Did we encounter a fake performance appraisal? KPI is not suitable in China. Are there any defects?

Did we encounter a fake performance appraisal? KPI is not suitable in China. Are there any def

Did we encounter a fake performance appraisal? KPI is not suitable in China. Are there any defects?

Did we encounter a fake performance appraisal? KPI is not suitable in China. Are there any defects? KPI does have great limitations now. Therefore, the T 10 assessment mechanism was quickly put forward, which solved the current performance incentive problem of enterprises. You can study the upcoming T 10 performance appraisal, which should be helpful to you.

What is kpi performance appraisal? We are small and medium-sized enterprises, what kind of kpi performance appraisal system should we choose? The performance appraisal of business personnel is an important management content of every company. CRM can convert each employee's follow-up record, payment data, customer satisfaction questionnaire and attendance information into monthly customer follow-up volume, sales task completion and other assessment data, which can be displayed in your hands at any time, and then attach the comprehensive information of monthly weekly report and related assessment, which is all the performance assessment information you need.

800 passengers are quite professional! You can check the details on their website!

Are small production enterprises suitable for performance appraisal? Hello, you can do performance appraisal. I should say you should have done it a long time ago. There will be pressure to implement performance appraisal in the early stage, which will also lead to more people leaving their jobs. But you must resist the pressure, which is very helpful and essential for the future development of the enterprise. Both KPI and 360 assessment method are tools and methods. The key is to have correct assessment standards and implementation plans, which should not be too dead or too loose. I don't know what your business is.

What are the characteristics of kpi performance appraisal system? This multi-dimensional performance management system CMF-PMS (comparable multi-factor performance management) allows you to compare.

System) Aiming at the adaptability of KPI, balanced scorecard and other evaluation methods in China, Nomstar has built a comparable multi-dimensional performance management system through more than ten years of theoretical and practical exploration.

CMF-PMS (comparable multi-factor performance management

System), combining the characteristics of people, institutions and personnel in China, based on the game hypothesis of rational person/economic person, is conducive to stimulating high performance by setting up evaluation habits and subjective tendencies that conform to people.

Behavior evaluation indicators, using a variety of evaluation methods, all stakeholders participate in the evaluation system, so as to get convincing and cross-departmental comparative evaluation results, and effectively link them with the salary and promotion system.

What is KPI performance appraisal method? KPI- abbreviation of key performance indicator. KPI performance appraisal, also known as "key performance indicators" appraisal method, is one of the methods of enterprise performance appraisal. It is an objective quantitative management index to measure the process performance by setting, sampling, calculating and analyzing the key parameters of the input and output of the internal process of the organization. It is a tool to decompose the strategic objectives of an enterprise into operational objectives, and it is the basis of enterprise performance management. Establishing a clear and feasible KPI system is the key to do a good job in performance management.

Its advantages are clear standards and easy evaluation. Its disadvantage is that simple work is difficult to formulate standards and lacks certain quantification.

There are three most common key performance indicators:

1, benefit indicators, such as asset profitability efficiency and profitability level;

2. Operational indicators, such as department management cost control and market share;

3. Organizational indicators, such as satisfaction and service efficiency.

When determining key performance indicators, there is an important SMART principle:

-S stands for Specific, which means that performance appraisal should focus on specific work indicators, not general ones;

-M stands for measurable, indicating that performance indicators are quantitative or behavioral, and data or information to verify these performance indicators can be obtained;

-A stands for achievable, which means that performance indicators can be achieved through hard work, avoiding setting too high or too low a goal;

-R stands for relevance, that is, the setting of annual business objectives must be closely related to the responsibilities of the budget responsible unit. It is the result of repeated analysis, research and consultation by budget management department, budget execution department and company management, and must be recognized and promised by them.

-T stands for a specific deadline based on time and focusing on the completion of performance indicators.

What are KPI and KRA in performance appraisal? KPI:

Key Performance Indicator (KPI) is an objective quantitative management indicator to measure process performance by setting, sampling, calculating and analyzing the key parameters of the internal process of an organization. It is a tool to decompose the strategic objectives of an enterprise into operational objectives, and it is the basis of enterprise performance management.

KPI can make the department head clear about the main responsibilities of the department, and on this basis, make clear the performance measurement indicators of the department personnel. Establishing a clear and feasible KPI system is the key to do a good job in performance management. Key performance indicators (KPI) are quantitative indicators used to measure employees' performance and an important part of performance plan.

