How Can We Establish An Effective Performance Appraisal System?

Many enterprises in China have turned a deaf ear to it, divorced from the reality and pursued the so-called latest and best technology unilaterally, aiming at fully implementing the balanced scorecard. Full staff assessment Method. Naturally, a question mark is needed.

Then, how can we establish an effective performance appraisal system?

　　 Beginning with the end

To solve the problem of how to establish a system, we must first know what the purpose of establishing the system is, and what is called "beginning with the end".

The ultimate goal of performance appraisal system is to promote the achievement of high performance goals and create a high-performance culture. Therefore, the most important task of a good performance system is to achieve strategic landing and ensure the realization of strategic goals. Here is the question of how to decompose strategic goals. Balanced scorecard is a good way.

So, how to quantify the target? Usually we will use the SMART strategy; how to assess the target? Here involves the minimum value, weight and other methods.

In short, strategic landing relies on a complete set of methods: from vision mission to strategy, to tactics, to methods and indicators. The sequence of the whole process is strategic positioning, strategic review, strategic adjustment, and strategic realization.

To judge whether a performance appraisal system is scientific and excellent, the second criterion is whether it can classify employees' abilities. The essence of performance appraisal system is the evaluation of employees' value. The effectiveness of such assessment will affect the allocation of value, and the distribution of value will completely affect the value creation. Therefore, the evaluation of the value of creation is the second important goal of the system.

The so-called evaluation is to get a clear result objectively and objectively, and the result itself will not be ambiguous, so it can be convincing. The pursuit of rewards and punishing laziness by managers is usually achieved through this.

As far as team management is concerned, it is fair and reasonable to evaluate employees' contributions, excellent employees can be recognized, and insufficient employees know where they need to be strengthened. This is what a good performance appraisal system can play.

Therefore, in order to achieve this, the general company will use numbers to speak and use various quantitative technologies.

In practice, the SMART strategy (Specific, Measurable, Attainable, Relevant, Time-bound), that is, specific, measurable, accessible, related to other goals, and a definite deadline, is one of the widely used tools.

　　 process control

In terms of the two criteria of achieving strategic landing and classifying employee capabilities, the performance appraisal system of general companies may be able to do so. But this is far from enough.

The biggest impact on numbers is the result oriented approach. However, when problems arise, it is not enough to manage the results, but also to manage the cause of the results, that is, the antecedents of the results are also important.

As a result, the behavior that results in a matter of course becomes another important point of management. But what determines behavior? Habit. What determines habits? Thinking. Further deduction shows that the decision thinking is the values of the enterprise.

To ensure that the values of all employees are consistent with the values of the enterprise, it is necessary to manage employees' compliance with values in terms of values, which avoids the drawbacks of looking at the results without looking at the process.

Therefore, a good performance appraisal system, the third criterion is to ensure that employees' behavior is in line with the company's values. If an enterprise can do this, it will present a unique and strong corporate culture.

Corporate culture affects employees' way of doing things. Different ways of doing things bring different results. This is process control, that is, the way of behavior in control. For example, some companies emphasize customer first, then what kind of behavior can satisfy customers?

There are many ways, such as reducing customer waiting time, adjusting the frequency of visiting customers, enhancing the level of customer experience, paying attention to the real needs of customers, helping customers to succeed, listening to the aspirations of customers, etc. Able to do so can naturally bring high performance.

　　 find staff Most concerned

Have you found the three points in common?

Whether it is to achieve strategic landing, classify employees' capabilities, or ensure employees' behavior is in line with the company's values is actually the concern and needs of enterprises: enterprises need to implement strategies on everyone's KPI, which requires your performance level, and requires employees to show a behavior model that is consistent with values.

But what do employees need? In management, the most sustainable development mode is the win-win mode. So how can employees win if they win the business? What do employees really care about? Apart from the level of income, employees will obviously care about development, and even many rational employees think that development is more important than current income.

Therefore, a good performance appraisal system will focus on the needs of employees. This is also something that few companies can focus on, that is, develop the potential of their employees to help them develop their careers.

How to reflect this in the performance appraisal system? The general practice is to discuss with employees the possible direction of their career development and the ability of employees to improve in this direction, as well as the resources and support that enterprises can provide in the process of upgrading, and examine the achievement of goals in this dimension in a performance cycle.

Of course, a truly effective system can also take care of the acceptance and maturity of the management level of the company. Therefore, the ease of use and applicability of the system (such as science, simplicity and effectiveness are often different) is also very important. Management often has no standard answers, nor can it be copied. Combined with the above factors, we can create an excellent performance appraisal system.

How to implement it? When building the performance appraisal system, the Ministry of human resources must first have a strategic transmission mechanism. The system is to serve the strategic objectives. It should not be systematic and systematic, nor should it replace the blister. It will help the business sector to formulate strategies and objectives, and should teach managers the way of goal decomposition.

Secondly, we should adhere to the way of power and responsibility equivalence, so that managers can truly become managers of staff and teams, give them full authority, make them decide for themselves, and also assume responsibility for them. Communication and training are also important.

Western Enterprises' views on performance appraisal are different from before. In the west, because of the strong trade union force, the performance management system has basically become a positive incentive from the scorekeeping mode, and there is not much market to decide the remuneration and floating bonus based on the result of performance.