How to do a good job of performance management in enterprises
First, the role of performance management
Scientific performance management is the propeller of organizational development. Establishing a perfect performance management system and implementing it effectively can show the following functions:
1. Transfer pressure and focus on enterprise goals. Through the performance management system, the overall goal of the organization can be effectively transmitted and controlled, and the individual goal can be unified with the organizational goal, that is, through effective goal decomposition and step-by-step implementation, the organization can realize the predetermined strategy and guide all employees to contribute to the realization of the organizational goal.
2. Strengthen responsibility and shape professional behavior. Through the continuous performance management cycle, every employee, especially managers at all levels, can consciously and effectively assume their respective responsibilities, improve their self-management awareness and ability, and complete their tasks more dutifully.
3. Make scientific decisions and improve management methods. Through the continuous performance management cycle, we can find the problems existing in the organizational management mode in time, clarify the management operation process, standardize the management means, eliminate the management dead angle, and help managers at all levels to get rid of the busy specific affairs, do more planning and development work, and improve the organizational management level and work performance.
4. Fair evaluation and fair treatment. Scientific and fair assessment of employees' performance and contribution provides a basis for personnel decisions such as salary distribution, position promotion adjustment, training and education, rewards and punishments, and stimulates employees' morale.
5. Improve performance and promote employee development. Through performance appraisal and communication feedback, it provides the basis for employees' performance improvement, job adjustment, salary management, training development, etc. At the same time, it strengthens the responsibility of managers at all levels to guide, educate, help, restrain and motivate subordinates, and continuously enhances the value of employees.
Second, how to establish a performance management system
Performance management is not only to realize the transformation of performance appraisal mode, but more importantly, to realize the promotion from single performance appraisal to effective performance management. To establish a perfect and scientific performance management system, the following aspects should be done well:
1. Establish performance management organization.
Performance management is closely related to the specific management work in the organization, and involves all aspects. In the process of implementation, there are bound to be some obstacles and obstacles, so there must be a strong organization to carry out tenacious promotion. In order to ensure the standardized and orderly operation of the organization's performance management system and strengthen the control and supervision of performance management, a special performance management organization is established within the organization. First, set up a performance appraisal committee composed of management decision-makers at the organizational level, which is responsible for the planning and implementation of performance management, supervision, evaluation and rectification of system suitability, etc. Second, the departments set up corresponding performance appraisal teams to be responsible for their own performance management.
2. Performance goal setting
Performance management is a process of transferring performance pressure and decomposing work tasks from top to bottom, and performance targets at all levels must be set closely around the strategic objectives of the organization. The performance goals of all departments come from the annual development goals of the organization, and the performance goals of employees mostly come from the performance goals of departments. The establishment of performance goals is a coordination process. When setting performance goals, departments should formulate their performance goals according to the annual business plan and management objectives of the organization and around their business priorities and strategic objectives. Then, according to the responsibilities of employees' specific positions, the departmental goals are decomposed into specific responsible persons.
3. Performance communication
Performance communication is an important part of performance management, which runs through the whole process of performance management. Its main purpose is to improve and strengthen the relationship between the appraiser and the appraisee, analyze and confirm the strengths and weaknesses of the appraisee, set goals for the appraisee in the next stage, and help the appraisee to improve continuously. Managers at all levels should maintain timely and sincere communication with employees to promote the continuous improvement of performance. First, do a good job of counseling in the process of achieving employee performance goals. Performance goals are often slightly higher than the actual ability of employees, so it is inevitable that there will be difficulties, obstacles and setbacks in the process of realization.
At the same time, due to the change of environment, the performance goals of employees will be adjusted appropriately. This requires managers to play their role and influence, help employees remove obstacles, provide help, communicate with employees, and constantly coach employees to improve and improve their performance. The second is to conduct employee performance interviews seriously. When interviewing employees, we should not only feed back the evaluation results of employees, but also conduct objective performance analysis for employees and tell them how to avoid low performance. During the interview, both parties also planned the performance targets for the next stage, and * * * determined the performance improvement points. Help employees to further improve their performance in the next performance cycle through the formulation of performance improvement plans.
