What is performance management?

Introduction: Let me introduce performance management to you, hoping to help you. Thank you for reading.

I. Basic introduction

The so-called performance management refers to the continuous cycle process in which managers and employees at all levels participate in performance planning, performance coaching and communication, performance evaluation, performance result application and performance goal promotion in order to achieve organizational goals. The purpose of performance management is to continuously improve the performance of individuals, departments and organizations.

Second, the basic knowledge

The formulation of performance plan is the basic link of performance management. Without a reasonable performance plan, performance management is impossible. Performance coaching and communication are important links in performance management. If this link is not in place, performance management cannot be implemented. Performance appraisal is the core link of performance management, and if there is a problem in this link, performance management will bring serious negative impact; The application of performance results is the key to the effectiveness of performance management. If there is a problem with the incentive and restraint mechanism for employees, performance management will not be effective.

Performance management emphasizes the consistency of organizational goals and personal goals, and emphasizes the synchronous growth and formation of organizations and individuals. Win more? Situation; Performance management embodiment? People-oriented? In all aspects of performance management, managers and employees need to participate together.

The process of performance management is usually regarded as a cycle, which is divided into four links, namely: performance planning, performance coaching, performance appraisal and performance feedback.

According to the management theme, performance management can be divided into two categories: one is incentive performance management, which focuses on stimulating the enthusiasm of employees and is more suitable for growth enterprises; The other is performance management based on management, which focuses on standardizing employees' work behavior and is more suitable for mature enterprises. But no matter which assessment method is adopted, its core should be conducive to improving the overall performance of enterprises, rather than haggling over the scores of indicators.

Third, the performance management system

A professional human resources research institute has designed a set of target performance management system based on Chinese characteristics in the process of serving enterprises for many years, which mainly includes four stages: post classification, task index implementation and release, process inspection and supervision, and result feedback and implementation. Only a performance management system with four indispensable links can operate effectively and support the development of enterprises.

Fourth, driving performance.

In addition, the number and definition of decision-making fields is also a key factor. "Performance management" adopts a general manufacturing model, because it is the most common and has been widely recognized by everyone. These 42 decision-making areas involve the company's eight major functions, namely, finance, marketing, sales, customer service, product development, operation, human resources, information technology and the leading senior management.

In terms of information technology, there are five decision-making areas that provide insights and examples for IT departments to help enhance the overall value of the company. They are business value map, IT asset management, project/software development lifecycle (SDLC) management, IT supplier management and IT compliance management. These five decision-making domain sequences provide a logical and iterative analysis and operation process. The beginning and end of the process? Where does IT department start and how to drive business value? Lay the foundation for priorities and planning to bridge the gap. You need to know more about the efficiency of IT assets when they are operated separately and jointly, so as to operate more effectively. In order to optimize existing assets or add new assets, you need to closely monitor projects and manage suppliers. Finally, what do you need to know visually? Active part? Ensure that you meet business objectives and regulations, thereby reducing risk.

Verb (abbreviation of verb) western

In order to make profits, enterprises must emphasize the importance of performance in enterprise management and establish a corporate culture with performance culture as the core. However, many enterprises copy the western performance management theory without considering the long-term historical and cultural characteristics of their own countries, which will lead to performance management and performance culture that is not in line with Chinese enterprises.

Why the western performance management theory is not suitable for China? Influenced by China's traditional culture, enterprises in China always stay together? Kind? Advocate? Face? .

1.？ Mean? way of life

Many business managers are more willing to act as? Mr. Nice guy? More eclectic methods are adopted in performance appraisal, which makes the results of performance appraisal tend to be average, and it is difficult to divide employees into three grades, which is also the main reason why the grade distribution of performance appraisal results stipulated in the performance management system has become a dead letter.

In the cultural environment of China, if an employee wins the highest award in the company for three consecutive years, he will be surrounded by jealousy. After that, he won't find many partners in this company. Because most of the business in the company is done through teamwork, it always inspires individuals, but it damages the atmosphere of group cooperation.

