What are the tools for performance management?

What are the tools suitable for performance management? 5 points

Three tools: balanced scorecard, KPI key performance indicators and target management.

What are the commonly used performance appraisal tools?

1, swot analysis advantages: advantages and disadvantages: disadvantages opportunities:

Opportunity threat: threat

Significance: help you clearly grasp the overall situation, analyze your own advantages and disadvantages in resources, and put

It is very important for our success to grasp the opportunities provided by the environment and guard against possible risks and threats.

Important significance.

2.pdca circular rule plan: set goals and plans do: carry out tasks and organize implementation.

Inspection: key points and final results in the inspection process. Action: correct the deviation and make a pair.

Fruit standardization, and determine new goals, make the next round of plans.

Significance: Every work is a pdca cycle, which needs to be planned, implemented and checked.

Fruit, and further improve, at the same time into the next cycle, but gradually change with the passage of time.

Only by doing a good job can we make a qualitative leap, and it is possible to achieve people who can be promoted in every job and improve themselves.

Healthy.

3, 5w2h method What: What is the content of the work and what is the goal achieved? Why do you do this work?

Who: When and when are the specific personnel and persons in charge involved in this work?

Where is the intermittent work? Where does the work take place? How to do it?

How much will it cost?

Meaning: We should start thinking from 5w2h when we do any work, which is helpful for organizing thinking.

, put an end to blindness. Our report also needs 5w2h, which can save time in writing and reading reports.

Between.

4.*** artistic principle S: concrete M: measurable A:

Achievable r: correlation t: time-based time

When people make work goals or task goals, consider whether the goals and plans are consistent.

* * * artistry. Only the artistic plan can be well implemented, and it can also be used for reference.

Guidance to ensure that the plan can be realized.

-s stands for specific, which means that performance appraisal should pay attention to specific work indicators, and cannot

General;

-m stands for measurable, which means that performance indicators are quantitative or behavioral.

Verify whether the data or information of these performance indicators can be obtained;

A stands for achievable, indicating that performance indicators can be achieved through hard work.

Achieve and avoid setting too high or too low a goal;

-R stands for realism, indicating that the performance index is true and provable.

And observation;

-t stands for time limit, focusing on the specific time limit for completing the performance indicators.

5. Time management-priority of importance and urgency = importance × urgency

When arranging time, we should weigh the priorities of various things and learn to "play the piano".

Do things with foresight, nip in the bud, if you are always busy with fire fighting, it will make me

Our work is always passive.

6.wbs: How to carry out the work breakdown structure?

Wbs decomposition: goal → task → work → activity.

Principles of wbs decomposition:

The main objectives are gradually refined and decomposed, and the lowest task activities can be directly assigned to individuals.

success

In principle, every task needs to be broken down until it can no longer be broken down.

Wbs decomposition method:

Top-down and bottom-up full communication, one-on-one personal communication group discussion

The standard of wbs decomposition:

The activity after decomposition has a clear structure and logically forms a big activity, which integrates all the keys.

Factors include temporary milestones and monitoring points, and all activities are clearly defined.

Learn to break down tasks. Only by breaking down the task carefully enough can you know what you are doing.

Only by working in an orderly way can you arrange your schedule as a whole.

seven ......

What are the commonly used performance appraisal tools?

The first is the traditional performance appraisal, that is, setting various rules and regulations to control employees' behavior, which neither encourages employees to innovate nor allows employees to make mistakes; The second is management by objectives, which evaluates employees' work performance according to the work they have completed; The third is KPI assessment, which is a specific quantitative index to measure the job performance of the incumbent of a certain position and the most direct measure of the goal completion effect; There is also a very popular closed-loop management of PDCA work, which not only pays attention to the assessment process, but also pays more attention to the effectiveness of process management. The best application is Besson tita, which is an assessment tool that truly integrates the closed-loop concept of PDCA work management. The assessment score is the result, but it is traceable and well documented. It will not misjudge any conscientious and good employee, but also let the employees who are perfunctory in their work show their true colors.

What are the main methods of performance management tools?

