Enterprise culture: how to let employees will BaoTuan

 

The ego is frequent problems caused by the largest enterprise root: poor execution, because subordinates always want to self to act in accordance with the idea; Communication, because communicator's always eager to express ideas of their own; Decision error, because policymakers is always ignored the advice of others; Sales are not good, because sales personnel from their own interests always. Employees a strong sense of self enterprise, the question is always frequency was born.

The enterprise personnel consciousness caused by influence each other can use "office politics" to describe. "Office politics" in all the world exists, but in China are regarded as one unspoken rules, all the bodies in the workplace in default, but not the best way to eliminate or improved. The enterprise of each department should be a team, help each other, fluent communication, cooperation together, everyone will be able to the same direction and goal oriented by the team, even if will sacrifice personal interests. But every body in the workplace in the people who are clear, it is difficult.

To eliminate the negative impact of the a means setting up enterprise culture and is enterprise values, and this is like the same dialect, different regions was born, need not deliberately to learn can grasp the local dialect, this is a subtle, not directly caused by means of influence. Enterprise culture is to rely on a the invisible power to let employees can into the enterprise of. Although the enterprise culture and values have been many enterprise mention, but really able to do it but not much.

There are two reasons, first is the cause of the market. Want to let employees accept and into the of enterprise, we first need to enterprise have enough culture. The background is from founder began, with the enterprise development, each to join the enterprise the people have been accumulated and inheritance and is to rely on the group to influence people. But Chinese enterprise with the high speed development of market, the enterprise growth too fast, together with the intervention of the capital, researchers often double expansion, few months may be from dozens of people extended to the hundreds of people. Many new employees to join, and establishing the enterprise culture itself is a very difficult behavior, and those even with enterprise culture of enterprise, also is met subsequently dilute.

Another reason is extreme enterprise culture, is forcing staff to change their original value, also is our brainwashed. Reasonable enterprise culture should be in keeping workers self-awareness, and on the basis of employees to be let in accordance with the requirements of the enterprise behavior and standard in daily work. It should be a kind of persuade, influence behavior, but not mandatory improvement. Most current employees are highly educated, its self consciousness and unique idea is unchangeable, forced into the enterprise culture, will rise to combat the effect. And if the enterprise culture itself is correct and positive, through the behavior of the way will influence than forced into better results.

Enterprise culture is like a circle, the staff in the circle of the freedom of the limited, ensure employees keep the basis of enterprise culture, and be free to play, let ego idea and consciousness create value for enterprises. According to different characteristics of the subordinate to the leadership of the different way to start pursues, but the traditional management mode is modeled to be being washed out gradually, explain enterprise itself has to recognize its importance, but the real key is a team leader their abilities whether can let enterprise culture and staff self-awareness, thus it is the real test.

Management attention: narcissistic staff should how to management

Every organization seems to have a class internal narcissistic staff, their ability to their own faith enough to befriending, talk, stuck-up is their actions way. They are generally considered to have "peacock type personality", in the team cooperation and personal relationships not very popular.

Even more remarkably, the us magazine, science writing on points out, narcissistic employees are usually more appreciated by the boss, their ideas for evaluation of higher, personal ability usually more be recognized. The authors pointed out that, with no narcissistic staff team compared, as long as the proper proportion, with this kind of staff team the proposed scheme quality is better. Is this really the case?

Industrial and labor relations at Cornell university, professor jack just carol and Stanford business school professor frank Flynn conducted a narcissistic employees about the ability and the performance of the investigation.

In the experiment, before they get in all subjects on a "narcissistic index test". In one of the experiments, just carol and team members will be 76 students into two groups, one group will watch a movie, and to another group to verbal description method to introduce the film, the group members is for its description decided to see this movie will have much stronger.

The experimental results show that: the narcissistic index of the highest investigation object, than the most not narcissistic investigation object to another group of left deep impression degree the difference between as high as 50%.

Strangely, when the team will be introduced to the subject form writing, another set of experiments to watch this movie will object showed no obvious difference. This shows, the level of the ability of cause and not judge the reasons for the differences, the different ways of expression is the key. Narcissistic subjects to express your meaning clearly more rich passion and confidence, they better at making a central mysteries flow of qi, let the listener is more reason to believe and identify with them to the world and self ability cognition.

So, this shifts to the enterprise decision how has influence? Just carol thinks, the enterprise is always looking for valuable advice, thus winning advantage in the competition, but if because narcissistic employees more good at selling yourself, ability always present virtual high, resulting in their actual level without very difference proposal was more adopted, enterprise will lose the opportunity to get a better idea of their internal from the top down for good ideas criteria will thus be affected.

In the face of such obstacles, just carol think the best way to set is based on written expression more objective criteria. And he suggested that enterprise managers, although it is difficult to resist the influence of irrational, but in criticism or refuse to some creative before, they'd better think about whether because of the Suggestions in expressing more implicative, lack confidence. Employees also need to convert inferiority type express and thinking inertia, with more sufficient should show the true level ability.

So, the organization should be narcissistic employees will put on what is the role of, can stimulate the positive effectiveness? Were they really like science magazine said, more than any other personality type of employees more motivation to organize the internal creative produce? Just carol team did another experiment. They will be 292 subjects who every four people as a group, and asked them around a topic organization provides solutions. The experimental results found that, when four people of no narcissistic experiment object, group discussion according to rules and lack of creative window and topics leader; But when four people for the narcissistic, discussion and because all sorts of creative pledges to serve but convincing between members of each other the other and stagnant. When narcissistic members account for half the number, the discussion of the team most smoothly, and the subject leader and follower, each to its place, the largest number of effective Suggestions.

