My Annual Interview 我的年度评估 for assessment,用于评估 performance 工作表现 and development 以及发展 Family Name: 姓FAN 范 First name:名 ACE 丹 Interview date: 面试日期 Date of the previous interview: 上次面试 Position held:所在职位Human Resources Manager Since (date): 开始((日期) November 1, 2008 Hotel / Organisation:酒店Sofitel DG RL&GR Country:国家 China Assessor’s name:评估者姓名 Christophe Geoffroy Position:职位 General Manager My position: 我的职位 Head of Department / Assistant 部门经理/助理 Accor Hotels 雅高酒店
I. Context of position exercised:职位描述 A. Reminder of the For example, turnover, budget, number of staff, etc.: scope of the position 例如, 营业额, 预算, 员工数, 等.. 工作范围的补充和提醒 1. Plan for both property HR annual budget,including staff payroll,recruitment,benefit, training, staff welfare,staff canteen and staff dormitory etc. 2. To creat an open and sharing working environment for all staff. 3. To keep in good touch with Accor head office and sister hotels, and assist each other. B. Permanent Permanent key responsibilities Performance and points to be improved contribution of the position in these areas 改进之处 expected 下述职位的主要职责 预期永久的贡献 Regarding the regional market and hotel Should be a much more mature advisor Customers / Sales situation, to offer support to each then to give proper suggestion once Internal customer department in terms of manpower, needed. relations / users cooperation,training, staff development 客户/销售/内部客户 and staff relationship. 的关系/用户 Ensure each staff take initiative and Try to conduct some training for them. accomplish their own job. Human resources / Organize departmental meeting Management regulary. 人力资源/ 管理 Share as much Accor, hotel,guest and staff information as I could with staff. New staff dormitory of 40 rooms was To improve staff benefit in terms of put into use. dormitory and canteen, etc. To be a group certified trainer on KTC To do more supervision, check and and 2 subordinates were certified to be Rfollow up once delegate any job to esults / Mgroup trainer on KLE. subordinates. anagement Promote one supervisor to be assistant To pay more attention on details. 结果/ 管理 HRM and one to be Staff Canteen Chef. To improve some hotel policy in line with labor law. Get better understanding of China labor To organize more cross exposure for Professional law and concerned laws through training concerned staff to improve their techniques and self-learning. capability. (Technical quality of work) 专业技能(工作质量) Share the information of Accor with all To organize activities with more Commitment to staff in time, and cooperate in each innovation so that all staff may Accor Group activity with efficiency. understand Accor value better. Culture / Organisation / Interfaces 对雅高集团文化/品牌/接触面的承诺 - 02 -
Difficulties and opportunities encountered C. Major events of the year 所遇到的困难和机会 年内的重要事件 All beds moving and setting up was finished by HR especially dormitory New staff dormitory put into staff, without headcount increase. But new dormitory was very popular use with staff. Staff duty off and several New to make reasonable report to sugget to hotel management and other hotel policy all changed finally was successful. in line with labor law Staff canteen chef was Need to deal with it more skillful. I am still not an experienced F&B complained to do cheating and person. was dismissed. New sofitel training Two staff from training department were certified to be KLE training, we finished on round of new sofitel presentation and need to do it again. Trainee and staff number reduced successfully Staff turnover reduced successfully D. Reminder of the objectives Results +/- of the previous period 结果 +/- 对过去阶段目标的补充和提醒 E. Reminder of the means decided for the plan of action for the previous period 过去阶段的工作计划的决定方法的补充和提醒 Implemented If not, why? Yes/No Means 如果未实施,为什么? 实施 是/否 途径方法 Means implemented to improve the target objectives达到预期目标实施的方法 (.: management, training, etc.) (如 :管理,培训等) Staff shower room and dormitory building NO Due to owner side reason A&B renovation
