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.