As Picasso's most often say that "I is god", the narcissistic person today already with self marketing talent, captured ZhengShang, art and so on all the important position. When in the organization is met narcissistic employees, enterprise managers might as well with the advantages stimulate the creativity of team, at the same time, the effective control of its ability one high negative effect will be clever express locates in important things, will be narcissistic employee value of release of the best way.

HR managers' performance management tasks

The human resources manager to success in the organization "survival", since want to learn to play the role of the manager, and to learn to play the role of the team members.

This is the last season this year. Before long, the company will develop their annual performance assessment work. However, performance management must be not only a used to archive and provide feedback, coaching and rating process. When these basic functions are expanded, performance management, become the help staff development and give full play to their potential, and promote the employee participation in a powerful tool. Here are five extra added performance management job, it is your company's annual performance review process, an indispensable part:

Give employee chance to complete self assessment

Encourage employees to participate in the performance evaluation process, and make sure that the manager and staff in the effective dialogue between, the staff of the self assessment as you the company performance part of the process, this is very important. You can be in the company of the regular performance assessment in the process also use the same form, or create a slightly modified version. The purpose of the staff self assessment is to obtain employee to their performance self viewpoint. This is a in the whole of performance appraisal process give employee to powerful way to speak. Sometimes, the manager worried about their assessment of value, think that employees will simply give to their praise of evaluation and high level to try to raise their actual evaluation level. Experience shows that, on the contrary trend is real, when we evaluation of their own, we tend to be more severe than others. To obtain employee personal view Angle for the performance of the employee of the company get more information as is a very valuable way. It can also help managers are ready to deal with the differences of the opinions or views, and in-depth understanding of the expectations of the employees.

To make their targets with the corporate goals

We all know that create SMART (specific, measurable, achievable, relevant, with a time limit) goal as our staff the importance of the target. Make a goal of relativity is part of its environment. Through the adjustment, and even individuals to the goals and higher levels of organization goal is connected, you for the staff's working created this very important "environment". This can help people understand why their work is important, and their work is how to help the organization of success. Although in traditional, managers trying to the goal of the staff and their own goals linked to achieve this goal, but now, a more powerful practice is the goal of the staff and the higher levels of the department goal, branch target and the whole enterprise goals are related to personal goals and organizational goals. The employees involved in the research has indicated that the "environment" for the development of the performance of the employee is very important. This will help them feel my work is very important.

Collect the feedback information of 360 degrees

Most of the time, the manager of the performance of the employee rarely have comprehensive knowledge of. 360-degree feedback can help the manager to avoid prejudice, and let them from different angles and aspects of understanding staff performance, to better determine employee need training and development fields. And the employees often negative feedback for not all accept, they often say "just your personal point of view just". Through the collection of the multiple perspectives, credible evidence to support feedback point of view, can make it more objective, and can enhance its influence. You can from many people there to collect feedback from information, for example, any other manager, colleagues, subordinates, and even customers, employees have any and working relationship for you to understand and can help employee's performance of personnel, you can collect feedback information. When managers and employees have contradiction between or the tense relationship between, when different personality types make feedback process is difficult, or when the manager is not directly guide employees work (shift work, the work of the project, etc), 360 degrees feedback can be especially vital.

Establish development plan for the employees

When the development planning as a performance management process an indispensable part of, rather than individual activities, development planning is the most powerful. When managers and employees to discuss performance defects and career ambitions, performance evaluation meeting is often the most major time. In performance appraisal during the meeting, the sure learning activities to solve performance evaluation meeting sure any defect, help communication manager and organization as for the employees of the pledge, and constantly improve their expectations. For the development and promotion of looking for opportunities to employees, let them have a sense--they in the present organization are a career development path or the future. Through the development plan will be included in your performance appraisal process, you for employees to create a learning environment, and help to increase employee participation.

High performance rewarded

Finally, rewards and consolidate the high performance, this is very important. Performance level in the awards and decided to employees should pay is known and visible factors. Integrate your company's performance management process and salary management process, let people know that, the company's salary system is fair, and is based on individual staff on the basis of performance. This integration is applicable to honor not only increase and improve the bonuses; Any form of employee compensation or approval should be associated with employee performance, and in the service of the company needed employee behavior and performance.

Organization managers how to jump out "performance door"?

Research report, has a high performance evaluation system of the company is better than the other company's performance. But, most of the employees will think of their performance above average, but in fact it is not possible. So, performance evaluation must to do, but often result in the evaluation and other stakeholders produced between fierce conflict, managers in "performance door" crisis. How to take the correct implementation of the method of performance evaluation, has always been a concern of the organization managers. This paper based on both the legend, also have history, but have around how to conduct and performance evaluation on this topic, in hopes of organization managers have realistic significance.

From sung river clever avoid "LiangShanBo hero performance sorting problem" to start

In the marsh, a famous "LiangShanBo hero row seating" story. Sung river in command of a few after victory, considers that the time is ripe, it is necessary to sum up the work, according to their own ZhaoAn ideas for the organization construction. But, according to the performance of a contribution to row seating? Although the top order can be roughly determined, but the back of the sort to clear theory, I'm afraid I will make to many disputes. If the operation head, can cause turmoil in the organization. The typical performance evaluation, most propbably is let sung river very tricky. So before, the book "loyalty righteousness hall by the astronomy, the LiangShanBo shijie hero row seating" scene. This "day" backing, for the performance SongJiangCai pretend to order, "the chief each hold its place, Hugh dispute, again the day irreversible words!" Each hero also hurriedly comment, "heaven and earth, the meaning of the number who decide, physical WeiAo do?" But we also believe, sung river is the play of the planners behind the scenes, he must have realized that the performance evaluation is so difficult, so just clever avoid it. Now that don't know, let god to be right, and you will not say what, this difficult problem will be solved.