4. Performance appraisal
Performance appraisal is a summary of performance management for a period of time, and managers comprehensively evaluate employees' performance objectively. Performance appraisal generally includes the evaluation of two aspects, namely work performance and work behavior.
The assessment of work performance is mainly based on the performance target plan, and the evaluation of work behavior is mainly designed according to organizational values or advocated behavioral norms. Generally, the implementation assessment is carried out by the superior supervisor or related personnel of the position according to the pre-drawn assessment criteria, and on the basis of analysis and judgment, it is conducted in the form of scale scoring. In terms of assessment weight, work performance is generally at least 60%, and try to quantify the indicators; The assessment of work behavior focuses on long-term performance, and generally makes qualitative judgments through standard descriptions (different weight ratios and behavior evaluation contents can be designed according to job levels). The frequency of performance appraisal can be set according to different job levels. For example, the evaluation of middle managers is generally once a year, and employees are generally once every six months or once a quarter.
5. Performance incentives
In order to support and promote the lasting operation of performance management, performance must be linked with an effective incentive mechanism, and employees' work performance can be reflected and affirmed through the incentive mechanism. The application of performance appraisal results includes the following six aspects: salary adjustment, performance bonus distribution, level promotion and position adjustment, education and training and guiding employees' career development. The assessment results in different stages can have different incentive measures, such as semi-annual or quarterly assessment results can be directly applied to the distribution of employee performance bonuses, and annual assessment results can be applied to personnel decisions such as the selection, promotion, post adjustment and salary grade adjustment of employees.
Third, the key factors of effective operation of performance management
The implementation of performance management is a new and complicated work to meet the requirements of the development of market economy, which involves the renewal of management concepts, system innovation and interest adjustment to a certain extent. To ensure the effective operation of performance management, we must pay attention to the following key factors:
1. Managers at all levels should accurately position their roles.
In performance management, managers at all levels should play both the roles of referee and coach. Managers and employees are performance partners, which is an innovation and a bright spot of performance management, and it unifies the relationship between managers and employees to performance. On the issue of performance, the goals of managers and employees are the same, the work of managers is completed by employees, and the performance of managers is reflected by the performance of employees.
2. Performance communication plays a very important role in performance management, and communication runs through the whole process of performance management.
Effective communication is indispensable from the formulation of performance objectives to the application of assessment results. To some extent, it can be said that the success or failure of performance management depends on communication. Managers at all levels must run through a? It is the supervisor's responsibility to train subordinates? The concept of timely tracking and coaching employees' work performance, treating the growth of subordinates as a job within their duties and helping them improve their performance.
3. Establish a scientific performance evaluation index system.
Choosing and determining what kind of performance indicators is an important issue in the assessment, and it is also the key to make the performance assessment operational. When setting performance appraisal indicators, we should change the previous all-encompassing, large and comprehensive model, mainly grasp key performance indicators, establish personalized appraisal indicators for different employees, and guide employees' behavior to the goal direction of the organization. Performance evaluation indicators should be quantified as much as possible, and those that cannot be quantified should be refined as much as possible, so as to improve the operability of evaluation work and ensure the objectivity and fairness of evaluation results. When determining the evaluation index value, be careful not to set it too high or too low. So that employees must work hard to achieve it? As a suitable? Degree? , for each employee to determine a clear work goal, so as to achieve employee self-control.
4. Adhere to the principle of paying equal attention to both process and result.
The process is the support for the result, and the result is the final embodiment of the process control. The two are mutually causal and both are the key links of the assessment, which makes the scope of performance assessment more comprehensive.
There is no end to performance management, only continuous transcendence and development, only continuous improvement and improvement. Only in this way can performance management really play its role and continuously promote the development of organizational management to a high level and high efficiency.