Disadvantages of the traditional settling of accounts performance measurement model

The traditional performance measurement model has the following shortcomings:

1. Delayed feedback: Since the traditional model conducts performance evaluations after a certain period of time, employees are not able to understand their own performance in a timely manner, and are unable to make adjustments and improvements in a timely manner, which is detrimental to both the company's business development and the employees' personal growth.

2, slow reaction: the traditional mode of performance measurement is mainly based on past performance, but does not take into account the current and future work needs and development direction, which will lead to slow reaction, unable to adjust and adapt to the company's business development and changes.

3. Fuzzy goals: The goals of the traditional performance measurement model are usually too ambitious and fuzzy, such as "improving the company's profitability", "improving customer satisfaction", etc. Such goals are not specific, unquantifiable, and it is difficult to measure and evaluate the specific performance and contribution of employees. It is difficult to measure and evaluate the specific performance and contribution of employees.

4. Lack of flexibility: The traditional performance measurement model is usually based on the position and job setting, and it is difficult to adapt to the changes and needs of the company's business development and personal growth of the employees, and lack of flexibility and plasticity.

5, easy to produce personal bias: the traditional performance measurement model is usually by the supervisor or the appraisal committee to assess and make decisions, it is easy to be influenced by personal bias and subjective factors, unfair and inequitable.