The marsh, after all, is a dramatized interpretation of history, the author's imagination can rely to low cost, low risk of performance evaluation problem to solve. But in history record historical events, whether some crediable history and a half, or some crediable history, we see organization in the performance evaluation of managers give a great heart. Among them, both flickers full of wisdom, and the short of ambition and crisis.

ChanRang many legends behind, a long process of performance evaluation

According to the historical · parlance recorded annals "records, yao began to explore and subordinate successor problem of time, distance he really made for 28 years tells time. At the time, tribal alliance leader choose successor is a can open discussion the question, and the decision has stakeholders to express his ideas, but eventually the princes to decide. This problem is so important that to many years in advance is raised the issues. And, to the qualification not strictly limit candidates, yao is that "bore GuiQi and alienate the hidden for."

In continuous rejected multiple candidate yao after, his hand recommended "civilians, bachelor" shun identity. Ministers to shun the preliminary evaluation is, despite his father's folly, mother, brother stubborn pride, but can still shun filial piety, friendly and they get along and don't let them to evil. This evaluation method based on the description of the facts is law, rather than simply said he "good" or "bad". And, also did not say how he's proficient in astronomy, geography knowledge skills, more attention is "well" the basic skills. This reason is clearly moved yao, yao and his two daughters to marry the shun, so as to assessment, "virtue". From then on, yao to shun the "future successor" began the long performance evaluation process, is diligent.

First of all, assessment "basic ability quality", that is, the ability of the "household" to see if he has the ability to manage his own family, make its health, benign development. This problem is so important that the prince will be will marry his daughter to the candidates. Shun in both who have background of noble wife made training to teach, after warning, let them go to his hometown ministered unto her. In the teaching of the sun, they can according to the requirements of duty, abide by. Through this is completely based on the fact that way of examination, shun "household" the ability to completely got the yao's approval.

Secondly, assessment "settle the system" ability, yao let shun to perfect the "righteous father, mother, brother, brother a kindness objects, son filial piety" these five kinds of ethics as the core of the moral system, and put into practice. Here, we can understand it for is a similar set of human resources management policy "functions work". The fact that, as a function of the department, the person in charge of the work, is successful, because, this system have been "employees" recognition and obey, and good results have been achieved.

Third, assessment "take team" ability, yao is responsible for the management, to let the old, the proposal making clear post responsibility, the straightening out their work relation, make they do their own work. The cadre management work, also a success.

Fourth, the assessment "external cooperation" ability, yao, to be responsible for the management, coordination and the governors, the relationship between the princes. In our efforts, the government and they have established the peace and stability of diplomatic relations, and win the respect.

Fifth, assessment "site management" ability, shun and was instructed to field investigation, tour countries of mountains and landscape. Even in the wind and rain lightning, shun never lost the direction, always can complete the task.

Through the above a variety of performance evaluation, yao to shun performance is completely sure, "you can come in to performance", and eventually determine his future for his successor. But the performance evaluation so far is not over yet, yao just pushed second line and did not fully exit, shun and not immediately be appointed "President", and just as "executive vice President" of the work, and in this post does is 11 years. Because, even though yao in the choice of successor in a series of the necessary performance evaluation, but the decision is still think yao to consider, because this is just based on her as a direct superior performance evaluation and make decision, return not enough complete. So, to shun the demigod of the last step of the assessment.

Sixth, 360 degree evaluation. Yao let all other important stakeholders to express your own ideas, evaluation, further improve the quality of the decision. Of course, this will further strengthen shun as "President" legitimacy, make more stable regime. As a result, "ChaoJinZhe rulers of Dan zhu and not the cause, the prison, Bhutan, praises of zhu and, the song Dan zhu and eulogize shun. Shun yue" day ".

Yao in the choice of the successor in the process, the multiple perspectives, demanding performance evaluation methods, before and after lasted more than 20 years. His choice of candidate scope are not limited to existing core layer personnel, namely direct subordinates, but widely for comments, and expand a selection object, and final civilians, bachelor shun; Yao to shun the performance evaluation is an all-round includes both to the basic ability quality assessment, and including "settle the system, take the team cooperation, field management and external" key performance indicators of assessment; Finally making decisions, and fully for the parties concerned, and to improve the decision-making quality and to reduce the risk of the handover.

How to construct the effective performance management system

At present many domestic enterprises have to implement the performance assessment, but examination the effect not beautiful, often become a mere formality, not really play a role of performance appraisal. When cause this situation happened?

There are many reasons, but the most common the main reasons is a lot of enterprise only performance assessment, and no performance management. Many enterprise human resources work personnel of performance assessment and performance management function and significance of the distinction between not clear, this makes them in making enterprise performance management measures, only for the performance appraisal design content, or involved in part of the performance management content, and ignore the performance management whole content, the result of the enterprise performance management effect is not ideal, some even only form, no practical effect.

How to set up the performance assessment on feet, really effective arousal enterprise energy?