Liu Bei designed to escape from Yuan Shao's army. A group of people returned to the ancient city of Pang Tong by way of Woniu Mountain, and took the opportunity to offer Cao Cao a series of strategies for locking warships. They can't be abandoned. They're all dead.

Besides okrs, what other performance appraisal tools are there?

There are more than 20 methods of performance evaluation, but the commonly used tools are as follows:

1, Management by Objectives (MBO): a modern management science that is goal-oriented, people-centered and results-oriented, and enables organizations and individuals to achieve the best performance. Management by objectives is also called "results management", commonly known as responsibility system. It refers to a management method that determines work objectives from top to bottom with the active participation of individual employees, and implements "self-control" in the work to ensure that the objectives are achieved from bottom to top.

2. Key Performance (KPI): The most important indicator to measure the effectiveness of management is the tool of data management, which must be an objective and measurable performance indicator.

3. Balanced Scorecard (BSC): It is more of a strategic sorting tool, and it is a new performance management system that implements the organization's strategy into operational measurement indicators and target values from four perspectives: finance, customers, internal operations and learning and growth.

4. Key Results (OKR): OKR is a set of management tools and methods used to define and track key objectives and their completion. The goal is the goal, the key result is the key result, and KRs is output-oriented, not work-oriented (the so-called output-oriented focuses on the result of doing things, not just on whether things are done well). OKR requires companies, departments, teams and employees not only to set goals, but also to specify specific actions to achieve them.

The above methods have their own characteristics, and enterprises can use them flexibly according to the actual situation. Each method can play a very big role if used properly!

What are the tools for performance appraisal?

1, swot analysis advantages: advantages and disadvantages: disadvantages opportunities:

Opportunity threat: threat

Significance: help you clearly grasp the overall situation, analyze your own advantages and disadvantages in resources, and put

It is very important for our success to grasp the opportunities provided by the environment and guard against possible risks and threats.

Important significance.

2.pdca circular rule plan: set goals and plans do: carry out tasks and organize implementation.

Inspection: key points and final results in the inspection process. Action: correct the deviation and make a pair.

Fruit standardization, and determine new goals, make the next round of plans.

Significance: Every work is a pdca cycle, which needs to be planned, implemented and checked.

Fruit, and further improve, at the same time into the next cycle, but gradually change with the passage of time.

Only by doing a good job can we make a qualitative leap, and it is possible to achieve people who can be promoted in every job and improve themselves.

Healthy.

3, 5w2h method What: What is the content of the work and what is the goal achieved? Why do you do this work?

Who: When and when are the specific personnel and persons in charge involved in this work?

Where is the intermittent work? Where does the work take place? How to do it?

How much will it cost?

Meaning: We should start thinking from 5w2h when we do any work, which is helpful for organizing thinking.

, put an end to blindness. Our report also needs 5w2h, which can save time in writing and reading reports.

Between.

4.*** artistic principle S: concrete M: measurable A:

Achievable r: correlation t: time-based time

When people make work goals or task goals, consider whether the goals and plans are consistent.

* * * artistry. Only the artistic plan can be well implemented, and it can also be used for reference.

Guidance to ensure that the plan can be realized.

-s stands for specific, which means that performance appraisal should pay attention to specific work indicators, and cannot

General;

-m stands for measurable, which means that performance indicators are quantitative or behavioral.

Verify whether the data or information of these performance indicators can be obtained;

A stands for achievable, indicating that performance indicators can be achieved through hard work.

Achieve and avoid setting too high or too low a goal;

-R stands for realism, indicating that the performance index is true and provable.

And observation;

-t stands for time limit, focusing on the specific time limit for completing the performance indicators.

5. Time management-priority of importance and urgency = importance × urgency

When arranging time, we should weigh the priorities of various things and learn to "play the piano".

Do things with foresight, nip in the bud, if you are always busy with fire fighting, it will make me

Our work is always passive.

6.wbs: How to carry out the work breakdown structure?

Wbs decomposition: goal → task → work → activity.

Principles of wbs decomposition:

The main objectives are gradually refined and decomposed, and the lowest task activities can be directly assigned to individuals.

success

In principle, every task needs to be broken down until it can no longer be broken down.

