Performance Management Is The "Number One Project".

　　 Administration The method has so far matured, whether by consulting companies or by human resources. Resources The performance management system designed by the manager has basically been able to ensure its scientificity and advancement in technology. But why do many companies say: Achievements Management can not be carried out, and execution is not in place.

In the process of consulting the project, we found that the design of performance management system just set up a framework of performance management for the enterprise, and its scientific rationality can not guarantee that the enterprise can run the performance management effectively. In order to run the performance management effectively, it is necessary to carry out the promotion in a principled, strategically and step by step way, and grasp the key points in the process of pushing forward, and the most crucial point is to make it clear: performance management is the "number one project".

First, why is performance management a top priority project?

It is generally believed that the implementation of performance management system by enterprises is much easier than that of a public institution. In 2008, we introduced the performance management system for a business unit in Ji'nan. It thought that the performance management system was running smoothly and well. In fact, in the process of promoting the performance management system, the most obvious feature of the organization is the direct promotion of leaders.

Why does the performance management system need direct leadership?

Performance management, as a management system, is a "means" in the final analysis, and it serves the purpose as a means. The purpose of performance management is organization's "performance". Whether it is private enterprises, state-owned enterprises and institutions, the nature of the organization is different, its concern about "performance" is different, but it is nothing more than a direct concern of the leaders of the organization, and the performance of the organization can also be said to be "the performance of top leaders". The performance of top leaders is of course needed by the leaders. In addition, as an organization leader, to manage an organization, we must first clarify the organization's task objectives, and then, through the rational decomposition of the objectives of the tasks, we can transform them into "full staff performance". Only the top leaders can have the overall strong driving power. To some extent, performance management is the "magic spell". Only Avalokiteshvara can get Sun Wukong to win. The two elder brother wants to wear a "magic charm" to his elder brother, which is nothing but a hit. If you want to let master brother say, "this is a good thing to wear," which is like "crazy talk". (Note: the top leaders are Avalokiteshvara. The senior managers and business departments are big brothers. The human resources department is naturally the two elder brother!

Two. How can leaders promote the operation of performance management system?

1. Participate in the establishment of performance management system and master the concept and tools of performance management.

Performance management as a top priority project, if you want to import, it is necessary for the leaders to participate in the performance management system, and master all kinds of ideas and tools. At the same time, the higher the management level of the organization is, the more profound the understanding of performance management should be. Only in this way can this management method run from top to bottom in the organization.

The performance management system of a spare parts circulation enterprise in Ji'nan directly supports the span of business scale from tens of millions to nearly one billion, and has become a very successful case in the performance management system. Since the establishment of performance management system in 2006, our general manager has personally participated in the formulation of performance management system, and has continuously supplemented and perfected it in practice. Now, the general manager's grasp of the concept and operation details of the performance management is even higher than that of the general professional human resource managers. When it comes to the fact that this is not worth the time, he often says, "on the surface, I seem to have invested a lot of energy in studying the performance management, but as an enterprise operator, I will pass the management pressure through performance management. What else is more worrying than this? What is a better tool for business managers to manage their internal management than performance management? "

And some enterprises often because the "leader is busy, high level busy", the human resources department has done its own efforts to the performance management system, and the leader said, do it first, tell me the result. The Ministry of human resources began to push forward with all its strength. As a result, it was a waste of money, no effect and complaints. The head of the Ministry said: "how did the Ministry of human resources work?" The Ministry of human resources said, "I have worked very hard, but I can not understand what is going on. Where did I do something wrong? Of course, the human resources department is wrong. It is wrong not to figure out who should promote the promotion of performance management. In the future, the Ministry of human resources should stick to it: performance management system should be carried out first by top leaders, and then executed by other senior executives. Only if they fully recognize and master the concept and tools of performance management system, can they be implemented to the following personnel. Therefore, the implementation of performance management is not in place, we need to ask "how do leaders do it?" How did the top management work? " Therefore, the Ministry of human resources does not need to be promoted because of its poor performance management. The implementation of performance management is not in place. First of all, we should reflect on whether we have done a good job in top management and high-level work. We have not allowed them to participate in the performance management system development and master the concept and tools of performance management.

Only by grasping the concept and tools of the performance management system, can the leaders be able to "professionally discipline and mobilize", so that employees at all levels can feel truly: "I must work hard to learn and practice performance management. Otherwise, the organizational culture led by leaders will not be able to accommodate me." You don't need to change your head to replace people. You needn't say that employees can feel it clearly.

2, take the lead in demonstration, clarify its performance and decompose it step by step.

If the leader can not clearly point out the "performance" of the organization, that is, what the key point of performance concern is, the purpose of performance management is not clear. Then what about the "means" of performance management? Therefore, leaders must first establish their own performance requirements for organizations and themselves, first of all, realize their own, and then push them forward, so as to play the role of "taking the lead".

As mentioned above, a public institution in Ji'nan is in the process of promoting the performance system. The leader of the organization should first transform the requirements of the higher authorities to the unit, in accordance with the assessment tools provided by us, and turn them into assessment tools for ourselves. In each examination cycle, according to the assessment criteria, we will provide the Department with the "assessment score" based on the examination data provided by various data, and the results of the examination will be linked to the issuance of the current period. Then, using the method of target decomposition, the leader will decompose the performance of the organization to the deputy, and then ask the deputy to decompose the target to all departments in the same way. The performance management system has run smoothly and achieved good results.

Some enterprises in the implementation of the performance management system, not only the top leaders have no goals, but even the senior officials have no goals and are free from the performance management system, but only require departments and grass-roots employees to set goals for themselves. Senior managers do not have clear goals, so there is no pressure for performance management. How can we transmit pressure to departments and grass-roots employees? To build their own goals, they can only be "what to do, what to test", resulting in the formalization of performance management, without practical significance. In addition, executives do not have performance goals, and they also have a sense of "privilege" for the junior staff. In their mind, performance management system is a tool for senior citizens to carry out "privilege oppression". Even if they are angry, they will surely spread their anger to the Ministry of human resources. I think that enterprises generally accept the idea of "equal execution of the system" and "everyone is equal before the system". So, performance management is a system that is crucial to the overall operation of enterprises. Why can leaders and senior executives not take the lead in demonstration? The so-called words and deeds are not as good as teaching, and if all the leaders are serious about performance management, who else dare not carry it out seriously?

As long as these two points have been achieved, the leaders have made the "potential" of performance management, and the work of promoting the system can also be logical. The rest of the work can be assured by the human resources department or the external consultant.

In short, if the organization wants to effectively run the "performance management" method to achieve the goal of promoting the organization's "performance", it is necessary for the leaders to deeply participate in the establishment of the performance management system, master the concept and tools of the performance system, and take the lead in demonstration, set up the index requirements for themselves, and will decompose them one after another. Otherwise, whether it is human resources department or other posts or departments that undertake the function, it is hard to push the performance management smoothly.