First of all we want to know the performance assessment and performance management of difference and contact, simple for performance appraisal is one of the performance management link, is also the most important one link, no performance evaluation this activity, performance management of the other links are meaningless, performance management, other activities is all for the performance assessment really effective design. Performance management including performance planning, performance implementation, performance assessment, performance feedback, four link, the four links of continuous cycle constitutes the performance management system, and their functions respectively as follows:

Performance plans: through the strategic goal of the decomposition of each position for goal, ensure that all employees work to realize "strategic orientation system"; Employees and direct supervisor to establish performance plans, and the evaluation index, standards, weight, and assessment method and an agreement so that employees work on its own objectives and standards do fairly well.

Performance implementation: regular interview, through the direct supervisor and employees in constant communication during the performance, the immediate superior understanding staff work progress and when necessary to give guidance or help, employees deviate a target in the behavior of the rectification; Collect and accumulation employee performance data; If there is a need to conduct the performance plan adjustment.

Performance assessment: on the basis of performance plans for the evaluation index of the stage and standards for the work of staff appraisal.

Performance feedback: employees and direct supervisor in performance review staff together during the period of performance, to establish employee performance improvement plan and personal development plan, help people to improve their performance.

Clear the performance assessment and performance management the differences and relations of, that we can be checked by leakage, the lack of enterprise performance management process improvement and perfection, establish and perfect the system of performance management. Have a perfect performance management system of the productive efficiency management system to succeed 80%, you will ask the remaining 20% success factors have??????? Sound performance management system is framework, framework of a building's importance is self-evident, but to build a solid buildings, in addition to solid frame, filler is also very important, if filler is bad, floor won't break down, but the air leakage around. It's like building an effective performance management system, improve the framework (performance planning, performance implementation, performance assessment, performance feedback) accounted for 80% of its importance than, and each link of the heavy some items for attention, that is padding, the importance of better than 20%. Below we analyze each link one some of the attention:

The performance of the project in do, often encountered this kind of problem, some enterprise no strategy, or no clear strategy, the performance plan how to plan? We can from fuzzy strategy, the extraction next year sales targets, decompose step by step a again, even if sales target all have no, we can extract each department's key responsibilities for KPI index, generally speaking, management has been very standard enterprise can assessment to post, management is still at the primary stage, management is very extensive enterprise, suggest assessment to the department level, and generally the stage of the enterprise scale is not very big, the leader of the range management are not too wide, leading to the following the staff's working good clear, the employee can use comparatively extensive examination of the way. About the workload, and task complexity, working environment, finish the work in a few index, do a qualitative evaluation, namely so easy operation, also have good assessment effect.

Performance is a constant communication in implementation of the rectification work process, this link to pay attention to communication skills and timely recording their performance, as in the future to subordinate work for the evaluation of. Interview regularly, communications manager should pay attention to their own attitude, which is not to blame the subordinate work, but to help the subordinate better achieve goals.

Performance assessment is subordinate to the work of the fair and objective evaluation, such as the human resources to collect data for evaluation have doubts, need timely communication with the human resources department.

In performance feedback process, impact has impact and common review, the current period to the assessment results confirm, and conclude the next assessment assessment plan, performance evaluation results to and remuneration, promotion, career planning, training fully combine to be effective motivates staff to work, the staff through their efforts to work, in the material and spirit get are incentive, they will create the sustainability of value, so that the purpose of the performance appraisal reached.

An effective performance management system, is the perfect performance management framework and performance management attention every link of the filler constitute, hope this paper can each enterprise to construct effective management system help.

An effective incentive staff: nine sleeves

A good leader, work is the focus of the management and employment, you're good enough that it, in the work that is not too indecisive, also cannot too have, in addition, to find the staff psychology, to know how to motivate employees.

Employees incentive also is not literally, but to follow some principles and skills.

Encourage employees to five principles

1, the distribution of employees work to suit their ability to work and work

The man is matched with staff pursuit of the goal, in order to achieve the optimal hillock, need to staff and post analysis. Each person's ability and character is different, each post requirements and environment is different also, the only prior analysis, reasonable matching, to bring into full play the role of talents, to ensure smooth work completed.

Through the four kinds of methods to promote the man matching: first, many senior managers meeting with a new employees, various about his interests, work ability, work potential; Second, the company in addition to regular assessment work outside the performance, and the corresponding working instructions and requirement regulations; Third, with electronic database storing the related work requirement and the capability of the workforce information, timely update; Fourth, through the "commission", to the board of directors by senior managers recommend to the important position of the candidate.

2, honour to whom honour is due

Their contribution to the company is affected by many factors, such as work attitude and working experience, education level, the external environment, although some factors controlled, but the main factor is the individual performance, this is can control and evaluation of the factors. One of the principle is the income of staff-according to his job performance must be determined. Employee's past performance is recognized and directly affect the future work results. Honor to whom honor is due not only can let people know what behavior this carry forward the avoid what behavior, can also encourage employees to repeat and strengthen the development of the company that are helpful to the behavior. Therefore, in the work of the performance based on wage differences reflect, is to establish the important content of the high incentive mechanism. In addition, basf still based on the employee's contribution to provide different dietary subsidy, housing, the company stock, and other benefits.

3, through the basic and advanced training plan, improve the staff's working ability, and from internal selection qualified with leadership work of talents.

Offer extensive training plans, made by special department is responsible for the planning and organization. Training plan includes some basic skills training, also involves high-level management training, and according to the practical situation of the development of training courses, to help the growth of the people as the ultimate goal. The structure of the organization's clear, everyone know their position in the position of the company and the effect, still can easily understand what way to promotion, and can obtain relevant information. Basf have distinct in promotion of the internal guide features, a tendency to promotion from internal management personnel, for those who are interested in the development of talent to provide the opportunity for advancement.

