How to design a targeted performance management scheme according to business development and system improvement?

1. How to establish a performance management system?

The premise for enterprises to carry out performance appraisal must have clear strategic objectives, standardized operating procedures, good corporate culture and consistent values. As far as the process of performance management is concerned, it is complete.

Our performance management process is based on performance appraisal results, guaranteed by accurate planning, budget and strict process execution, and carried out by means of effective salary incentive system.

How to establish an effective performance management system?

■ Establish necessary basic management environment and conditions.

We often say that without a plan (goal), there will be no assessment, without a budget, there will be no assessment, and there will be no operational process with clear rights and responsibilities. At present, the role of performance management in many enterprises.

Poor, to a large extent, is not that the performance appraisal system process and performance appraisal indicators are not perfect, but often that the necessary premise and basic ring for enterprises to carry out performance management system have not been established.

Environment and conditions.

■ Develop a targeted performance appraisal index system.

The core of performance management is the formulation of assessment index system. In view of the current management status and level of most domestic real estate development enterprises, the formulation of performance appraisal index system must conform to

The present situation, highlighting the key points, can not completely copy the assessment indicators of other industries or other enterprises in the same industry. Generally speaking, the current control focus of real estate project development is to achieve the goal according to the plan.

We have achieved the development goal of the project, and realized the project sales and fund withdrawal as soon as possible. Then, when designing the performance appraisal index system, we should focus on the sales revenue, cost and project development.

The completion of key indicators such as integral.

■ Strengthen the whole process management of performance appraisal and improve the performance management cycle.

Overcome and avoid emphasizing performance implementation and assessment, ignoring performance planning and performance feedback.

Of course, in the process of establishing and implementing the performance management system, the attention and support of the enterprise decision-making level is the most important guarantee.

2. How to set the performance appraisal index system?

Performance appraisal system is an evaluation system composed of a group of independent and interrelated evaluation indicators that can fully express the evaluation requirements.

A) Principles for formulating performance appraisal indicators:

■ Strategic guiding principles

■ System principle

■ Focus principle

■ Balance principle

B) Main contents of performance appraisal index system

Generally speaking, a complete performance appraisal system includes the following three aspects:

■ Performance appraisal refers to the assessment of the completion of business tasks and objectives of the assessed department and the assessed. There are many methods of performance appraisal, such as BSC, KPI, work objectives, etc.

(MBO), etc. Different enterprises can choose according to the actual situation. It should be noted that due to the long development cycle of real estate, we should not attach importance to performance appraisal based on openness.

The influence of the completion of the work process target of the plan decomposition on the performance appraisal index, so as to embody the purpose of "paying equal attention to the result appraisal and the process appraisal, and promoting the result appraisal with the process appraisal".

■ Ability assessment-measure the ability of employees in each position to complete their work;

■ Attitude evaluation-measure the attitude, thinking and work style of employees in each position.

C) Develop a targeted performance index system.

It is the key and difficult point of performance management to formulate a targeted performance appraisal index system. Take Vanke as an example, its performance appraisal team has corresponding guidelines and appraisal procedures for each branch.

This is closely related to the cultural differences within the company, the maturity of management and the development stage of the company.

In the design of assessment indicators, the more senior managers adopt quantifiable indicators. For example, the assessment of director level (including vice president) is usually based on the method of adopting 4, 5 and 6, that is, the balance sheet.

Scorecard has four dimensions, customer satisfaction survey has five dimensions and employee satisfaction survey has six dimensions. At the department manager level, the indicators are decomposed by the balanced scorecard of the managed department, and some companies will combine behavioral indicators with management capabilities for assessment.

When setting behavioral indicators, focus on the company's core values and core competitive advantages, such as customer awareness, execution, learning and growth, responsibility and other indicators.

Although there are some differences in the evaluation process of benchmark enterprises, there are several basically the same methods:

■ Employees and departments (department managers) are assessed at least once every quarter, and some companies assess employees once a month;

■ Direct superior evaluation is the main method, and individual companies adopt 360 evaluation method, but the weight of superior evaluation is above 80%;

■ Assessment results need to be ordered by force. In a company, it usually needs to be sorted by three grades: excellent, qualified and needing improvement, which are 25%, 60% and 15% respectively. There are many employees in this department.

One in seven people must improve;

■ The assessment results are not directly related to bonuses, but as the main basis for bonus distribution and salary adjustment, as an important basis for employee promotion and development, if in the annual assessment,

If the grade needs to be improved, the post and salary in the next year will not be improved, and may face the possibility of salary reduction and demotion;

■ The assessment of ordinary employees is mainly based on planned assessment (usually accounting for 70%), and quantitative KPI indicators are rarely used, and behavior and ability indicators account for about 30%;

■ Employees need to have a formal interview after assessment, and put forward corresponding training needs for personal career development.

3. How to evaluate the team?

Many enterprises only pay attention to the individual performance of employees while ignoring the assessment of the team, which will bring negative effects that cannot be ignored. Will mislead the staff.

Workers cultivate the consciousness of "personal specialization", at the expense of colleagues' interests and undermine the coordination within the organization. As a real estate development activity, it needs full coordination among various departments and posts, such as

Too much emphasis on personal assessment and neglect of external performance problems will often lead to bad results.

Judging from the classification of performance, performance includes not only individual performance, but also organizational performance, team performance and process performance. Therefore, when setting performance appraisal indicators, enterprises should be based on posts.

The actual situation, to choose whether to add some indicators related to team performance and process performance (especially some cross-departmental processes).

In addition, in the performance appraisal grading of employees within the department, the proportional control method of linking personal performance with the department performance line can be adopted, and a certain correction coefficient can also be adopted according to the department performance.

Strengthen the assessment of the team by adjusting the personal performance level.