II. Decisive criteria for success in the position of Head of Department / - 03 - Assistant 1 – Representativeness 7 – Innovation • Provides an example for the team and customers (presentation, • Is a source of proposal to develop tools, working methods and the behaviour, elocution, etc.), compatible with the brand image that the product. company wishes to convey. • Is curious, suggests new ideas to ensure surprise (team and • Underlines his/her pride in belonging to the organisation. customer). 8 – Decision making / Autonomy 2 – Welcome / Service spirit / Generosity • Is the boss of his/her department. • As a host, he/she is primarily: available, warm, friendly, smiling, • Decides on solutions for problems and situations, determines action open. in compliance with his/her area of autonomy and in co-operation • Anticipates the customer’s expressed and unexpressed expectations. with his/her first-line supervisor. • Enjoys helping and pleasing. • Provides suitable initiatives and decisions, in emergency situations • Remains modest. too. • Recognises customers and personalises their welcome. 9 – Tenacity / Determination 3 – Negotiating skills • Is persevering and resistant to stress so as to achieve the goal fixed. • Knows his/her product, market, location, Group and competition. • Shows permanent motivation to maintain impetus. • Able to argue, sell or purchase to satisfy the customer and enhance • Is demanding with himself/herself and his/her team. loyalty towards ACCOR. • Is uncompromising over the quality of customer services. • Develops the sales attitude of his/her team. • Sets own career objectives if he/she wishes to progress. • Works together with the sales teams or relevant specialists. 10 – Organisation 4 – Communication / openness • Shows order, method and discipline. • Communicates clearly and suitably according to the interlocutor • Develops and implements working procedures; monitors them. (vertically and horizontally). • Defines and schedules department tasks according to priorities and • Makes sure that information is received and properly understood. monitors them. • Is open and honest with his/her staff. • Is responsible for the productivity of his/her department. • Encourages them to express themselves. 11 – Adaptation 5 – Team Co-ordination • Takes into account and respects all cultures and socio-cultural • Ensures the recruitment and proper integration of new staff. categories (teams and customers). • Sets the objectives of his/her staff (plan of action) in the context of • Knows, understands and integrates corporate and environmental their mission. developments (product, customer mix, technologies, organisation). • Determines training needs (internal/external) and ensures follow-up. • Capable of self-criticism and multi-competency to react according to • Delegates and makes each person responsible for their given tasks. events and persons. • Co-ordinates the team to ensure good cohesion. • Copes with stressful situations through good self-control. • Assesses his/her staff and measures results. Expresses what is going well and what is not. Analyses variations and suggests solutions. • Carries out assessment interviews with staff and participates in their 12 – Capacity for analysis and perspective career development. • Knows and analyses his/her product, competition, market, regulations, results, economic environment and location policy. 