4, continuously improve the working environment and safety conditions

Suitable work environment, not only can improve the work efficiency, still can adjust employee psychology. According to physiological needs to design work environment, can speed up the speed, conserving energy, alleviate fatigue; According to the psychological need to design work environment, can create pleasant, relaxed, active, energetic working atmosphere. To the work environment of reform of the human nature, in the establishment of various factories near a special car facilities in several dining room open within the company and hotel, for manual workers add the fresher, keep working place neatness......

Safety is the most basic of working conditions of the request, but it is a lot of enterprise to realize the home. Set up a large number of standard to ensure the security of facilities, the special department is responsible for, such as YiWuBu, the fire department, factory senior guard, responsible for their work within the scope of the safety problems. To all the workers provide regular security guidance and protection facilities. You can establish various security system, such as building each layer must have a specialist safety training staff turn on each other. In addition to the security of the system and facilities of the outside, but also to the reward way to encourage the safety in production, the unexpected accident rate lowest workshop can be safe award.

5, a cooperative attitude embrace methods of leadership

In leadership and be leaders in the relationship, emphasize embrace cooperation attitude.

Leaders in the process of leadership, as was his leadership, in an atmosphere of mutual respect sincere cooperation. The leaders of the basf task is agreed, assign work work index, intelligence gathering and inspection, resolving conflicts, and assess the subordinate worker and improve their work level. Among them, the main task is to evaluate subordinates, according to the work tasks, work ability and the work performance to give fair appraisal, let subordinates feel's contribution to the enterprise, to realize the gain and loss in the work. The evaluation principle is "much more praise, less to blame", respect employees, with cooperation way to help the completed the task. The task was assigned, leadership must personally check, the staff to work and final inspection middle work results, and jointly promote work successfully completed.

Teach you encourage employees to nine coup

First move in

"On the same page" work and exchanging information

The job itself is the best doping, rather than letting employees speculation the prospects of the development of the company, you should let employees put idea on the job. 51 job expert thinks, supervisors should be in the work and employee "on the same page", to provide more employees work need information and content, such as the overall goals, the future development plan, staff department must emphatically resolve problems, and to help them complete their work. Let them to understand more about the company's business strategy, thus effectively, clear, and actively complete work.

The second recruit

"Listen to" staff opinions, common to participate in the decision

To listen to and as persuasive speech. Competent should look to listen to the idea of employees, and let staff to participate in making decisions work. When executives and staff established frank communication, two-way information sharing mechanism, the common participation in the decision-making of the derivatives incentive effect, will be more significant.

The third recruit

Respect staff Suggestions, creates "exchange" bridge

The success of the competent only trying to take out again what the staff, to make the department's management colleg, can avoid the subjective to the arbitrary decision-making error. Competent to encourage the staff can many methods, such as a suggestion box, set up a hotline, staff group discussion, department means such as dinner. But, 51 job experts say, no matter which way the competent choice, must let employees can help of those unimpeded opinions channel, put forward their problems and Suggestions, or can get effective reply in time.

The fourth recruit

Do a "vote for the employees good" competent

As the director of the core team, must according to the different characteristics of the employees in the department "vote for the good", seeking to stimulate their power. Every man needs to be incentive motivation each are not identical, therefore, reward outstanding performance method, also should vary from person to person.

Five recruit

Interest for the teacher, to give their employees more job opportunities

Performance management: get task guide for strategic direction

Performance management: car seats on seat belt

Someone mentioned the performance management to on the seat of the seat belt-everyone think is necessary, but don't like to use it; Some say performance management is the enterprise to win in the competition of the most important means; And others say, performance management is the HR manager ascension status and value of the second pioneering, is they launched a battle and management revolution. Anyway, performance management as the world most outstanding company strategic management is an effective tool, already is the fact that does not dispute.

For the company, the performance management is to enhance strategy in the execution of a set of method, it will individual performance, personal development and the organic combination of the target company, through the continuous improvement individual performance and team performance to continue to improve performance of the company, and ensure the implementation of the strategy and business goals. At all levels for managers, performance management can help them to improve the management level, reduce the management pressure, and by establishing a top-down, layer upon layer the decomposition of the target system, to make every employee clear focus, work goal and direction, employees in order to make the most effective way, try our best to do the "right thing", ensure the staff's working behavior and work output and the objectives of the organization are consistent. For employees, performance management through the performance target setting, performance coaching, performance feedback to help employees in improving personal performance, and through the implementation of the employees in improving promotion plan individual ability, thus help employees to personal career development.

Performance management is the enterprise staff should achieve the objectives and to how to realize the target of the consensus a process, is in a certain period, dynamic, internal medicine employees work efficiency and effect to measure the management way is the effective measure, the objective performance to all levels of management clear understanding of subordinates in the inspection period of performance, professional ability and the degree of efforts, and the work efficiency and effect the process of appraisal. The core of the performance management purpose is to improve the performance of the employees through the level to improve organization or the performance of the team. In performance management process, employees through participate in his work has ego realize the goals of feeling; Through the top-down decomposition goal, avoid team and staff goal deviate from organizational goal; Many times a year of assessment and rewards and punishment, realize the organization of target monitoring implementation, ensure the work objectives are completed on time. Performance management provides a standardized and concise communication platform, performance management has altered the pure top-down issue orders and check of the practice of the achievements, the requirements by managers regularly both managers and its work behavior and results of communication, evaluation, feedback, and counselling, managers to the professional abilities by managers for training, development, the development of career guidance and incentive, objectively by managers for managers and between provides a very practical platform. Performance management for enterprise's human resources management and development, provides the necessary basis, through the performance management, implement performance evaluation, for enterprise employees management decisions, such as dismissal, promotion, transfer, demotion, provides the necessary basis, also solved the training of the staff, pay, career planning, that a tour of the according to.

