Performance management; Feedback mechanism; excitation system
First, the importance of performance management
Performance management refers to the process that specialized performance managers use human resource management knowledge, techniques and methods to carry out performance planning, performance communication, performance evaluation, performance diagnosis and improvement with employees in order to effectively achieve organizational goals and continuously improve organizational performance. Performance management plays an important role in enterprises. It plays a link role among enterprises, managers and employees, and at the same time promotes each other.
(1) Impact of Performance Management on Enterprises
At present, in the process of performance management of state-owned enterprises, it is too one-sided to emphasize management and assessment. In fact, it is the focus of enterprise management. Enterprises should also do a good job in assessment and management. The following are the functions of performance management in enterprises:
First of all, performance management is an important carrier to implement enterprise development strategy. Combined with performance management, enterprises can better determine the future development direction, improve their internal personal potential and stimulate their innovation.
Second, performance management can promote quality management. Through performance management, we can strengthen the internal quality management of enterprises, further enhance the role of performance and strengthen the quality of enterprises through supervision mechanism.
Third, performance management helps to adapt to the adjustment and change of organizational structure.
(2) the role of performance management for managers
Performance management provides managers with the opportunity to decompose organizational goals into employees, so that managers can explain their work expectations and standards to employees, and also enable managers to monitor the implementation of performance plans.
(3) the role of performance management for employees
First, performance management promotes employee development. Employees hope that their work performance can be recognized and respected by others, and through performance management, they can understand what they need to improve, so as to improve their abilities and skills. Second, it is conducive to resolving the pressure and bad emotions of employees. Every employee wants to let his boss see his progress through his own efforts, which can be improved well through performance management and will not make employees feel a lot.
Second, the potential problems of performance management
1, Problems in the Implementation of Performance Management Plan
Many state-owned enterprises attach importance to qualitative indicators, despise quantitative indicators and lack a scientific performance indicator system. There are still some enterprises whose performance appraisal is not objective and transparent enough. At the same time, many enterprises indiscriminately introduce performance management, and strive for perfection in the tools of performance management and measurement. They unilaterally believe that the novel performance management and measurement methods adopted by most high-performance enterprises will definitely help their own enterprises improve their performance, completely ignoring the matching degree of enterprise management information systems required by performance measurement methods, and have no own standards.
2. Problems in performance management communication
Because performance management is a lasting process, there are potential communication problems. Some methods formulated by the manager may not be recognized by every employee. Only through effective and regular performance management can we break this communication problem and satisfy both managers and employees.
3. Performance management lacks timely feedback mechanism.
Many enterprises in China have more or less the problem of performance management feedback. Enterprises often only pay attention to the problems of form, but ignore the problems that employees really respond to, and sometimes even avoid them. There are also some enterprises that exaggerate material things unilaterally, do not really communicate with employees, and only use some material things to send them away, resulting in some practical problems not being well solved. Performance incentive should play a role in the training demand analysis, job matching and succession planning of human resources, so as to improve the quality of employees themselves.
4. Complete performance management system.
Performance management is the need of organizational development. Without a complete and systematic understanding of performance management, there is a lack of understanding of organizational development and clear goals. However, performance management itself is a complicated process. How to understand this system must be systematically understood from the aspects of enterprise development strategy formulation, strategic goal decomposition and transmission, performance plan formulation, performance appraisal, employee motivation and so on. We can't think that only a few financial statements can reflect the problem, but we should combine many aspects. Only by doing every step well can we better grasp every link and make progress in the development of the organization.
Third, methods to promote performance management
1, define the enterprise performance management objectives.
You should have a clear goal in everything you do, and so should the enterprise. With a goal, you can walk a lot less and save time and money. The first thing to do is to understand what employees want, whether it is promotion or salary increase, and to mobilize the enthusiasm of employees. The second point is to ensure the development of employees on the basis of improving enterprise performance. Such a circular process needs the understanding and support of employees, so that employees can understand that assessment is not an end, but a means to improve performance, and the goal of the enterprise will be closer. The third point is the management of salary adjustment, performance salary distribution, level promotion and post adjustment, education and training, activation and precipitation, and guiding employees' career development.
2. Establish a scientific index system
The first point is to ensure that the objectives of the enterprise are consistent with the strategic objectives of the enterprise, which stipulate the direction of each step of the enterprise. With strategic objectives, enterprises can determine the direction and step by step. The second point is the combination of quantitative indicators and qualitative indicators, sometimes not every goal can be achieved, and the management of enterprises should be analyzed quantitatively and qualitatively according to the different development directions of enterprises. The third point is the specific measures of the target. It is necessary to ensure the logic of each link, not to follow one's inclinations, to have certain connections, to combine quantitative and qualitative analysis, and to plan every step well, so that things will be completed naturally.
3. Strengthen the performance evaluation mechanism
Pay attention to the establishment of an effective whole-process communication mechanism. In a fair, just, open and positive environment, employees can feel different corporate atmosphere. To achieve these enterprises, it is necessary to strengthen the communication mechanism, because in fact, everyone in the enterprise has the right to put forward their own ideas. As managers, they should listen to the opinions of the masses. Doing so will reduce the occurrence of contradictions, and everyone will gain something and have the best of both worlds. Attach importance to scientific management and clarify the division of responsibilities. Each department has its own affairs, which should be linked with each department scientifically, with a clear division of labor, so as to ensure the scientificity of the performance management appraisal system.
4, innovative performance incentive system.
If an enterprise wants to make great progress, it must keep pace with the times. This is an era of competition, nothing is static, and so is performance management. Generally including salary and personal development. If it is different from other enterprises, it is close to employees. Among them, the incentive function of salary includes: 1. Direct financial incentives, including basic salary, cash allowance, incentives and corporate equity. This part is the most basic part of the overall return; Second, indirect economic rewards, including providing health and welfare, paid vacation, retirement plan, extra subsidies and personal appreciation; 3. Work content, including diversity, challenge, importance and significance of the work; Fourth, the value of career includes personal growth opportunities, ability improvement, team progress and the stability and guarantee of employment relationship; Fifth, the sense of belonging refers to the sense of belonging derived from the connection between employees and enterprises. It comes from the good reputation of the enterprise itself served by employees, or the good atmosphere between employees and employees, employees and teams provided by enterprises.
refer to
Xu Hongxia. Problems and Countermeasures in Enterprise Performance Management in China [J]. Science and Technology Information, 2009(8)
[2] Zhou Jian. Main problems and effective strategies in enterprise performance management [J]. Business Culture, 2008, 1
Brief introduction of the author
Li (1970-), female (Han nationality), from Xianning, Hubei Province, is the director of the Party-mass Division of Shiyan Transmission Bureau, and an economist, mainly engaged in human resources, party affairs, trade unions and corporate culture management.