The Performance Management Form serves as a crucial tool in maintaining structured employee evaluation processes within organizations operating in Hong Kong. It is designed to comply with Hong Kong's Employment Ordinance, Personal Data (Privacy) Ordinance, and various anti-discrimination ordinances. This document is typically used during regular performance review cycles (annual, semi-annual, or quarterly) to assess employee performance against set objectives, document achievements, identify areas for improvement, and plan professional development. It includes sections for objective setting, performance evaluation, competency assessment, and development planning, while ensuring fair and unbiased evaluation practices. The form plays a vital role in supporting HR decisions related to promotions, compensation adjustments, and career development opportunities.
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1. Employee Information: Basic details including employee name, ID, department, position, and reporting manager
2. Review Period: Specific time period covered by the performance review
3. Performance Objectives: Key performance indicators and goals set for the review period
4. Core Competencies Assessment: Evaluation of fundamental skills and behaviors required for the role
5. Achievement Review: Assessment of actual performance against set objectives
6. Rating Scale: Definition and explanation of the performance rating system used
7. Overall Performance Rating: Final performance grade based on all evaluation criteria
8. Comments Section: Space for both manager and employee comments
9. Acknowledgment: Signatures of employee, manager, and HR representative confirming review completion
1. Career Development Plan: Section for documenting career progression goals and development opportunities, recommended for companies with formal career development programs
2. Training Needs Analysis: Assessment of required training and skill development, useful for larger organizations with structured training programs
3. 360-Degree Feedback Summary: Incorporation of peer and subordinate feedback, suitable for organizations using comprehensive feedback systems
4. Project-Specific Evaluation: Detailed assessment of project-based work, relevant for project-oriented roles
5. Bonus/Compensation Review: Section linking performance to compensation, for organizations with performance-based pay structures
6. Past Performance History: Summary of previous evaluations, useful for tracking long-term progress
7. Language Proficiency Assessment: Evaluation of language skills, relevant for roles requiring multilingual capabilities
1. Performance Rating Guidelines: Detailed explanation of rating criteria and scoring methodology
2. Competency Framework: Comprehensive breakdown of required competencies and their assessment criteria
3. Goal-Setting Template: Template for setting SMART (Specific, Measurable, Achievable, Relevant, Time-bound) objectives
4. Development Resource Guide: List of available training programs, courses, and development resources
5. Performance Improvement Plan Template: Standard template for documenting performance improvement requirements and action plans
6. Job Description: Current job description against which performance is evaluated
7. Department KPIs: List of department-specific key performance indicators
Authors
Relevant legal definitions
Clauses
Relevant Industries
Financial Services
Technology
Manufacturing
Retail
Healthcare
Education
Professional Services
Hospitality
Construction
Transportation
Telecommunications
Public Sector
Non-Profit Organizations
Media and Entertainment
Real Estate
Relevant Teams
Human Resources
People Operations
Learning & Development
Talent Management
Employee Relations
Organizational Development
Performance Management
Compensation & Benefits
Senior Management
Department Leadership
Relevant Roles
HR Manager
HR Director
Performance Management Specialist
Talent Development Manager
Department Manager
Line Manager
Team Leader
Supervisor
HR Business Partner
Chief Human Resources Officer
Learning and Development Manager
Compensation and Benefits Manager
Employee Relations Manager
HR Coordinator
HR Administrator
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