A good performance management system can improve the top management decision-making ability and organizational ability, improve system performance optimization function, improve the organization operation speed and improving staff continuous improvement to have power, guides the staff to adjust the career planning and enhance the professional quality, formation of the survival of the fittest "horse race" mechanism, improve the staff's personal management ability. But, the enterprise performance management also has the following several aspects of the difficult points: managers and employees XingBuCheng systems thinking, the ability to execute difficult to improve system; Who will assess top managers; Performance management point of application cannot be in the overall performance improvement; Some of the mandatory index no department and employee performance appraisal target difficult set; How to deal with good organizational objectives and personal goal the relations; Middle managers communication ability and counseling to performance to; Good performance management environment difficult form; The range of the incentive difficult to master.

Task oriented performance management: the unavoidable many contradictions

Task oriented performance management method, emphasize task, organization employee performance appraisal of management and incentive, don't pay attention to the overall strategic planning and enterprise (and, of course, a lot of enterprise even the basic strategic planning and no complete) union, caused many classic error:

A single function department, focus on the examination, don't pay attention to the whole value chain from the enterprise performance measure. Enterprise is through the various functions of cooperation and "team production" to create value, focus on the individual functional department assessment, the functional departments for separate the connection between the two, also ignored the measure of the value chain, from the overall does not help motivate enterprise value creation.

Second, index data derived from financial results, in time in the slightly lags behind, the potential damage to the long-term development of the enterprise. At the same time, the inspection financial results will lure enterprise too much attention to get and keep short-term financial results, encourage managers for quick success and short-term speculation, go against managers to pursue long-term strategic goals. And financial evaluation is the story of the past, cannot reflect the company's internal operation and and the improvement of the customer relationship, and these for knowledge economic era the success of an enterprise is very important.

Three, focused on the results of the event after examination, can't the value chain business process real-time evaluation analysis and feedforward control. Performance assessment is only a management tool and means, is not a goal, the goal should be to promote high performance, therefore, know the stand or fall of the events is important, but it is more important to know how to get good results, how has the good growth potential, therefore the value chain business process real-time evaluation and feed-forward control is very important.

Four, pay attention to the enterprise internal assessment, and do not take the enterprise and external stakeholder relations. The development of enterprise strategy decision comes not from the enterprise internal factors, but also including external stakeholders. Therefore, performance appraisal should not only pay attention to the enterprise internal assessment, also want to pay attention to examine and external stakeholder relations.

Five, afraid of failure and refuse to innovation, or seeking too much innovation bring crisis. Innovation is always and risk of the hook. If accepted of performance appraisal department of their own lack of innovation success rate of sober judgment, very easy for fear of failure risk and refuse to internal innovation.

Six, performance management, cannot be measured enterprise asset appreciation and individual relationship. Cause the enterprise internal performance management standards depend entirely on the historical data and the conventional industry, covering up the same operating results in the enterprise assets, human resources, management differences.

Seven, unable to solve the short-term and long-term interests of the enterprise in the conflicts of interests. The department for performance index based on their own set of organizational objectives, meticulous organization resources, and performance goals for their own independent of the organization studies, the knowledge accumulation, service quality, enterprise culture, department by mutual behavior. Especially completely according to department set performance appraisal of the performance of the service enterprise, it is easy to occur between departments or collective job-hopping problems of estrangement.

Task oriented performance management problems appear the key lies in performance management and enterprise strategic planning decoupling, accept performance management of people can't correctly understand oneself in the role of the organization performance, each link--at the same time, the performance of management and lack of effective means and resources to improve performance.

Performance management system is, in essence, the enterprise management information transfer and feedback control system, it need formal procedures, measure methods and standards, and combined with the corresponding incentive mechanism to ensure the smooth implementation of enterprise strategic planning. Such as former analysis, task driven performance management system has a lot of problems, in addition to technical application problems, highlight the reason with enterprise's strategic planning is disjointed, can't system consideration and control the management of the enterprise performance and its across to the management.

KPI performance assessment should be watchful of digital trap

To work from ability, work attitude as the theme of the subjective evaluation to growth rates, rate and achieve the rate for the theme of the quantitative evaluation, feasibility of performance appraisal got promotion of the quality. Key performance index evaluation (KPI assessment), as the advanced represent on the quantification assessment tools, deeply enterprise value and the praise highly. However, for the KPI assessment of misunderstood makes a lot of enterprises into the "digital trap" and cannot extricate oneself, or make the enterprise weakened. Therefore, it is necessary to KPI assessment the true meaning of insight.

KPI assessment of "digital trap"

And qualitative evaluation a d, compared the multidimensional quantitative assessment indeed has many advantages, but if fantasy through the accurate "count points" movement "count" a fair, just, that's unrealistic. Instead, improper operation will persecute enterprise in quantification assessment of "digital trap".

First, costly, assessment to fill out a game.

To achieve the comprehensive quantitative assessment index, many enterprises is a policeman is to design various kinds of scoring title, late in the end is diligent data-collection for each employee to calculate the assessment of a score. In some managers, it seems, the more accurate assessment results, the better the more modern assessment methods can reflect the performance management level is high.

