reliability of data. Implement processes to regularly review and validate data to avoid basing decisions on incorrect information.

8.   Create Data Visualization and Reporting: Develop user-friendly dashboards and reports that present KPI data in a visually appealing and easy-to-understand manner. This will facilitate quick insights and informed decision-making.

9.   Promote a Culture of Continuous Improvement: Encourage a culture where employees and teams are committed to improving performance continuously. Recognize and reward efforts to achieve KPI targets.

10.Regular Performance Reviews: Conduct regular reviews of KPI performance with relevant stakeholders. Analyze the data, identify trends, and discuss strategies for improvement.

11.Flexibility and Adaptability: Business conditions change over time, so be prepared to adjust KPIs and targets accordingly. Adaptability is crucial to ensure KPIs remain relevant and effective.

12.Training and Education: Provide training and education to employees on the importance of KPIs, how they are measured, and their role in achieving organizational success.

13.Share Success Stories: Share success stories and best practices across the organization. This helps create a positive atmosphere around KPI management and motivates others to follow suit.

14.Integrate KPIs with Performance Management: Align KPIs with individual and team performance evaluations. This integration reinforces the importance of KPIs and drives accountability.

15.Learn from Failures: If certain KPIs are consistently not meeting targets, take them as learning opportunities rather than failures. Understand the root causes and adjust strategies accordingly.

By following these steps and fostering a data-driven culture, enterprises can implement KPI management continuously and successfully, leading to improved performance and better decision-making across the organization

 

從以上ChatGPT的答覆，我有以下的心得與感想：

1.  目前還是有很多企業使用：很好、好、普通、不好、很不好，或以優、良、可、劣等這類非量化(質化)的考核回答勾選模式，因此我會故意詢問老闆或主管們：有多少比率是勾選「普通」？因為人性上在左右為難或不想動腦筋，僅憑印象或是該員工並非是自己的人馬時，就乾脆勾選普通算了，如此會失去績效考核的真實性。

2.  再分別請問A主管、B主管、C主管…：您所謂的好與不好的定義為何？有趣的是每一位主管對於好與不好所陳述的觀點並不一致。如此除了受評員工的自評之外，仍須包括給予不同權重的直屬主管與其他相關的主管分別對該員工都做績效考核的評分，最後再請總經理作加減分，讓員工所獲得的年度最終績效得分，並不是只有其直屬主管的評分。如此可以觀測到該受評的員工來自多方的評論，除了考核的真實性之外，也有利於人事主管提出正確的選、育、用、留建議。

3.  問：是基於什麼員工的事蹟來做勾選好或不好？通常主管們會吞吞吐吐地邊說與邊想，也講不出個所以然。再問：這些事蹟是否當時有留下紀錄作為未來言之有物的證據？老闆或主管們大都是講一講或罵一罵而已不會做紀錄的。

4.  會不會有員工說您的績效考核不公平或不公正？很多主管還未理解公平與公正的差異。公平是大家都得到一樣的獎勵值；公正是依據個人的績效表現給予多寡不同的獎勵值。

5.  會不會有員工因此在公司內產生小團體或因為不爽考核的結果憤而離職？絕大多數員工的離職原因是不會講實話的。但也確實有許多員工會私下跟我這個外聘顧問說真實不幹的原因，好像要我傳達某種訊息給老闆的感覺。

6.  對於KPI的管理，看起來好像很有道理，也可以講得頭頭是道。但是事實上唯有實際的當事人才知道其中除了要有一些眉角之外，若要一邊工作還要不斷的收集資料去計算這些KPI，還真的會令人分身乏術。在短期或許可以做到，若要長期做到隨著人員的變遷及工作內容的異動，及時修改正確且合理的KPI內容及數量，持續落實KPI管裡還真的是有配合上的難度，不是老闆或顧問們只靠一張嘴就可以實現。

7.  基於有這麼多要落實KPI管理的要求，若是客戶覺得無法實踐上述的策略，則我會鼓勵客戶改成日常執行的OKR管理會比較容易執行與務實，詳如管理個案集117---老闆對KPI與OKR管理的對話。

 

同樣的，若以80/20的分類原則來看，幾乎有80%的中小型企業都有上述類似的問題。或許有很多人會說：何必那麼麻煩地做精確的員工績效考核？也對！如果公司一直在賺大錢，績效考核的問題就不大，可以讓所有員工皆大歡喜。或者公司的員工也沒多少人，在缺乏專職的人事部門及在想要留下人才的前提下，也不必花太多時間與成本做員工的績效考核。所謂管理沒有標準答案，端看老闆對於當下所面臨的環境及條件，評估績效考核要做到什麼程度，而我身為顧問的立場是配合老闆階段性的需求給予適當的知識與資訊，並協助設計在當下最適合的員工績效考核表，以利主管們可以務實的執行。