How to establish an effective performance management system

Many companies have implemented the performance appraisal, but basically a form, do not play a substantial role. According to the authority of the survey, more than 70% of the employees of the company's performance management system, there is a certain degree of dissatisfaction, so the performance management has also become the "Achilles heel" of business management. Here is how I organized for you to establish an effective performance management system, for your reference, I hope to help friends in need.

The construction of a performance management system, in any company is a rather tricky issue. So how should a company build an effective performance management system? Mr. Zhao Yunyang believes that this includes, but is not limited to, the following eight aspects:

First, a clear purpose of performance management

Some companies equate performance appraisal with performance management, performance management refers to the entire staff in order to achieve the strategic objectives of the enterprise, *** with the participation of the development of performance plans, performance counseling, performance appraisal, performance interviews, performance, improvement of the continuous cycle of the process. Improvement of the continuous cycle of the process, and performance appraisal is just a part of performance management. Enterprise performance management, in the end is for what, in the implementation of performance management must be answered before, otherwise the performance management process will be biased. Heavy penalties, light rewards, is the thinking of many business owners, the performance appraisal of some enterprises in addition to deducting money or deducting money, resulting in deviation from the essence of performance management. From a humane point of view, I believe that the purpose of performance management is to "let the staff income and pay proportionate to achieve the strategic objectives of the enterprise", so that employees are widely involved in the performance appraisal of the main body, the performance management may be implemented successfully.

Second, the job description

The organizational structure of the enterprise is the main body of the enterprise operation, is the carrier and the basis of enterprise operation. Enterprises to determine the organizational structure, the need to set up the appropriate positions, and clear job responsibilities of each position, the conditions of competence, the corresponding system processes, etc., the job description is the position, the process is organically combined with the carrier, therefore, the job description is the most basic work of human resources. A complete job description is the basis for recruiting, hiring employees, employee performance appraisal, the enterprise to develop compensation and welfare policies, employee training and development, employee promotion and development. Therefore, the job description is the construction of performance management system and the entire human resources work of the enterprise is the most important, the enterprise must improve the content of the job description, otherwise the assessment can not begin.

Third, the performance plan

The main contents of the performance plan include: the post in the performance cycle of the work of the key items; the expected results of the work of the target; in the process of reaching the goal of the difficulties and obstacles that may be encountered; positions in the completion of the work of the power and resources can be deployed; the organization is able to provide support and help and communication methods for the staff. and help and communication methods. The performance plan must be broken down to the department head, each employee, must be up and down to achieve consensus.

Fourth, performance counseling

Performance counseling is the longest part of performance management, but also in the performance management of the most easily ignored aspects. The purpose of performance counseling is to help employees achieve performance goals and increase revenue. Whether employees can achieve performance goals, the quality of performance counseling is particularly important. As a leader, it is incumbent upon the subordinates to conduct performance counseling. Performance counseling is mainly embodied in two aspects: one is the staff's usual performance behavior supervision and inspection, and the second is to put forward reasonable requirements to help employees. Only the top and bottom of the heart, can ensure that the performance objectives.

Fifth, the performance appraisal

Performance appraisal refers to the appraiser based on both sides to accept the assessment criteria, the assessment of employees, and the results of the assessment of the process of feedback to the appraised. Appraisers should be open, fair and equitable, factual appraisal of the appraisee, do not distort the facts, retaliation, otherwise it will be "can't take it home". Design of the 'appraisal form the simpler the better, the best is a day a summary, a month a table on the line, do not pursue the rich form, so that the performance evaluation takes up too much time in the daily work. This is the basic principle of any management.

Six, performance interview

Performance interview refers to the end of the performance evaluation, the appraiser's direct supervisor and the appraiser through the communication of the performance evaluation results to confirm, identify the advantages and shortcomings, and develop a corresponding improvement program process. The performance interview should "review the past, grasp the present, look forward to the future", that is, to summarize the work of the past, to find problems, to the existing achievements to give affirmation, and at the same time to set goals for the future performance, to achieve performance improvement.

Seven, the use of performance results

Performance results can be used as the basis for training needs, job adjustment, job adjustment, new employees to correct, the issuance of year-end awards. And many companies only play a role in the issuance of wages, and then locked into the cabinet to go, which is very undesirable. Through the application of performance results can play a role in motivation, management in a sense, is also a kind of incentive.

Eight, process and system

I believe that the system and process is the foundation of any management system construction, but also the most important. The system is a guideline, but also a decree, the process of doing things in order. Only system and process standardization, in order to fundamentally ensure that the management system landing. Leaving the system and process, the end result is arbitrary, management chaos.

Performance management system is a systematic project, both to focus on the process of management, pay more attention to the structure, the need to emphasize the performance of communication, so that employees become the main body of the performance appraisal, so that the performance appraisal of the true depth of people's hearts.

Expansion:

Five-step rule of effective design of enterprise performance management