Four Ways To Check Performance Management And Avoid Failure

< p > < strong > 1, let the correct performance management concept go deep into the staff of the enterprise, eliminate and clarify the mistake and vague understanding of performance management < /strong > /p >

< p > performance management is not a "stick" for managers to swing to employees, nor should it be a "no rule".

The purpose of performance appraisal is not to create gaps among employees, but to find out the strengths and weaknesses of employees' work in real time so as to enable employees to improve and improve in time.

Performance appraisal should focus on respecting employees' value creation. Although performance management is a vertical management system formed according to the structure of enterprise's administrative functions, it should also be a two-way interaction process between employees and managers, which includes deep communication between examiners and examiners.

Through communication, the examiner passes the work items, goals and work values to the respondents, and the two sides reach a consensus and commitment, and with the help of the longitudinally extended performance management system, the pmission and amplification mechanism of value creation is formed in the company.

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< p > performance management is a means, not a goal. If enterprise performance management can not stimulate employee growth and promote enterprise development, performance management will become a "form" in nominal form.

If managers want to use performance appraisal to control employees, the result is even more predictable.

Therefore, in particular, we should enhance the awareness, quality and ability of modern managers who take the role of performance appraisal, and truly enable managers at all levels to play a leading role in all management activities of enterprises.

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< p > < strong > two, carry out work analysis, work out feasible a href= "//www.sjfzxm.com/news/index_c.asp" > assessment standard < /a > /strong > /p >

< p > to ensure that a scientific and effective assessment standard is formed and effective work analysis is carried out, it is confirmed that each employee's performance evaluation index becomes a necessary link to establish the assessment standard.

Enterprises should strengthen their communication and understanding with managers and staff at various levels through questionnaires, interviews, etc., so as to make job descriptions for each employee, so that employees can have a clear understanding of their work processes and responsibilities, and also enable employees to enter psychological assessment.

Different posts and responsibilities require different job descriptions, and the performance appraisal indicators are also different.

It is advisable to grasp the key performance indicators in order to grasp the key performance indicators. It is advisable to make sure that they are not vague and lack what to test.

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< p > < strong > three, let a href= "//www.sjfzxm.com/news/index_c.asp" > performance management < /a > system become intermediary between enterprise value creation and value distribution system < /strong > /p >

< p > the key to enterprise management is to form a management loop in the management process and form a positive feedback mechanism for the growth of enterprises, which is also an enterprise growth mechanism described by Bill Gates.

The effectiveness of performance evaluation, or the fact that performance evaluation is really playing a role of traction and incentive in the value creation of enterprises, must play a leveraging role in the allocation of enterprise value. This is a fundamental problem.

The distribution of value includes not only the distribution of material benefits, but also the distribution of challenging jobs, the promotion of positions, and so on.

From the current material distribution, wages, bonuses, welfare allowances and long-term income are the main factors.

In terms of wages, staff's personal work ability and performance should be taken into a reasonable position in the wage structure and become a major factor in raising personal wages.

Of course, it is more important to strengthen the incentive function of the work itself to the employees, constantly create challenging jobs and assign them to creative and aggressive high performance employees, giving them greater career development space.

At the same time, outstanding managers and R & D personnel should be given stock or stock options to make them "golden handcuffs".

Among them, the performance appraisal must be an objective and reasonable basis for the value distribution among the members of the enterprise organization.

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< p > < strong > four, forming effective a href= "//www.sjfzxm.com/news/index_c.asp" > human resources < /a > management mechanism < /strong > /p >

< p > performance management as an important aspect of human resources development and management of enterprises, its smooth progress is inseparable from the establishment and improvement of the overall human resources development and management framework, and performance management should also become the value orientation of corporate culture construction.

Enterprises must build the whole human resource management system with the overall strategic vision, so that performance management and other links of human resources management, such as training and development, management communication, job rotation, promotion and so on, can be linked and promoted each other.

It can be said that if a company fails to establish a benign mechanism of human resources management, it will be difficult to survive in today's era.

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< p > of course, as China's market economy has just started, China still lacks a large number of professional enterprises, and still lacks a large number of employees with high professionalism, and also lacks a large number of professional managers who have rich experience in enterprise management and management. In the management of human resources management in enterprise performance management, we have such problems in the overall management and operation of enterprises, and have experienced such failures or pains. But as long as we are making continuous efforts, continuous improvement and continuous progress, we fully believe that our enterprises can get sustained and stable development.

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< p > performance appraisal is an important part of human resources. The implementation of performance appraisal is not only conducive to the management of enterprises, but also to the role of human resources.

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