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.