Wbs decomposition method:

Top-down and bottom-up full communication, one-on-one personal communication group discussion

The standard of wbs decomposition:

The activity after decomposition has a clear structure and logically forms a big activity, which integrates all the keys.

Factors include temporary milestones and monitoring points, and all activities are clearly defined.

Learn to break down tasks. Only by breaking down the task carefully enough can you know what you are doing.

Only by working in an orderly way can you arrange your schedule as a whole.

7.28 principle

Ballet law: "80% of the total result is formed by 20% of the total consumption time." According to things

"Importance" is the criterion for determining the priority of transactions. ......

What tools or software can be used for performance management?

Performance management can use the 8Manage HR performance appraisal management system, which supports users to set a complete performance appraisal process on demand and track the progress and results of each process link in real time. After each process link is completed, it will automatically flow to the next link, and the system will automatically push the performance that needs to be evaluated by the appraiser to the appraiser's workbench, and send a reminder email to ensure that the appraisal work can be carried out smoothly and efficiently, and the appraiser does not have to worry about missing or missing the appraisal time.

Performance appraisal process management mainly includes:

Start the performance evaluation plan

According to the need to develop performance appraisal indicators and evaluation forms.

View and verify the evaluation information

Comprehensive evaluation of employee performance (supporting many different evaluation methods)

Determine the evaluation results and evaluate the performance level.

Support the association between salary and performance appraisal results.

What are the tools and methods of performance management?

First, the traditional enterprise performance evaluation methods mainly use financial indicators to evaluate.

1, wall scoring method

The Wall Scoring Method selects seven financial ratios, such as current ratio, net assets/liabilities, assets/fixed assets, sales cost/inventory, sales/accounts receivable, sales/fixed assets and sales/net assets, which have important influence on the enterprise to analyze the enterprise performance. As long as the proportion and standard ratio of these seven financial ratios are determined and combined with the actual financial data, the total score of enterprise performance can be obtained.

2. Radar chart evaluation method

3, DuPont analysis and evaluation method

Dupont analysis and evaluation method has a wide range of applicability and can be used to decompose various financial ratios, even if different industries, enterprises and concerned indicators are different. Moreover, the financial data needed for calculation is also easy to obtain, so this method is often favored by professionals. Static DuPont analysis is the analysis of historical data, while dynamic DuPont analysis can be used to predict and assign the whole task.

Second, modern methods of enterprise performance management

1, 6σ method

The so-called Six Sigma is to find the key factors that determine the quality from the customer's point of view, and adopt scientific methods to achieve perfect quality with only 3-4 defective products out of 6.5438+0 million products. It measures the shortcomings in the process by statistical methods: 1σ is 3%, 2σ is 3/ 1000, and 6σ is 3/ 10000. So 6σ stands for nearly perfect quality, with few defective products. σ is a Greek character that stands for "standard deviation" in statistics. In business activities, it represents the gap between process and perfection.

2.EVA method

EVA refers to economic added value, which is simply net operating profit after tax minus the opportunity cost of invested capital. It is economic profit rather than traditional accounting profit. Its main feature is to pay attention to the cost of capital, because managers must pay certain fees, such as interest, when using funds. Considering all the capital costs, including equity capital, can better reflect the wealth value created by enterprises in a certain period of time. At present, EVA is the most accurate indicator to measure the company's performance. In order to better explain the EVA system, people often use four indicators to summarize its connotation, namely, evaluation index, management system, incentive system and concept system. However, the calculation process of this method is very complicated, and the estimation of opportunity cost and other indicators has a strong subjective color, so it has certain limitations.

3. Balanced Scorecard

1. Four indicators of the balanced scorecard

The balanced scorecard comprehensively measures the performance of enterprises from four aspects, forming four indicators: financial indicators, customer satisfaction indicators, internal process indicators, and enterprise learning and innovation indicators. The latter three indicators are put forward from a non-financial point of view, which can comprehensively examine the performance of enterprises. This method enables enterprises to track financial results on the one hand, and monitor their own progress in improving competitiveness and acquiring various intangible assets needed for enterprise growth on the other hand. The four indicators of balanced scorecard are also four indicators of enterprise performance management.