KRA:

KRA(Key Result Areas) refers to the key result area, which is indispensable to achieve the overall goal of the enterprise and must achieve satisfactory results, and is the gathering place of key success factors of the enterprise. It is a field that plays a vital role in realizing the mission, vision and strategic objectives of the organization, and it is a collection of key elements.

What are kpi and kra 1 in performance appraisal? The business development of an enterprise is a battle of self-improvement and victory over competitors. Clear thinking, strategic planning and proper pre-war deployment are the key factors to win.

2.KRA and KPI are the guarantee of clear operation ideas of enterprises.

3.KRA(Key Result Areas) refers to the key result areas, which are indispensable to achieve the overall goal of the enterprise and must achieve satisfactory results, and are the gathering place of key success factors of the enterprise.

4.KPI (Key Performance Indicator) refers to key performance indicators. It is a goal-oriented quantitative management index to measure the process performance by setting, sampling, calculating and analyzing the key parameters of the input and output of the internal process of the organization, and it is the refinement and induction of the key success factors in enterprise operation.

What are KPI and KRI key performance indicators (KPIs) in performance appraisal? It simplifies the evaluation of performance to the evaluation of several key indicators, takes key indicators as evaluation criteria, and compares the performance of employees with key indicators [1]. To some extent, it can be said that it is an effective combination of target management and Pareto law. Key indicators must conform to the SMART principle: specific, measurable, accessible, relevant and time-based.

1. Key performance indicators Key performance indicators

The production process of an enterprise is a process in which workers use labor tools to change their labor objects. Among the three basic elements of enterprise production (labor force, labor materials and labor objects), labor force is the most important factor. Accurate statistics, analysis and prediction of labor productivity indicators are of great significance for enterprises to organize production in an orderly manner, fully develop and rationally use human resources. The advantages of this method are clear standards and easy evaluation. Its disadvantage is that it is difficult to set standards for simple work; Lack of quantification; Performance indicators are only some key indicators, and we should pay enough attention to the lack of certain evaluation of other contents.

KPI method conforms to an important management principle-"28 principle". In the process of enterprise value creation, there is a "20/80" law, that is, 20% of the backbone personnel create 80% of the enterprise value; Moreover, the "28 principle" also applies to every employee, that is, 80% of work tasks are completed by 20% of key behaviors. Therefore, we must grasp 20% key behaviors, analyze and measure them, so as to grasp the key points of performance evaluation.

2. Key performance indicators

Key Performance Indicator (KPI) is an objective quantitative management indicator to measure process performance by setting, sampling, calculating and analyzing the key parameters of the internal process of an organization. It is a tool to decompose the strategic objectives of an enterprise into operational objectives, and it is the basis of enterprise performance management. Establishing a clear and feasible KPI system is the key to do a good job in performance management. There is an important SMART principle when determining tpm in China. SMART is the abbreviation of the initials of five English words: s stands for Specific, which means that performance appraisal should focus on specific work indicators and not be general; M stands for measurable, indicating that performance indicators are quantitative or behavioral, and data or information to verify these performance indicators can be obtained; A stands for achievable, which means that performance indicators can be achieved through hard work and avoid setting too high or too low goals; R stands for relevance, that is, the setting of annual business objectives must be closely related to the responsibilities of the budget responsible unit. It is the result of repeated analysis, research and consultation by budget management department, budget execution department and company management, and must be recognized and promised by them. T stands for time limit, focusing on the specific time limit for completing performance indicators.

Key performance indicator KPI(Key Performance Indication) is a goal-oriented quantitative management indicator, which measures the process performance by setting, sampling, calculating and analyzing the key parameters of the input and output of a process in an organization. It is a tool to decompose the strategic objectives of an enterprise into operable long-term objectives, and it is the basis of an enterprise performance management system. KPI is a performance evaluation method that modern enterprises generally attach importance to. KPI can make the department head clear the main responsibilities of the department, and on this basis, make clear the performance measurement indicators of the department personnel, so that the performance appraisal has a quantitative basis. Establishing a clear and feasible KPI index system is the key to do a good job in performance management.

What are KPI and KRA in performance appraisal? I once asked myself, what is my job responsibility? What major tasks need to be completed? What value can my job create for the company? I think there must be many employees who have been so confused. Not knowing these problems is just like a soldier not knowing the battle plan. Although he charged with a machine gun and was in a battlefield filled with smoke, he still lost contact with the team. Because he doesn't understand the overall situation of the war and his role in the war, even the bravest soldiers will be exhausted and even lose confidence in the battle.

