Does Performance Management Need Objectivity And Quantification? - Zhang Jianming
主持人:各位網友大家好,這一期我們邀請到的嘉賓是資深人力資源管理專家,資深管理技能培訓專家張見明老師,張老師您好。
Zhang Jianming: good host. Hello, everyone.
Moderator: Mr. Zhang, your courses are welcomed by enterprises, especially in the management of objectives and plans, as well as the two courses of performance management practice. Do you have any secrets?
Zhang Jianming: Yes, in fact, our course is greatly welcomed by the enterprises. Most of all, before we do this course, we usually do a very deep communication and interview with the enterprises.
That is to say, when we design this course, we integrate the real needs of our enterprises into our curriculum, and we make this course tailored, and after the end of this course, usually when the enterprises take part in the training, there are still some tools and forms that can be taken back to the enterprises to be applied practically. Therefore, learning a course not only gains profits in the classroom, but also has an income outside the classroom, so that the lessons learned in the classroom can be summed up and refined by combining with some practical experiences of our previous consulting projects, so the enterprises feel that they are still more useful and feel deeply.
Moderator: so improving the quality of management, especially improving the quality of middle managers, is quite urgent in the task of enterprises. Why do you think it is not obvious why some enterprises improve the management skills (training) of middle managers?
Zhang Jianming: in fact, this is true. After many enterprises have been running for a period of time, it is faced with a bottleneck of upgrading management skills, management level and basic management. Then we find that many enterprises need to break through this bottleneck in our consulting projects. Where is the key?
The key is to enhance the management consciousness of managers. If our managers lack such a strong sense of enhancing management skills and lack of this inner demand for upgrading and improving management level, the efficiency, effectiveness and efficiency of the whole enterprise will be deeply affected after a period of operation. That is to say, when we usually manage, we will know that we need to be efficient. In fact, efficiency is indeed very important. In addition to efficiency, we still need to see the effect, especially in terms of efficiency.
Therefore, we have three nouns to be aware of, one is efficiency, effectiveness and effectiveness.
What do we mean by efficiency? It is a speed of doing things, and the effect is whether we want to produce a result or a goal. If we want to achieve this goal, we should emphasize that our efficiency is what we mean by efficiency.
That is to say, we need to achieve the best result with the fastest speed and the lowest cost.
So we often lack a cognition about efficiency in many enterprise management. We are not very clear about how to improve the efficiency of management and how to make an effective manager's understanding.
In fact, Drucker, a management guru, once suggested that effective managers need to do better in five aspects.
For example, the first aspect, effective managers must first manage their own time. If an effective manager can not manage his own time well, it is not an effective manager.
The second aspect is actually to know, that is, what we produce in this work, what we want to achieve and what the result of our work is.
That is to say, if we do not know the results of our work, we will be blind for many times.
The third aspect, as a manager, should learn to take advantage of one's strengths and weaknesses, especially to learn to make good use of some strengths and strengths of our subordinates.
A manager only sees some shortcomings of our subordinates, and does not find some potential strengths of our subordinates. In such a team, employees are also not motivated, and their efficiency is also difficult to improve.
On the other hand, we will find that managers sometimes lose their way. Therefore, master Drucker said that effective managers should learn to grasp things first and grasp some important points and important factors in our work, which are actually consistent with our 28 principles.
On the other hand, management masters also said that as a manager, we should learn to make the right decisions. If a manager's decision is wrong, then the efficiency is low, so the efficiency of it is also lower.
Especially now, in the time of financial crisis, we find that some enterprises in the same industry and similar enterprises operate very well, while others are very hard. What are the reasons?
One of the most important reasons is that the effectiveness of some enterprise management is very strong. Just like some people say, when the tide goes down, we will see who is swimming naked. That is to say, in the financial crisis, we can find that the value of management can be truly reflected.
Moderator: just now, when it comes to the effect of management, many enterprises choose to do performance management, but some enterprises fail, but the general performance management is a mere formality. How do you think the enterprise should successfully implement this performance management?
Zhang Jianming: it is true. In the execution projects and training we have done, many enterprises are very interested in performance management. Then, during the experience of our consulting, including our own director of human resources, we found that in doing performance management, we summed it up as the five rule of performance management, that is, one or two, three or four, five of performance management.
In fact, the first thing to do is to establish an effective platform for performance management, because why?
Performance management is not a matter of a department, nor is it a matter of a person, but a process of participation by all managers. Therefore, it is necessary to establish a platform for communicating and communicating with the unified working language of a unified language, and the whole organization is advancing.
What are those two?
Performance management must have two stages, that is to say, performance management usually has a stage of introduction and a mature stage after it has been perfected. Therefore, in the first stage, in the stage of importing, our performance management must be simple, practical, and applied, and then after a period of time, we enter a perfect stage. We must never go all the way from beginning to end, and pursue a perfect performance management system.