6 – Leadership / Team spirit • Knows his/her skills and those of his/her teams. • Through his/her listening capacity, availability, openness and • Charismatic, is a co-ordinator and leader but still remains attentive thought, provides a reliable diagnosis and objective to implement a to others. suitable plan of action. • Ensures that a good atmosphere and mutual assistance are • Anticipates and manages each situation by priority. maintained within his/her department and other departments. • Is able to mobilise and guide energy. • Is a communication channel between management and teams. 13 – Corporate sense • Is committed to corporate policy, participates and implements his/her strategy through the group and his/her location, brand and unit. • Optimises the profitability of his/her department and unit (cost management). • Ensures compliance with working tools in his/her department and hotel. • Co-ordinates corporate sense among his/her staff. - 04 -
对部门经理/助理成功的决定性因素 __________________________ 1- 代表 7-创新 * 在团队和客户中提供良好的形象(外表,行为,口才) * 能提供包括发展各种工具,工作方法途径和产品在内的各种建议 与公司所要传达的企业形象相一致 * 有强烈的好奇心并能提出各种新的建议 * 显示其作为该集团一份子的自豪感 2- 欢迎/服务精神/慷慨精神 8-决策/自治 * 作为主人,他/她首先表现热情,友好,开放,随意. * 是他/她部门的上司 * 善于观察客户表达和未表达的要求 * 对各种问题和情况能作出决策,在其工作自主范围内同部门管理人员配* 乐于助人 合贯彻实施计划 * 保持谦虚的态度 * 在各种紧急情况下作出适当的决策 * 让客户了解他是受欢迎的 3-商谈能力 9-坚韧/决心 * 熟悉其产品,市场,地点,团队和竞争对手 * 能坚韧不懈地克服困难以完成既定的目标 * 能谈判,销售和采购以满足客户,提高他们对雅高集团的忠诚度. * 呈现并维持持久的工作推动力 * 提高和发展团队成员的销售态度 * 严格要求自己和团队成员 * 同销售队伍和相关的专家一起工作 * 在客户服务理念上坚持不懈 * 制定事业的奋斗目标 4- 交流/开放 10-组织 * 简单明了的进行沟通(縱向和横向) * 确保对所收到的信息完全明确 * 呈现命令,方法途径和规章制度 * 对员工公开和诚实 * 发展和实施工作程序,并做好督导工作 * 鼓励员工表现自我 * 明确制定并督导部门的工作概况 * 负责他/她的部门的运作 5- 团队合作 11- 适应 * 确保招聘,并使新员工较好地溶入团队 * 为团队成员树立工作目标或计划 * 能考虑所有社会文化背景概况(团队和客户) * 决策制定培训的需要(内部/外部),并进一步跟进 * 能熟悉了解及综合公司和环境的变迁发展(产品,客户,技术,组织) * 使每位员工对自己的工作负责 * 具备自我批评的能力并能处理各种不同的情况 * 与团队成员合作,确保凝聚力 * 具备良好的自我调节能力 * 评估员工的表现,作出自我评价并分析差异提供解决途径 * 参与员工自我评估并预测事业的发展进程 12-分析观察力 6-领导能力/团队精神 * 具有较好的合作,领导能力,但同时能对其他成员予以关心 * 能了解和分析市场,竞争对手,市场,条例,经济环境和地方政策 * 在其部门或团队中相互帮助,保持良好的气氛 * 熟悉自己和团队成员的技能 * 保持充沛的精力 * 能根据其阅历,资历制定明确的奋斗目标并予以实施 * 是管理层和下层沟通的桥梁 * 能预测和处理各种实际情况 13-团体意识 * 能贯彻执行公司政策,通过在集团,本地组织或单位中参与并执行战略战术 * 对其部门和单位利益保持乐观(管理成本) * 确保服从他/她所在部门和酒店的工作工具
Customer Relational Analysis and Co-ordination Execution Criteria Criteria internal / Conception Criteria 合作标准external criteria 协调准则 内部/外部客户关系准则 分析和概念准则 … Analysis of decisive criteria for the success of the interviewee in his/her position… 被评估人所在职位的成功的决定性因素的分析… Below are the 13 aptitudes and/or skills to be assessed which characterise the position. 评估以下被评者13项智能或技能 In relation to each of them, please indicate the level of the interviewee in the table below: 请在表格中注明被评估者相应的水平 Very Good - Good - To be improved - Insufficient (*) 非常好-好-有待改进-不好(*) Then link the different points together.然后连接不同注释点 The interviewee and his/her first-line supervisor perform the same operation separately (the curves will be superimposed during the interview)被评估者和他/她的一级主管分别完成相同的步骤 1 Representativeness代表 Welcome / Service spirit 2/Generosity欢迎/服务精神/慷 慨 3 Negotiating skills谈判能力 Communication / Openness4 沟通/开放 5 Team co-ordination团队合作 Leadership / Team spirit 6 领导能力/团队精神 7 Innovation创新 Decision-making / 8 Autonomy决策能力/自治 Tenacity / Determination 9 坚韧/决心 1Organisation组织 0 1Adaptation适应能力 1 Capacity for analysis 12 and perspective分析和观察力 1Corporate sense团体意识 3 (*) Very good:非常好 Masters the subject and can be cited as an example To be Very good Good Improved Insufficient 精通业务,并可引以为榜样 非常好 好 有待改进 不足 Good: 好 Suitable aptitude and is able to continue to improve 基本符合标准并在逐步提高 To be improved:有待改进 Is conscious of his/her weaknesses and is working to improve 已意识到不足之处并力求提高 Insufficient:不足 In this area, shows gaps which must be filled - 05 -