What are the methods of performance management?

First, the management method:

1. Balanced Scorecard

In Harvard Business Review (No.1/February, 1992), The Balanced Scorecard —— A New Method of Performance Measurement and Driving was published by Robert Kaplan and David Naughton. This is the first article about balanced scoring. The article puts forward that the performance of an enterprise should be evaluated not only from financial indicators, but from four dimensions: finance, customers, internal business processes, learning and development.

As a comprehensive strategic performance management and evaluation tool, the balanced scorecard has made great progress in theory in 10 years, and has been recognized by more and more enterprises in practice. It is praised by Harvard Business Magazine as one of the 75 excellent enterprise management ideas, and it is a tool to measure the comprehensive management ability of enterprises. It mainly measures enterprises from the following four important aspects:

Financial perspective: the direct purpose and result of enterprise management is to create value for shareholders. Although the long-term or short-term requirements for profits will be different due to different enterprise strategies, there is no doubt that profits will always be the ultimate goal pursued by enterprises for a long time.

Customer perspective: how to provide customers with the products and services they need, so as to meet their needs and improve the competitiveness of enterprises. The customer's point of view is to test the performance of the enterprise from the aspects of quality, performance and service.

Internal process perspective: has the enterprise established appropriate organization, process and management mechanism, and what are its advantages and disadvantages in these aspects? Internally, the evaluation criteria are formulated by the top management.

From the perspective of learning and innovation, the growth of enterprises is closely related to the improvement of employees' ability and quality. Only by continuous learning and innovation can enterprises achieve long-term development.

The biggest feature of balanced scorecard is balance, which has changed the defect of measuring an enterprise's performance only by financial indicators in the past.

This method of evaluating employees requires enterprises to have a very clear and specific target system and decomposition ability in four aspects. At the same time, it is necessary to establish a comprehensive and huge database to provide data sources for various indicators. As far as an enterprise is concerned, not all job indicators can be refined or decomposed into these four indicator systems. Therefore, the implementation of this method needs to be established according to the idea of balanced scorecard when designing business processes, and there are certain conditions and requirements in practical application.

2. Key performance indicators KPI

Key performance indicators (KPI) are the key indicators to measure the effect of enterprise strategy implementation. Its purpose is to establish a mechanism to transform enterprise strategy into internal processes and activities, so as to continuously enhance the core competitiveness of enterprises and enable enterprises to continuously achieve high efficiency. Through KPI, we can implement the strategic objectives and business priorities of the enterprise, convey the value orientation of the enterprise, and effectively motivate employees to work together for the realization of the enterprise strategy.

The formulation of KPI should take "company strategy" as the core, set reasonable goals by decomposing strategy, and effectively control its realization process to drive performance. The starting point of KPI formulation is enterprise strategy. After understanding the strategic direction of the enterprise, all departments in the enterprise make work plans and make priorities according to the strategy. The results of performance appraisal show the achievement degree of employee performance and company performance, that is, whether the company strategy can be implemented smoothly. Therefore, after the performance appraisal of employees, we should use the salary lever to strengthen employees' performance behavior.

3. Management by objectives evaluation system

Management by objectives is a widely used performance appraisal method in enterprises. The specific method is that at the beginning of the assessment, the appraisee and the supervisor set the work objectives to be achieved in the assessment according to the organizational objectives, and at the end of the assessment, the appraiser reviews the appraisee against the objectives and scores the assessment according to the degree of completion of the objectives.

The advantage of management by objectives lies in that it can effectively guide and monitor employees' work behavior through the formulation of objectives, and at the same time strengthen employees' self-management consciousness to improve work performance. Taking the achievement of the goal as the scoring standard, the evaluation is objective. Disadvantages are: the process of setting goals is complicated, time-consuming and costly. Different employees have different goals and grading standards, so the final assessment score is not comparable among employees at the same level, and it is difficult to be used as the basis for salary increase and bonus demarcation. When the goal is not clear and measurable, the target management method often faces failure. At the same time, in the process of implementation, management by objectives tends to ......

What are the tools and methods of performance management?

There are many tools and methods, and the key is which one is most suitable for a manager to consider.