What are the methods of performance management technology?

Performance management techniques include KPI, balanced scorecard, OKR and so on.

First, KPI.

KPI is actually a refinement and induction of the key elements of enterprise strategic success, and then the key elements of this strategic success are transformed into a set of quantifiable or behavioral index systems. Therefore, KPI is an important assessment index system that is pre-determined and recognized, quantifiable and can reflect the degree of goal realization.

The purpose of KPI is to strengthen the organization's resource allocation and ability in some key performance areas with key indicators as the traction, so that the behavior of all members of the organization can focus on the key elements of success and the key issues of management.

Second, the balanced scorecard.

The comprehensive balanced scorecard was put forward by Kaplan and Norton of Harvard Business School. Kaplan and Norton conducted a one-year study on 12 enterprises with leading performance, and put forward the theory and method of balanced scorecard. The balanced scorecard first puts forward a set of evaluation system, which can enable top managers to quickly and comprehensively examine the business performance of enterprises.

This paper puts forward the four-aspect index system of the first generation balanced scorecard, which mainly makes up for the deficiency of single financial index and result index by introducing non-financial index and process index. The design of the four-aspect index system reflects the performance value demands of shareholders, customers, employees and other related stakeholders.

Third, OKR.

OKR is the abbreviation of (goal and key result), O is objectivity, that is, goal, and KR is key result, that is, key result. The key steps of OKR include establishing goals, determining key achievements of goals, hierarchical decomposition of goals and achievements, organizing members to claim key goals, determining the development plan of target work, communication and feedback of OKR, evaluation of OKR, and setting new OKR.

Therefore, in essence, OKR is not a brand-new performance appraisal and method system, but a set of management tools and methods to define and track the completion of goals. The greatest value lies in information transparency, stimulating potential, dynamic process adjustment, full participation and consistent goals.