… Your comments about your exchange on the analysis of decisive criteria for success对成功的决定性因素的改进意见 Points of convergence on successes (Very good – good): 成功的因素(非常好-好) (To be filled in What are they? Why?具体点?为什么? during the discussion) Team spirit, so that we could try our best to support each department and (在评估表中填写) staff and be a good business partner, meanwhile, get mutual trust and cooperation from them. Neutral, as a HR person, we need always to be neutral and objective, so that we could deal with any conflict fairly, in order to maximize hotel benefit. Points of convergence on areas to be improved (To be improved - Insufficient): 待改进之处(有待改进-不足) What are they? Why? 具体点?为什么? Innovation, the hotel has been 8 years old since per-opening, and I have been working here for more than 3 years, and most HR staff are very stable, meanwhile, we have many staff work in here for long time, so that we always need to conduct our work with innovation. Generosity, so that I could make a nice and comfortable working and living environment for all staff. Points of divergence : 不足之处: (Especially where there is a 2 point gap, or between “To be improved” and“Good”) (特别指出两点不足之处或在”有待改进”和”好”之间) Leadership, As a department head, I need to showcase leadership both internally and extrnally, so that I could call on better cooperation, efficiency and respection. Negotiation, once I have any good suggestion and need to persuade the management or staff, I need to have very good negotiation skills or they won’t even listen to me. - 06 -
III. Your other skills…你的其他技能 Native language:母语 Level of linguistic ability: 语言能力的等级 Assess your level of ability from 1 to 10:从1到10等级评估你的能力 Levels:等级 1/2 – School 3/4 –Occasionally used 5 – Average ½- 学校 ¾- 偶尔使用 5-平均 6/7 – Good level 8/9 – Fluent 10 – Bilingual 6/7- 好 8/9-流利 10-天才 Languages : _______Mandarine___________ 语言 _______English______________ _______Cantonese __________ Level of computer _____________________________ tool skills: 电脑技术的等级 Assess your level of ability from 1 to 10 (10 being the highest): 从1到10的等级评估你的水平(10为最高): Excel ……. PowerPoint …….. Other: Word …… Messaging ……... III. Summary of performance in the position: 工作中的整体表现 Together, assess the level of performance linked to the achievement of objectives and decisive criteria for success (summary of elements I and II), integrating the context of the position, its environment, job resources and length of service in the position. 评估总体表现根据目标的成绩和成功的 决定标准衡量(即使评估表的第一和第二部分的总结)结合被评估者职位的具体内容,环境,工作资源和在职服务期限加 以综合评估 A B C D E Has gone far beyond Has gone beyond the Has achieved the Can still improve Offers a level of the required level of required level of performance required his/her level of performance below performance and/or performance and/or by his/her position performance to the requirements of strongly developed developed his/her 取得岗位所要求的成绩satisfy the his/her position his/her position position requirements of 低于岗位要求 远远超过岗位要求 超过岗位要求并/或在岗his/her position 可进一步努力以满足岗并/或在岗位上有杰出的位上有所发展 位需要 发展 Interviewee and assessor comments:被评估者和评者的评论: - 07 -
V . Objectives for the year to come and plan of action…未来的目标及行动计划 Linked to the development of results, decisive criteria for success and professional maturity.发展成果,成功和专业成 熟的决定性标准 … lié au développementMonitoring method指导方法 de la maturité Follow-up professionnelle des Plan of action计划 Date and by résultats et des (means to be implemented to achieve the target objectives) Measurement criteria Expected Results (以达到目标的方式) critères déterminants whom Objectives targeted How: management, training or other… 衡量标准 期望结果 de réussite 如何:管理,培训或其他 跟进 目标 日期和由谁做 When /How / Who何时/如何/谁 (*) Strictly control the staff headcount according Staff payroll and Staff salary should ACEFAN to market situation and hotel business, offer Moyens à mettre en feedback from each be in line with2008. Staff headcount control and