Establish a performance management system to impro

Establish a performance management system and improve the efficiency of evaluation

Why did the evaluation fail again? Is the evaluation goal not clear enough? Is the evaluation project not quantitative enough? Is it the lack of communication between managers and employees

maybe these are the answers you want, but are these answers enough? Is it what we really need? Why do these problems exist? I'm afraid these are all problems again

this series of problems have to cause us to think more deeply about what can be done to make performance evaluation really play a role, and truly become a booster rather than a chicken rib of enterprise manager management. In this regard, we must think about it and make corresponding changes, otherwise, we will really fall into the evaluation

I have observed that no enterprise that is not successful in performance appraisal has a perfect performance management system. The so-called performance appraisal is only a few forms that support the facade. The form is single, the content is monotonous, and some are even completely divorced from the work of employees. They deliberately pursue marginal issues such as professionalism and work attitude, completely deviate from the spirit of performance management, and evaluate for appraisal

the key to the problem is that there is no perfect performance management system

if you don't establish a perfect performance management system, you can't accurately know the performance objectives of employees, you can't urge your manager to help employees improve their performance, and you can't accurately measure the contributions of employees. The final result can only make the performance evaluation a mere formality. The situation is great, everyone is excellent, and everyone should be promoted and get a raise, which is the result of the current operating methods

in human resource management, performance management is the core, as well as the center and focus of management. Therefore, all human resources management activities cannot be separated from performance, and they all develop around performance, which has become the consensus of the industry

however, how to grasp this focus and make it truly effective is the problem we need to consider most

to build a complete performance management system, we must start from the following aspects:

first, the theoretical learning stage

after all, for many people, performance management is still a new thing, and the management, including HR managers, have not fully understood its true connotation, there are still many puzzles to be solved, and many concepts and methods to be mastered, but to quickly master the theory The most effective method is learning

there are many ways to learn. Of course, the most economical one is reading. At present, there are also many books on performance management on the bookshelf of bookstores, some of which focus on theory and some on practice. Enterprises may take time to choose a few books and send them to read as compulsory courses for managers

the forms of reading can be diversified. For example, managers are encouraged to publish their reading feelings in enterprise journals. On the one hand, the knowledge learned can be consolidated; on the other hand, it can also be popularized to the public, and the concept of performance management can be conveyed to more managers and employees, playing the role of soft publicity. For example, the HR department organizes internal seminars on performance management, and managers take special time to sit down and share, So that knowledge can be sublimated and a performance management plan suitable for enterprise development can be collided together. Perhaps in many exchanges and discussions, your performance management system is really "brainstorming"

in addition, as an important content, it is necessary for enterprises to send managers to participate in the performance management seminar hosted by the performance management experts organized by the consulting company, so as to quickly improve their understanding of performance management. Here, not only the HR manager, but also the manager who is busy with business all day should also take part in it in his spare time, even the boss of the enterprise. After all, performance management is the collective "cause" of the enterprise's management, rather than the HR Manager alone

II. Internal training stage

after several rounds of theoretical study, managers have basically mastered the theory, methods and skills of performance management. Managers can act as experts in internal performance management, but it is not enough for managers to become experts. Managers also need to help employees understand performance management and help them become experts, because performance management is something that managers and employees jointly complete, Not the manager's side

therefore, after the theoretical study, enterprises should urge business managers to publicize and implement their subordinate employees, so that employees can truly understand the true face of performance management, eliminate those doubts in their hearts, let employees participate in it, and stimulate their enthusiasm for self performance management, so as to obtain their greatest support and participation in the future implementation and implementation, and the implementation will be more smooth

III. position analysis stage

position analysis is the basis for the implementation of performance management

the job description seems to be divorced from performance management, but it is not. In performance management, the setting of performance objectives, the recording of performance files, the continuous progress of performance communication, and performance evaluation are inseparable from the position of employees, which should always be based on the position description

therefore, don't rush to implement your performance management plan before accurately analyzing the position, which will backfire

IV. after the job analysis in the process design stage, we can formally start to design the process of performance management

the importance of designing the performance management process extends from connecting the expander to the experimental machine to measure the deformation, because it can help us implement our plan in a planned way, so that all performance management activities are under control without deviation

generally, an effective performance management process should include the following parts:

1. Setting performance goals

goals are the subject of performance management, and the activities of performance management depend on the implementation of goals. Therefore, at the beginning, managers and employees should jointly set a consensus performance goal to make the best preparation for performance management

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2. After the performance coaching

goal is set, the manager's responsibility is more clear: coaching. Managers should constantly communicate with employees in the process of achieving their goals, try their best to maintain close contact with employees, constantly support employees with resources, remove obstacles on the way forward, and work for the realization of goals

3. Recording employees' performance files

no accidents is an important principle of performance management. "No accident" here means that in the year-end performance appraisal, managers and employees will not be surprised by the results of the performance appraisal. Everything is expected. Employees will not argue with managers because of the results of the performance appraisal. No argument is what performance management advocates and pursues

in order to avoid accidents, managers must observe more in daily work, make necessary records, form employee performance files, and prepare more sufficient materials for future performance appraisal

4. Performance evaluation

performance evaluation is a necessary stage of performance management. The purpose of performance management is not to evaluate, but to make performance management better. Through evaluation, problems can be found and improved, so that performance evaluation becomes a common opportunity for managers and employees

5. Diagnosis and improvement of performance management system

there is no absolutely perfect performance management system, and the performance management of any enterprise needs to be constantly improved. Therefore, after the evaluation, the enterprise should organize effective diagnosis, so as to find and solve problems, so that the enterprise's performance management system can play a greater role in the next cycle

v. role positioning stage

the process is executed by people. It is obviously not enough to only clarify the process and unknown people. The next work is role positioning

usually, an enterprise has four roles:

1. Enterprise boss: whether the performance management system can succeed, the boss is VIP. Of course, the boss of the enterprise is fully responsible, and the positioning given by the industry to the boss is to support and promote. First, support in attitude, and then promote the implementation of the performance management system in action to promote the continuous in-depth development of performance management

2. HR Manager: HR manager is the person who is often wronged. Usually, enterprises place all their hopes on HR manager, and let HR Manager shoulder all the heavy burden. Now it seems that this is obviously unrealistic

as an HR manager, his role should be a consultant and an absolute expert in performance management, providing scheme support, tools and consultation on various issues for the construction of enterprise performance management system

3. Line managers: line managers are the backbone of the implementation of performance management, because no matter how good a plan can be effective without their strong implementation, so their role should be implementation. Of course, in the diagnosis of the performance management system, they are also, of course, the submitters of the "proposal as the person in charge"

4. Employees: employees are the terminal of performance management. The industry positions employees as the masters of performance. They are the owners of performance, owning and producing performance

VI. use of evaluation results

in addition to helping employees improve their performance, evaluation results are also used for personnel decision-making in human resource management, such as promotion, salary increase, training, dismissal, etc

as a perfect performance management system, these should also be fully considered and clarified in the enterprise's performance management plan

through the above six steps, an effective performance management system is basically completed. As for whether the performance management system is effective and what effect it will produce, it remains to be tested in practice! (end)