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The Development Stage Of Performance Management

2013/10/14 22:41:00 7

Personnel Performance Appraisal Development Stage

the meaning of performance is very extensive. The abstract point is that it includes the behavior quality, behavior and result of organizational behavior. Organizational behavior includes individual, team and organization.

Specifically, it includes various financial results, various members of an organization, various actions made by members, teams and organizations as a whole.

Performance management, including the establishment of performance objectives, implementation of performance plans, performance appraisal and performance guidance, and the application of performance appraisal results, is a complete combination of best practices.

1, experience assessment stage

enterprise organization has a performance management proposition since its creation day, but in most cases, the founder of the enterprise manages the enterprise by personal experience.

(1) is subordinate to business management .

although performance management objects include the quality and behavior of triggering behavior, the core of < a href= "http://pop.sjfzxm.com/popimg/fz/index.aspx" > Performance Management > /a is the result of behavior.

At this time, the company is responsible for the management, management and management of the employees in the management, management and management.

At this time, performance management is subordinate to business management, and more from the point of view of business, from the perspective of business process requirements of employees.

(2) sensory evaluation

performance objectives are not clear in advance. There is a vague psychological expectation on both sides of management. Judging standard and judging method is only based on the experience of the superior. The boss can experience the behavior process of his subordinates, or deduce the behavior and quality of his subordinates through listening and speaking or according to the results. The most notable feature is to further infer the moral or professional level of the subordinates according to their behaviors or results.

usually employees keep a lot of work according to their responsibilities. There is no problem. Hello, I am good, everyone, a problem or contrary to the expectations of the boss, reprimand called the form of assessment.

(3) temporary assessment

performance < a href= "http://www.91se91.com/news/index_x.asp" > evaluation < /a > is mostly a matter of fact, one thing and one theory. At this stage, there are many deviations in performance appraisal, and disorder can not be repeated.

Because performance appraisal is not clear when to assess, there is no goal, no standard, no score.

When there are problems arising from the completion of some important tasks or the completion of tasks, the on-site assessment will be made temporarily.

Most of the business departments themselves are in charge, quantity, quality, cost and time depending on each other's habits or tacit understanding.

2, negotiation examination phase

the management of the company regularly gathered together to discuss some important affairs of the company, the so-called major ones. First, it involves the company's many departments and personnel, and requires the cooperation of all sides. The other is that a certain aspect of affairs has great influence and is called the company's work goal for a period of time.

(1) performance meeting contract /p >

conference is an important platform for the company to discuss, communicate and coordinate. It is also a communication meeting for the company to form departmental performance objectives.

These goals are one of the objectives of the business in order to obtain business orders, the two is the work objectives to fulfill the business orders, and sometimes these two objectives are intertwined.

Through the form of meetings, they are assigned to various departments, and the heads of various departments directly or dispose the tasks directly to the subordinates.

Sometimes the meeting announcements the completion of the previous mission, sometimes announcements the exceptions of the last scheduled task, and sometimes gives a complete notification of the completion of the previous mission.

A regular or temporary non key task plan is decided by the relevant departments or posts through oral and oral consultation to decide the content of performance and form a gentleman's agreement.

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(2) performance has a single time dimension

performance results are varied in form, quantity, quality, cost, time, safety and satisfaction, but the performance contract formed around the time node, that is, completing a certain task on a certain day, is occasionally asked to give a more specific time point.

The other dimensions of performance are required in a qualitative way, unable to make specific demands. Sometimes these dimensions are also plated into time requirements.

(3) group pressure /p >

It seems that nobody is interested in whether or not to fulfill the job responsibility and fulfill the responsibilities. group meeting performance communication is a kind of invisible pressure for the job holder or the task bearer.

But this kind of communication can also form a kind of responsibility shielding. It seems that the pressure is high. The job or the undertaker will adopt an ostrich protection strategy. This pressure will be greatly reduced, but the pressure will always be pressure.

3, reporting performance appraisal

the results of front-line employees can be learned at any time by checking the number of products they produce or the number of clients they serve, and can infer or detect the main performance of employees in a certain period of time. The performance of other posts can not be directly reflected by the quantity of products or services, but also more reflected in behavioral performance and behavioral quality.