2. Problems faced

China people are famous for saving face. If something makes him suffer in real interests, but it has corresponding spiritual interests, that is, face, he will probably be happy. On the other hand, if you lose face, even if you get tangible benefits, you will still have a knot in your heart. I lost my face, as if I had suffered in my life.

In order to take care of employees' face problems, the main body of enterprise assessment often blames employees' problems on objective reasons, because even if employees do not perform well, they will not lose face. Advocating in enterprises? Good people? Culture: In order not to offend people, everyone is unwilling to make negative comments when doing performance appraisal, so as not to cause subjective emotional harm. In addition, enterprises are not as formal and open as in the west when implementing performance appraisal, and they are relatively more hidden. When the evaluation results are published, only the good results are published, and the poor and unqualified evaluation results are often not made public in order to take care of face.

Sixth, the value of performance management

For companies, performance management is a set of methods to enhance strategic execution. It organically combines personal performance, personal development and company goals, and through the continuous improvement of personal performance and team performance, it constantly improves company performance and ensures the implementation of company strategy and the realization of business goals.

For managers at all levels, performance management can help them improve their management level and reduce management pressure. By establishing a top-down, layer-by-layer decomposition target system, let each employee know his work focus, work goal and direction, and let employees do it and work hard in the most effective way? The right thing? Ensure that employees' work behavior and work output are consistent with organizational goals. For employees, performance management helps employees improve their personal performance through performance goal setting, performance coaching and performance feedback, and enhances their personal ability through the implementation of employee promotion plan, thus helping employees realize their personal career development.

Performance management is a process, in which employees form * * * knowledge of what they should achieve and how to achieve it. It is a management method that scientifically and dynamically measures the working efficiency and effect of employees in a certain period of time. It is a process for managers at all levels to clearly understand their subordinates' work performance, business ability and efforts during the assessment period by formulating effective and objective performance measurement standards, and to evaluate their work efficiency and effectiveness.

The core purpose of performance management is to improve the performance of an organization or team by improving the performance level of employees. In the process of performance management, employees have a sense of self-realization by participating in setting their own work goals; Through top-down goal decomposition, prevent the goals of the team and employees from deviating from the organizational goals; Evaluate rewards and punishments many times a year, realize the organization's monitoring and implementation of the objectives, and ensure the timely completion of the work objectives.

Performance management provides a standardized and concise communication platform. Performance management has changed the previous practice of issuing orders and checking results from top to bottom. It requires managers and managed people to communicate, judge, feedback and guide their work behavior and results on a regular basis. Managers should cultivate and develop their professional ability, coach and encourage their professional development, and objectively provide a very practical platform between managers and managed people.

Performance management provides the necessary foundation for the management and development of human resources in enterprises. Through performance management, the implementation of performance appraisal provides the necessary basis for the management decisions of employees' dismissal, promotion, transfer and demotion, and also solves the problems of employees' training, salary and career planning, so as to be justified.

Seven. administration program

(A) to develop an evaluation plan

1. Define the purpose and object of the evaluation.

2. Select the evaluation content and method.

3. Determine the evaluation time

(2) Make technical preparations.

Performance appraisal is a highly technical job. Its technical preparation mainly includes determining evaluation standards, selecting or designing evaluation methods and training evaluation personnel.

(3) Selection and evaluation of personnel

When selecting appraisers, two factors should be considered:

Through training, examiners can master the principles, standards and methods of evaluation and overcome common deviations. When selecting candidates, we usually consider various assessment candidates according to the requirements of the above two factors.

(4) Collecting data and information

In order to collect data and information, we should establish a system related to the evaluation index system and adopt various effective methods to achieve it.

(5) Analysis and evaluation.

1. Decide the grade and score of individual projects.

2. Synthesize the results of the same project evaluation source.

3. Comprehensive evaluation results of different projects.

Eight, performance communication

(1) Performance management communication mainly refers to the communication between organizers, examiners and examinees. According to the cycle of performance management, performance communication is divided into three communication processes: performance plan communication, performance implementation communication and performance result communication.

