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.
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