What is the technical ordinate of management by objectives: coaching teacher style. Helping others can be divided into coaching, guidance, training, consulting and teachers, mainly because of the different ways of explanation.
Abscissa: empirical theoretical formula. There are two obvious ways to divide the learning process: experiential and theoretical, which are mixed together in different proportions to form a variety of learning methods.
A: Counseling and experiential learning.
The characteristics of this kind of learning are very distinct: users have a good experience, give full play to their potential, and all parts of the body actively participate in the learning process driven by problems. At the same time, it naturally has its shortcomings, some people are caught in the experience, and some people just know what it is and can't know why. This is the disadvantage of tutoring.
B: training and experiential learning
The purpose of training and learning is to improve skills, and the learning process is set according to the principles of adult learning (such as experience, cognition and theoretical cycle mode). At present, the internal trainers in corporate universities of major enterprises have basically gone through similar counseling. This type of learning method is very conducive to the rapid transfer of skills from teaching scholars to learners. Management by objectives itself is a practical ability category, which is very effective.
C: training and neutral learning
This learning style is rarely seen in the 2C-oriented market, because there is a slightly nondescript feeling, which is not experiential and theoretical, and the user feels ordinary. There are mainly the following categories:
A new trainer.
As far as experts are concerned, expert thinking+product thinking has not yet been opened.
I have practical experience but lack theoretical support.
Since I took the target course as soon as I saw it, I really took five or six courses of this type in recent years, but they all survived and disappeared soon. It fully shows that under the current situation of 2C market competition, the training with unclear personality is not optimistic.
D: counseling and theoretical study
In fact, I don't think this way exists. In my cognition, theoretical study is what the teacher said and imposed on the students, relying on understanding and comprehension.
E: theory and training-oriented learning
This mode is more common and my favorite. Let's look at the characteristics. But all theoretical learning methods are basically about the framework, concept and essence. After all, theory is a collection of experience after countless trials and errors. Learning theory and grasping the law is the best way to learn efficiently (see "The most efficient learning method is actually only four words"). Therefore, as long as educators have theory and know how to practice, they will generally adopt this teaching method.
F: theory and teacher-oriented learning
In this way of learning, the teacher is the teacher, explaining the theory. It's usually not as lively as the 2C training, but the key to the effect is the teacher's level.
What are the skills of management by objectives? 1. Formulation basis: According to the business strategic objectives of the enterprise, formulate the annual overall management objectives of the company.
2. Target classification: According to different standards, there are different classifications. Combined with the reality of our enterprise, we mainly set three types of goals.
First, it is divided into business objectives and management objectives according to different functions. For example, business objectives include sales, expenses, profit rate and other indicators, and management objectives include customer retention rate, completion rate of new product development plan, product qualification rate, material scrap control rate, safety accident control times and so on.
Second, according to the management level, it is divided into company goals, department goals and personal goals;
Thirdly, according to the objectivity of evaluation methods, it is divided into quantitative objectives and qualitative objectives. For example, quantitative targets include sales and output, while qualitative targets include system construction, team building and work attitude. These goals often overlap. For example, the company's annual sales are business goals, company goals, quantitative goals, and also objective and result-oriented goals; The improvement of human resources system is a management goal, a departmental goal, a qualitative goal, a subjective indicator and a process-oriented indicator. Therefore, according to the different maturity of enterprise development, we should choose suitable, feasible and effective goals. Generally, small and medium-sized companies mainly choose sales volume, expense rate and profit rate to design business objectives, and design management objectives with distribution network expansion, procurement cost control, new product development success rate, product quality qualification rate, system construction and team building.
3. Formulation method: in line with the SMART principle.
S refers to concrete data as much as possible, such as annual sales of 50 million yuan, expense rate of 25%, inventory turnover rate of 5 times a year, etc. The more detailed it cannot be quantified, the better. For example, the assessment of clerks' working attitude can be divided into work discipline, obedience, service attitude, telephone etiquette, employee complaints and so on.
M means measurable. To turn the target into an index, the index can be evaluated according to certain standards. If the procurement cost of major raw materials decreases by 65,438+00%, that is, when the procurement price of raw materials fluctuates little, the unit procurement price decreases by 65,438+00% year-on-year. How to improve the human resources system? 15 10. Complete the first draft and organize discussion before October 30th, and discuss, pass and promulgate it before February. If it is delayed for one week without reason, 5 points will be deducted? Wait a minute.
A means achievable, and the goal should be designed according to the enterprise's resources, personnel skills and management processes to ensure that the goal can be achieved.
R means reasonable, and the goals are related, mutually supportive and realistic.
T means that there is a time limit for completion, and each goal should be set with a clear completion time or date to facilitate monitoring and evaluation.
4. communication is consistent. Goals can be set from top to bottom, from bottom to top, or a combination of both. And we should fully communicate and reach an agreement. The general manager of the company should preach the company's strategic objectives to all employees, and explain the important business objectives and management objectives to department managers or key employees in detail. All departments should know each other, understand and recognize the relevant objectives. Bosses and subordinates should communicate face to face to confirm their personal goals. Goals can be decomposed from two dimensions: time and space, such as year, quarter, month, week, day, hour, minute, headquarters, company, department, department, post and individual.
5. Information feedback processing
Before the evaluation, there is a very important question. In the process of controlling the implementation of objectives, there will be some unpredictable problems. For example, the goal set at the beginning of the year, the outbreak of SARS in the middle of the year, the goal set at the beginning of the year can not be achieved. Therefore, in the assessment, we should adjust and feedback the objectives according to the actual situation.
6. Check the implementation results and rewards and punishments.
Assess the target according to the established indicators and standards, and the result and quality of the target are linked to the rewards and punishments of departments and individuals, and even to the promotion of individuals.
What is the first step of management by objectives skills? Establish the goals that each performance evaluator should achieve.
In many organizations, it is usually the superior evaluator and the assessed who set goals together. The goal mainly refers to the desired result and the ways and means to achieve this result.
Step 2: Set a time frame for the assessed to achieve the goal.
That is, when they work hard for this goal, they can arrange time together and know what they are doing, what they have done and what to do next.
Step 3: Compare the actual target with the preset target.
In this way, the evaluator can find out why the goal can't be achieved, or why the actual goal far exceeds the preset goal. This step helps to identify training needs. At the same time, it can also remind the superior evaluator to pay attention to the possible influence of the organizational environment on the subordinate's work performance, which is beyond the evaluator's control.
Step 4: Make new goals and new strategies to achieve them.
Anyone who successfully achieves the goal can be allowed to participate in the next new goal-setting process. Although it is said that in the process of evaluating managers, using goals is very effective in stimulating their work performance and enthusiasm, it is sometimes difficult to determine the work measurement standards related to output. For example, the process and behavior of work may be as important as the result of work. For example, it is very harmful to the organization for a manager to clean his goals by immoral or illegal means. In addition, if the output evaluation can reflect the true meaning of the work, it is difficult for all managers to set goals.