1. Performance plan communication

The communication of performance plan mainly refers to the communication of training process, the establishment of performance index system and the determination of target value before the implementation of performance management. In fact, the training process of performance management knowledge is also a communication process. During the training, the trainer tells you the knowledge of performance management and listens to the opinions of the students in the process. In this way, the knowledge of performance management is passed on to everyone. The establishment of performance index system and the determination of target value are inseparable from communication. There are three main ways in this process, one is top-down communication, the other is bottom-up communication, and the third is mixed communication. When setting indicators, we should communicate from top to bottom, because the performance indicator system is determined by combining the company's strategic decomposition and employees' job responsibilities. It is suggested that mixed communication should be adopted in the process of determining the target of performance index system, because the determination of target value is a two-way process, and the target cannot be set too high or too low. Too high has no incentive, too low has no implementation value, which requires full communication between the appraiser and the appraisee. Through full communication, the examinee knows his own assessment indicators and goals, which is convenient for him to accomplish his goals. This communication process mainly involves the communication between organizers, examiners and examinees.

2. Performance implementation communication

Performance implementation communication mainly refers to the communication in the process of performance management, performance coaching and performance appraisal. This process is mainly the communication between the evaluator and the evaluated.

3. Communication of performance results

The communication of performance results mainly refers to the application of performance results and the communication of performance feedback. This communication process is the focus of performance communication, because the ultimate goal of performance appraisal is to improve the performance of the company and employees and constantly improve and improve. To do this, communication is essential. The communication of performance results application is to make employees understand that they should be responsible for their past actions and results and guide employees to think correctly. The communication of performance feedback is very important. The means of feedback is communication, which helps employees find out the reasons for good performance and poor performance and formulate improvement measures and methods. This communication process is also mainly the communication between the appraiser or manager and the appraisee.

(b) Effective ways to avoid formal performance feedback and interviews

1. straighten out the performance appraisal system and ensure the fairness and objectivity of the appraisal results as much as possible.

2. Establish an efficient performance appraisal system.

3.HR establishes a performance interview and feedback system to train department heads who are not in the human resources management department.

4. The Human Resources Department supervises and guides the performance feedback and implementation process of each department.

5.HR needs to review and feedback the interview results of various departments.

Nine, management focus

The key to performance management? Formulation and decomposition of performance objectives

Speaking of performance management, everyone is no stranger. Many companies are trying or have implemented performance management. However, all human resource managers who have implemented it will fall into a dilemma: on the one hand, performance management is a magic weapon, which can objectively assess and evaluate employees' daily work performance, so that employees' salary increase, promotion and training can be based on evidence; On the other hand, if performance management is not used properly, it will have serious consequences: reducing the enthusiasm of employees and appearing? Don't go if you should. Go if you should? Phenomenon, the loss of a large number of outstanding employees, good personal performance, poor departmental performance, unfair assessment? The reason for this dilemma is nothing more than a misunderstanding: performance management is performance appraisal, and the focus is on how to evaluate and score, while the importance of performance target management is relatively ignored. However, we often ignore a problem, that is, the key to performance management lies in performance target management rather than performance appraisal. Whether the performance target is effectively formulated, whether it is combined with the company strategy, and whether it is reasonably decomposed from top to bottom will affect the final performance management operation effect.

X. Management purposes

1. To achieve the strategic development goals of the enterprise, it can be changed as needed.

PDCA cycle of performance management

PDCA cycle of performance management

2. Under the principle of achieving enterprise goals, balance the development of various businesses.

3. Give fair and reasonable performance evaluation (performance appraisal) to employees who perform business.

4. From the results of performance appraisal, conduct performance analysis to find out the weaknesses and advantages of the enterprise.

5. Through the means of "performance communication", solve the obstacles of employees' execution and eliminate obstacles.

6. Hold regular performance management meetings to review the defects in the system, operational deficiencies and improvement of related matters.

7. Adopt PDCA cycle mode to continuously improve the operation of performance management system.

;