List professional degrees from view, performance evaluation scheme of the heart of the designer work really commendable. But the effect of operation from view, the consumption of the massive wealth arduous assessment for enterprise won not project performance continue to rise, but the impact is the impact with double complain that, in their view, many look quantitative results actually is a kind of fill out a game, digital is more subjective YiZao rather than from objective evaluation of quality of work, because a lot of index is really no objective material can be used as a prop.

Second, cent cent will argue, the enterprise values fall.

KPI assessment contains is a kind of performance management thought, not a performance is a division of labor, and at the same time, KPI assessment for the success of the also need to perfect information management system to support it. Unfortunately, many domestic enterprises are not going to take the idea improve their information collecting method, fixed in different positions of key performance indicators, but given to pursue all of assessment index and quantification and accurate. Now, this kind of scoring method in addition to speculative, but also how many scientific composition inside?

"Mark" set in the fate of the enterprise, employees must adjust their own mannered way, they will spend so much time and energy to study the cause and effect of assessment score, and of course for one with managers and argue flushed. In the long run, scores to replace the theme of the work to become the enterprise management, the enterprise values fall become inevitable.

Third, the interpersonal tension, core brain drain.

The upside of the enterprise values, interpersonal relationship has become very subtle, the gap between them BaMianLingLong geeks. Generally speaking, trying to do is not good at the "carefully well". Ability to work for the stronger the core technology workers, specific character decides they "carefully to be" ability is very weak. Although they work at ordinary times is hard, but in "count points" movement may not be able to get high marks for.

As a master core technology staff, is the most painful thing not be leadership recognition and the approval, look at and personal contribution unequal examination scores, QiAnTouMing become the best choice of them from hell.

KPI assessment essence

Performance assessment, as a kind of management theory and management tools, its biggest effect is that motivate staff to the fixed goal, at the same time for the conduct of the route from established correct.

According to management subject to differentiate, performance management can be divided into two kinds, one kind is inspirational performance management and to focus on the employees to work enthusiasm, more applicable to growth of the enterprise; Another kind is the control type performance management, focus on the standard the staff's working behavior, more applicable to mature enterprise. But no matter what kind of the way of examination, the core should be advantageous to the promotion enterprise's overall performance, and should not be in the index score haggle over every ounce. Specifically, KPI assessment of the essence lies in:

(1) from the management objective perspective, KPI assessment aims to guide staff attention direction, staff from the energy trifle freed, and be more focus on the company overall performance indicators, department of work and personal key areas important tasks.

(2) from the management cost to see, KPI assessment can effectively save the examination cost, reduce subjective assessment of blindness, Narrows the deliberate of fuzzy appraisal time, enterprise limited financial and material resources, human used for research and development of new products and open up new market.

(3) from management utility to see, KPI assessment mainly used to detect existing in the management of the key problems, and can quickly find the crux of the problem, should not be too many branches of a small wound.

KPI assessment of the key point

From the above analysis, it is easy to see KPI assessment first is a kind of management thinking, the second is a talent incentive strategy, once again, is a kind of performance monitoring method, the science is to rely on the whole the scientific nature of the performance management system to support, not by the movement "count" points out.

For avoiding the KPI assessment of costly problems, achieve promotion enterprise performance management level of ultimate purpose, need to pay attention to the following:

First, the correct extraction key indicators, and properly handle the KPI assessment and daily management of the relationship.

Index extraction is assessing the KPI more critical a link, in extraction, the key consideration: (1) index should cover the main field evaluation objects, and can reflect the objective assessment of the work quality of object height; (2) index evaluation objects should control, to assessment the object cannot through own efforts and the influence of the index, no matter how to test all have no meaning; (3) impact should be able to obtain the realization that the objective data index, purely on the subjective judgment to impact index selection should not be easily; (4) index number is unfavorable and overmuch, it's key performance indicators, implied meaning that is non-critical index into the performance evaluation of without.

Assessment is different from daily management, more can't replace daily management, KPI assessment to the success of the daily management of the strong support of the. Performance evaluation of routine work items detection is the execution, and hard to predict the unusual situation of daily management is needed to be resolved in time. If discover the problem with positive solution, but hope score1 late-autumn fruit, then assessment will lose should have meaning.

Second, to investigate a project decoding and to code, the construction of the harmonious relationship between assessment.

The failure of many cases KPI assessment proof: KPI assessment is to fill out a game, the key is not in enterprise management foundation is weak, employees know does not reach the designated position, these external factors, but in the HR manager in the KPI assessment role in the transformation is not in place, the original science inspection plan in the implementation of the exuviate.

Maximize profit is the tenet of enterprise management, but to think that this is, of course, the standards of conduct staff, then it is extremely wrong. In the era of make public individual character, full values the difficulty of the integration is more and more big, the enterprise culture of a uniform were questioned, the boss of business philosophy and staff the value concept of the differences between the more and more big, the enterprise strategy to employee behavior in the conversion process in blind area. This is why by the source of conflict examination.

The eight big strategic principles business war

The general way is we learn from military scientists of the first kind of things. The second we need to study is: military scientists summary of some of the strategic principles. These principles from military practice, and be used to guide the practice. Management of great importance case story, is actually from military scientists there "steal". But most of the management scholars to indulge in many cases analysis, but little grandson, MAO zedong, like everyone KeLaoSaiWeiCi that, think these principles act is to "lighting the way forward, all convenient, education judgment, make the person from mistakes".