detailed data analysis to each department œuvre pour améliorer head and manaement. department les objectifs visés. recruitment Meanwhile, to do efficient recruitment to Comment : support each department. (management, formation ou autres …) Renovate the staff dormitory building A&B, As planned All staff will enjoy a ACE FAN Increase the computers in cyber bar and speed more comfortable Ruby Wang up the surfing, living condition. Ashia Zhang SArrange the staff to watch latest movies taff Dormitory especially french ones in TV room twice each week, To improve the quality and quantity , as well Staff satisfactory survey 70% staff Ace Fan as service in the staff canteen through finding satisfaction James Lu good quality and price supplier and staff Straining. taff canteen Through training, make all staff get the luxury Cherry Zhou concept of new Sofitel and devote themselves in this project.. New Sofitel Project - 08 -
VI. Progress perspectives…进步步骤 Only to be filled in if the interviewee wishes it.仅在被评估人愿意的情况下填 (Length of service in the position:( 在职服务期间 ............................ ) Interviewee’s wishes in terms of What type of position, when and where? 何种职位,何时和何地? p rogress… 被评估人进步的 愿望 Only to be filled in if the interviewee wishes it 仅在被评估人愿意的 前提下填写 Points favourable to his/her wishes: 对他的/她的愿望有利的 Constraints which may hinder accomplishment of his/her wishes: 对评估者发展和成绩有所限制和阻碍的: Languages, mobility, skills, etc. 语言,灵活性,技能等 - 09 -
Preparing the future…准备未来 Reminder of training received over the last 3 years: 对最后三年接受培训的补充 Accor coperate training KTC Accor coperate training Supervisory Skills Accor coperate training Train the trainer Accor coperate training Certified trainer on KTC Accor coperate training KLE New labor law trainning conducted by labor bureau Training considered by the interviewee and the assessor: 被评估者和评估者对培训的考虑 Skills to be developed or acquired, timing, methods used, implementation and monitoring. 发展或学习的技能,时间的使用方法,实施运用和指导 Timing时间 Leadership training of Accor coperate training 2 days Cross exposure to sister hotels August 1 week Inter hotel cross training or job rotation of F&B and Rooms. 3 months of duty off time - 10 -
VII - Conclusions…结果 Of the interviewee:被评估人 During the past 2008, Ifeel much more stressed while challenging. We achieved most of our 2008 goals, in terms of recruitment, training, staff dormitory, staff welfare staff canteen, etc. and changed our strategy and plans according to market and manaement requirement in time, we coorperate with each department and get very good cooperation in we still have a long way to go especially the staff canteen, staff relation, culture building and staff benefit, which hopefully we could find a way to improve in 2009. Signature签名 Of the assessor: 评估人 Signature签名 Following the interview, does the interviewee wish to have his/her assessment file sent to:评估后,被评估人希望他/她的评估表送至 ndHis/her 2-line supervisor : 他/她的二级主管Yes No His/her Human Resources Manager :他/她的人事经理 Yes No ndIf so, 2-line supervisor’s comments:如果是,二级主管的建议: Signature签名 Once it has been filled in and signed, a copy of this assessment is given to the interviewee and the original is kept by the company to ensure follow-up. 评估表一旦被填写或签名,复印件由被评估人保留,原件由公司保留归档 - 11 -
… Flash interviews迅速评估 Plan of action monitoring指导行动计划 Planned date for the next interview:下次面试的时间 State of progress of objectives:目标进行的情况 Actions to be accomplished:有待完成的目标 Date and signature of the interviewee and the assessor: 评估人和被评估人的签名和日期 Planned date for the next interview:下次面试的时间 State of progress of objectives:目标进行的情况 Actions to be accomplished:有待完成的目标 Date and signature of the interviewee and the assessor: 评估人和被评估人的签名和日期 - 12 - © Document drawn up by LABEILLE CONSEIL – Paris - France
