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第1页共8页编号：时间：2021年x月x日书山有路勤为径，学海无涯苦作舟页码：第1页共8页POLICYPURPOSEInterContinentalHotelGroup(IHG)strivestocreateaninnovativeandstimulatingworkingenvironmentforallemployees.ThispolicywillprovideclearguidelinesonperformanceandbehaviourmanagementforIHGemployees.APPLICABILITY/SCOPEThispolicyappliestoallcorporateandhotelbasedpermanentemployees,contractors,casualemployeesandtemporaryemployeesofowned,managedandleasedhotelsintheInterContinentalHotelsGroupinAsiaPacific.Thisdocumentprovideinformationonperformanceandbehaviourmanagement.IHG’sapproachtomanagingperformanceandbehaviourmakeacleardistinctionbetween:Unsatisfactoryperformance;andMisconductPleasenoteitisnotwithinthescopeofthisdocumenttooutlineeveryscenarioofperformanceandbehaviourthatmayarise.GENERALPOLICYSTATEMENTIHGLineManagersareresponsibleformanagingtheperformanceandconductoftheiremployees.Thelinemanagerwillcommunicatetherequiredperformanceexpectation.Theywillalsotakepromptandfairactiontoaddressunsatisfactoryperformanceorunacceptablebehaviour.Anyemployeewhoissubjecttodisciplinaryprocedureshouldbetreatedfairlyandinaccordancewiththisprocedurewithanynecessarymodificationsinthecircumstance.Inparticular,theemployeewillalsobefullyawareofanyallegationmade,andgivenanadequateopportunitytorespondtoallegations.Refertheappendixintheseparateattachmenttothispolicyforaflowchartonunsatisfactoryperformanceandmisconduct.PROCEDURE(S)Asoutlinedinthepolicy.ADMINISTRATIVERESPONSIBILITYTheresponsibilityforthedevelopmentofandamendmentstothispolicyresideswithAsiaPacificCorporateHumanResources.第2页共8页第1页共8页编号：时间：2021年x月x日书山有路勤为径，学海无涯苦作舟页码：第2页共8页UNSATISFACTORYPERFORMANCEWhatisunsatisfactoryperformanceandwhendoesitapply?Unsatisfactoryperformanceisperformancethatfallsbelowacceptablelevelsofquality,quantity,timelinessandcosteffectiveness.Examples:FailuretomeetdeadlinesFailuretoachievesetquotas/targetsUnsatisfactoryleveloferrors/defects/complaintsPerformanceimprovementsolutions:Performancemanagementmayinvolveoneormoreofthesestepsbelow:Coaching/DevelopmentWhereanemployeenewtoarolerequiresguidanceinthedevelopmentoftheskills,knowledgeandexperiencenecessarytomeettherequiredperformancelevels.CorrectiveCounselingAproblemsolvingdiscussiontoeliminatethebarrierstoperformancewhereanemployeeisadequatelytrainedandexperiencedyethasfailedtomeetrequiredperformancelevels.RedirectionRedirectandrefocustheemployeewheretheylackclarityofunderstandingoftheirrole,responsibilitiesand/ortasks.Dothisbyidentifyingthe:Mainrequirementsofthejobasclearlyandconciselyaspossible,andPerformanceStandardsrequired.PerformanceImprovementPlanTheseareshorttermgoalswhichareagreedwiththeemployeeandmonitoredregularlytomeasureandwhethertheemployeeiscorrectingitsperformanceissuesTheobjectiveoftheperformanceimprovementprocessistoeducateandcorrectemployeebehaviourand/orperformance.InordertohelpmeasureandmonitorwhethertheemployeeiscorrectingtheirbehavioursometimesShortTermPerformanceObjectivesneedtobeagreedandputinplace.第3页共8页第2页共8页编号：时间：2021年x月x日书山有路勤为径，学海无涯苦作舟页码：第3页共8页Keypointstorememberwhenagreeinganyobjectives:TheobjectivesneedtobereasonableinthattheemployeecanmeetthemwithintheagreedtimeframeTheobjectivesshouldbemeasurableTheobjectivesshouldbeinwritingideallywith...