We can't ask in fact of ever-victorious generals, this is from ancient times the less. We demand in the process of war against all aspects of the familiar, find out the action rule, and use the law in their behavior.

The concentration of forces principle

Of all the military learn writing, as well as China, and the world's most famous war cases, the concentration of forces principle is the most was the first highly strategic principles.

MAO zedong put this principle called it "small-district proportional-representation always", namely the centralized superior forces in one direction: "our experience is that almost no one not splits within the failure, the concentration of forces to strike a little less than or equal to or greater than I enemy force, then often victory."

As early as in the red army period, MAO zedong explicitly pointed out: "the concentration of forces in the main direction, strategic a fist... against two fist in a powerful socialist... the enemy's condition, no matter how much his army, in a time, the main direction should use only one, there should be two."

Research napoleon's scholars generally agree that, napoleon was able to 20 years in Europe invincible because that, in the strategy, napoleon is good at mobilizing the most powerful force, with the focus on fundamental target, with victory in its battle is the key to success.

In KeLaoSaiWeiCi eyes, the concentration of forces mainly reflects in the number of he said in principle, he is in for napoleon reflect the war after said: "for a modern military history unbiased review led to the following conclusion: the quantity advantage is a day than one day become more decisive as far as possible, so focus on the largest number of principles, and that any age than in the past are more important."

Quantity advantage: "this is the most common strategic and tactical victory principles." Napoleon is a "more soldiers tour win" maxim. Of course, KeLaoSaiWeiCi also know this concentration of forces principle is not the only victory principle, "only when the quantity advantage is big enough to offset all the other factors, it is the ability of the decision of the battle is the most important factors."

But if we can't do quantity advantage?

KeLaoSaiWeiCi also clear answer: "every time can't gain absolute superiority, the only way is to use our hands have troops to do clever use, in order to decide on a relative advantage. Produced" "The relative advantage, that is, in the decide ably concentrate superior forces. Usually in the following several factors for its base: that is correct for those who point to analyze, to begin to give the correct direction, and the forces for important interests and sacrifice not important interest determination."

This review is MAO zedong's four simple words: "each break." "With little strike all the disadvantages and advantage, to win, all is first to their local advantage and active, toward the enemy's local disadvantage and passive, and winning world, and more than all, break, and its global and turned into the advantage, active."

In north Korea the battlefield, MAO zedong had offered to the advantage of multiple 9 forces kill U.S. troops. On dec. 30, 1930, the first time the first battle of encirclement and suppression, and focus on 40000 people under chang hui-tsan of 9000 people.

Later in the war of liberation, puts forward more: "concentrate superior forces, each to annihilate the enemy is, over the past three months body 25 brigades USES the only right way. We fight the concentration of forces must be six times, 5 times, 3 times, at least three times as many as in the enemy, can effective body." In 1947, MAO zedong put this article a more in the ten major military principles.

Military enterprise home, in addition to ZhangRuiMin besides, everyone seemed to keeping the principle of concentration of forces. In wang shi performance for its "only do subtraction, don't add," huawei performance in the writing for "huawei basic law" of the "never enter" principle: "to make huawei a world class equipment suppliers, we will never enter into the information service industry." Wide collect SunGuangXin, also seem to have the same creed.

To really understand the military strategy of the entrepreneur, the discussion enterprise diversification is a not too big things. The key question is whether you can win in innovation, not to mention you can at the same time for innovation to win.

But in management and military, to really do focus on, often is very difficult. It's like MAO complained it before: "seems easy to implement the concentration of forces, quite difficult, a known more win with less is the best way, but a lot of people can not do, instead often dispersion of forces, the reason is the lack of strategic mind, director for complex environment and be confused by the environmental control, independent ability to cope with lost, socialist.

The clear goal principle

Goal is to focus on the principle of the principle of actually a logical consequences. The purpose of the focus is to achieve a goal. And the goal not clear or not correct, then let a force-even the high concentration of forces cannot win. In fact, many of the battle because the destination is ambiguous or not correct and cause.

Early in the Korean war, the goal of volunteers is a of annihilation, request the whole division destroy us forces. But when MAO zedong found the goal not reality, he immediately will this goal down to a "zero points knock," just for once eat one enemy regiments, a camp, and even a platoon, a class, 1-0 victory for the product, and finally reached the U.S. back to the purpose of the table.

The accurate target also nots allow to ignore. In fact, in any war there is a core problem must be solved, the problem is clearly understand the enemy "center of gravity" is. If the other party that was defeated, the entire war will occur in the enemy harmful changes. MAO zedong called hub. Tell what is the hub, what is the whole point, is arguably need. The people's liberation army (PLA) liao-shen battle first dozen jinzhou and then play changchun, is actually a such a right choice, finally let liberation army in northeast battlefield can do "close the door at the dog."

In the article, I will discuss a confused soldiers entrepreneurs issues, namely after victory? In fact, this is a common problems, and it appears so this problem, because usually a (military) entrepreneurs in the first phase of the business goal is very clear, may is the simple survival goal, and to victory after victory over especially but don't know what to do. Although some people have some vanity goals, such as: enter the world 500 strong, and he really didn't know the next battle where to play, to what purpose. So, wins a natural consequence of the army forces couldn't concentrate is, therefore, we would never see the original "ever-victorious generals" continue to overcome place down.

The principle of surprise

The principle of surprise (or to surprise the principle) is KeLaoSaiWeiCi think military strategy is the article 3. It requires the force to move quickly and choose the surprise hit points win.