So what did we say about performance management 12345 and three?
In fact, performance management should emphasize three levels. That is to say, we need performance management in performance management, and then we come to the employee level at the departmental level.
However, some enterprises begin to do performance management first from the staff level, but without a departmental level or a performance management at the company level. This practice is actually not very effective. It often becomes a means and tool for punishing employees and assessing employees, and does not apply it to a way and process to effectively enhance the performance and management level of the whole organization.
Those fourth aspects, we talked about four links, from the performance plan, performance counseling, performance appraisal to performance feedback, many people's performance management is simplified as a link, that is, performance appraisal, which is actually not a complete performance management process.
So we emphasize four links.
Finally, we say that 12345, five of performance management refers to five key points, that is to say, to do performance management, we need to have a goal setting, including a company level goal, and a goal of staff level at the departmental level. If we do performance management setting, then this performance management is often empty, without a basis.
So the first one is to have a goal, and the second is to decompose it, that is to say, different goals should be resolved. The third is also very important. In these five keys, there must be standards.
The standard of assessment should be set, that is to say, the standard of assessment should be set before examination. Fourth, there must be a commitment, because performance management becomes a way of driving employees and forcing employees to do a lot of times. What does the actual performance management emphasize?
Emphasis is placed on the management of employees themselves, a commitment of employees themselves.
The last point is to stress what it is.
It is to constantly improve and improve, that is to say, we are talking about a short board management, and constantly improve and improve the problem.
Moderator: many people think that performance management needs objective, objective goals, objective data, and some objective criteria. Do you think performance management is to pursue these objectivity and quantification?
Zhang Jianming: Yes, if we do performance management, we need to use objective data and objective data to evaluate, so that we can truly reflect a fairness.
In fact, we know that there are various categories and types of work. If we blindly pursue this objective and blindly follow this data, it is not really effective for this management. But we are doing this. The quantification of energy must be quantified.
Because the process of management is not a process in one step, it itself is a process of continuous improvement and improvement. Then performance management should be objective and quantified, so we must quantify our principles and energize, and we must refine them as far as we can.
In fact, if we know that management should emphasize objectification and quantification, but sometimes we think deeply, management is often combined with our cognition.
For example, many enterprises do performance management. It turns performance management into a tool and means to punish employees. After that, how much salary is paid by the employee and how much money the employee has been deducted from.
What is actually the reason?
In fact, a deep cognition of many managers is a cognition of human nature, which is based on a cognition of X.
That is to say, people are lazy. If they want to be lazy, they should often use a stick to beat them.
If our cognition is based on Y cognition, that person is good, can inspire, give him some good environment, can exert his ability.
So in fact, performance management is deeply related to our understanding of human nature. It is based on X cognition, or Y cognition, or Z cognition, which is difficult to quantify.
But this cognition involves our manager's inner yardstick, that is, a conscience of our manager.
This is very important.
Moderator: the word "conscience" is very fresh, and in our Chinese business managers in this aspect is also very little application, what do you think the manager's conscience is in?
Zhang Jianming: in fact, this is also very interesting, because if the manager lacks his conscience, then a good management tool and a good management will fail him.
In fact, this conscience is a basic difference between human beings and animals. It is a view of right and wrong. It is a value view of oneself, how to judge, what is right and what is.
- Related reading
- Project cooperation | Henan'S 30 Textile And Clothing Items Are Included In The Provincial Key Points.
- Footwear industry dynamics | The First Shoe And Clothing Company Went Public In 2012.
- financial news | Chinese Traditional Culture Is Not The Fetter Of Market Economy.
- Association dynamics | The Focus Of The Textile Industry Continues To Shift.
- Regional investment promotion | Dongguan Europe Children's Clothing 2012 Autumn Order Meeting Will Be Held Soon
- Dress culture | The Clothes Of Ancient Ancestors, The Costumes Of Li Nationality
- 24-hour non-stop broadcasting | Winter Clothes Are Selling Cold Spring Clothes &Nbsp; The Clothing Market Is Ice And Fire.
- financial news | Food Prices Continue To Go Down
- DIY life | Grasp And Maintain The "Key Cycle" And Accomplish The Myth.
- Fashion character | Yuan Li Married &Nbsp In Canada; Kissed In Chinese Dress.
- Google China President Li Kaifu: I Listen To The Choice Of My Heart.
- Efficient Management Requires Effective Information Communication.
- 招商引資策劃方略
- Better Be An Entrepreneur Wolf Than A Working Dog.
- Quality Management Of Enterprise Standardized Management
- Rodgers, The US Investment Master, Will Be The Chinese Era.
- Poor Execution Is Often Not A Matter Of Ability.
- Wealth Woman CFO Yu Chuyuan'S Growth Process
- Chinese Style Management, Perfect Marriage Between Tradition And Modernity
- Li Kaifu, President Of Google China, Will Leave &Nbsp.