The business development of an enterprise is a battle of self-improvement and victory over competitors. Clear thinking, strategic planning and proper pre-war deployment are the key factors to win. KRA and KPI are the guarantee of clear operation ideas of enterprises. KRA(Key Result Areas) refers to the key result area, which is indispensable to achieve the overall goal of the enterprise and must achieve satisfactory results, and is the gathering place of key success factors of the enterprise. KPI (Key Performance Indicator) refers to the key performance indicator. It is a goal-oriented quantitative management index to measure the process performance by setting, sampling, calculating and analyzing the key parameters of the input and output of the internal process of the organization. It is also the refinement and induction of key success factors in enterprise operation. Each KRA contains several kpis. KRA and KPI are tools to decompose the strategic objectives of enterprises into operational objectives, and they are the basis of enterprise performance management. Establishing a clear and feasible KPI system is the key to do a good job in performance management.

Before introducing the process of establishing KPI system, let's take a look at an important SMART principle that determines key performance indicators. S is Specific, which stands for concrete, meaning that performance appraisal should focus on specific work indicators, not general; M is measurable, which means that performance indicators are quantitative or behavioral, and data or information to verify these performance indicators can be obtained; A stands for achievable, which means that performance indicators can be achieved by trying to avoid setting too high or too low a goal; R is realistic and represents reality, which means that performance indicators are real and can be proved and observed; T is based on time, that is to say, there is a time limit, and the performance indicators focus on a specific time limit.

The key points of establishing KPI system are process, planning and systematicness, and its implementation requires the participation of all employees. To establish KPI system, it is necessary to define the strategic objectives of the enterprise first, and find out the business focus of the enterprise through brainstorming and fishbone analysis at the enterprise meeting, which is also the focus of enterprise value evaluation. Then, find out the key performance indicators of these key business areas, that is, enterprise KPI. Next, the department heads establish the department-level KPI according to the enterprise-level KPI, decompose the KPI of the corresponding department, determine the relevant factor objectives, analyze the performance drivers (technology, organization and people), and determine the workflow and evaluation index system to achieve the objectives. Subsequently, department heads and department KPI personnel further refine the KPI, and decompose it into more detailed KPI and performance appraisal indicators for each position as the elements and basis for employee appraisal.

Based on strategy and process, the process of establishing KPI system and evaluating it according to SMART principle is the process of unifying all employees to gradually identify with the company's strategic objectives and work towards the enterprise's strategic objectives, which will certainly play a great role in promoting the performance management of managers at all levels.

Performance management is a management method to help employees complete their work. Through performance management, employees can know what their superiors want them to do, what decisions they can make, how far they must work, and when their superiors must introduce them. Effective management can not only realize personal value, but also improve management level and promote enterprise benefits. As an effective management tool, performance management provides not only a means of rewards and punishments, but also a signal for the company, a signal to promote work improvement and performance improvement.

What if there are defects in the performance appraisal system? Hello, I'm Huaheng Zhixin analyst. The fairness of performance appraisal has always been a problem that puzzles enterprise managers and employees. The key to solve the unfair problem of performance appraisal is to break through the problem of quantitative fairness and improve the quantitative assessment indicators. In reality, many enterprises adopt various management methods. The more common ones are as follows:

Forced distribution method: there are many methods, including proportional forced distribution, such as normal distribution; Mandatory allocation of quantity, that is, limiting the number of people in each assessment level: or both. The compulsory scoring results widen the gap. That is to say, for the same index or different candidates, it is required that the scoring results must be divided into fixed scores, so as to avoid over-concentration or basically no difference in scores.

Fixed scoring method: design several grades for qualitative indicators, such as excellent, good, medium and poor. Each grade corresponds to a fixed score, and scores other than the fixed score are not allowed. For example, "excellent" corresponds to 100, and "good" corresponds to 80. Therefore, when scoring, we can only give 100 or 80 points according to the actual situation of the assessed, so that on the one hand, we can avoid too much human interference, on the other hand, we can force the gap between scores.

For these management methods, all enterprises have applications, and each method has advantages and disadvantages. Through in-depth study of the company, Huaheng Zhixin human resources consultant found that the forced distribution method is a relatively good method among many methods for enterprises with a small number of quantitative indicators or low weight of quantitative indicators.