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.