(1) the post responsibility is set down .

most of the important posts of the company have post responsibility descriptions, but these duties are imitation of other companies in the same industry, some of them are established by the company, but they are all framed for the main responsibilities of the post.

The relationship between these responsibilities and the relationship between their posts are also based on custom or experience, and also documented.

(2) regular work report

no matter where the objectives and tasks come from, the employees at all levels of the enterprise need to be implemented.

Regular work report, on the one hand, urges all levels of staff to fulfill their responsibilities and implementation plans, and on the other hand, to find out all kinds of problems of employees at all levels in performing their duties and completing their tasks.

Employees at all levels of the enterprise must submit their work plans and work summaries regularly, or even work daily and weekly reports.

Due to the lack of explicit content and form requirements, the form of departure is more or less.

(3) annual qualitative assessment

year-end company designs some forms to evaluate employees at all levels of the company. The main contents of the assessment are employee's work ability, work attitude and work performance.

The content of year-end assessment does not distinguish jobs and functions, but usually distinguishes management positions from non management posts.

The mutual evaluation between employees is not so much as assessing the assessed, but rather in < a href= "http://pop.sjfzxm.com/popimg/xm/index.aspx > > /a >. The assessment among colleagues can only be assessed according to some instances of impression in daily work.

4, process performance assessment

(1) combining qualitative and quantitative examination

quantitative assessment is based on the company sorting out the details of each job responsibilities and the various work processes. On this basis, the company establishes information collection mechanism to ensure the integrity and accuracy of information.

According to the different nodes and responsibilities of the process, setting up assessment targets and objectives, these goals come from the input and output linkage of the process and short-term work objectives.

based on the quantitative information of process, some qualitative indicators that are difficult to quantify are standardized. The description of human behavior and behavior quality can also be quantified.

The assessment of the description of work behavior and behavior quality is more similar to the verification of the key node steps in the operation steps of the work instruction.

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(2) process performance

the meaning of process performance is two. First, the main information of performance appraisal comes from the data flow of process nodes. Two, performance management itself is also managed by process, so performance management becomes an independent module of human resource management.

Refinement, process and standardization are the main characteristics of the whole enterprise management at this stage, which provides a guarantee for the refinement and standardization of performance management.

(3) performance pay /p >

the company set up a performance evaluation information collection and evaluation system to evaluate the performance of each post and each employee, and to enable employees of all positions to pay according to their performance.

The key of performance appraisal is to divide performance grades according to performance scoring system, and performance pay is to determine the performance of different posts at different levels and how to pay.

Performance based pay is the most important application technology in modern management science, from piecework system to option, but this stage focuses on short-term goals, post goals and results profits.

5, strategic performance appraisal

(1) short term and long term goals should be taken into account .

performance is not only related to the current target of the enterprise, but also the long-term development goal. By setting and determining the current and long-term performance indicators and objectives, it ensures the sustained, healthy and stable development of the company.

On the one hand, it encourages employees and ensures the implementation of strategy.

This requires the company's management decision making layer to consider the current operation of the enterprise from the long-term perspective of the enterprise, and also to reflect the comprehensive execution action of the staff behavior.

(2) performance improvement

performance appraisal is judged according to the actual work behavior and result of the target, from the performance management process, performance improvement is to find out the gap between actual performance and performance goal in time, and urge to improve and innovate for better performance.

Performance guidance and performance action plan are two basic ways to improve performance.

(3) system coordination

system coordination is based on the analysis of the various elements of the system, emphasizing the relationship between the various elements, so as to ensure the overall effectiveness of the system.

The system coordination of performance management includes many aspects. The performance management system is coordinated from various aspects such as the formulation of the index plan, the implementation of the plan, the performance appraisal and the performance guidance, etc.; the coordination between the business management of the straight line department and the performance management of the human resource department; the comprehensive coordination of the performance management and other modules of the human resource management; the result of the performance appraisal is linked to the salary, linked to the training and work improvement mechanism, and linked with the promotion of the job.

So performance management plays a comprehensive role.