Experience of management by objectives, the workplace is enter the dragon, and there are no eternal friends and enemies in the workplace. Improving your ability is the most important thing, and you can't be complacent in the workplace. Let's take a look at the experience of target management and those things in the workplace with me.
Management by objectives experience 1 management by objectives experience 1
The long-awaited management by objectives has finally begun. I saw the kind teacher again, and Teacher Song came. The lecturer of this class is Mr. Fu, who has heard of it. I really have a lot of expectations for the training theme of management by objectives. Because I have made many goals and plans in my practical work, but they are not always achieved. I feel very uncomfortable at every meeting. Many plans have been listed for a long time and I haven't made progress. I must have a big problem myself. I hope I can find some methods through this course to better achieve my work goals. The teacher asked us to study with a goal, and I wrote on the paper, through these three days of study, I hope the goal of harvest is:
1, learn how to talk about the efficient execution of goals.
2. How to set goals scientifically?
The essence of management by objectives is power management and life management. When a person doesn't know why he wants to do something, his enthusiasm and energy are limited. It suddenly occurred to me that I have made many goal plans. Every time I talk to my subordinates, I can't feel their obvious enthusiasm, because they don't know what tangible benefits these things can bring to them, and they can't see these benefits clearly, so many plans can be postponed. To change this situation, we must manage by objectives more clearly.
In training, in order to get the greatest value, we should all forget (forget identity, forget age, forget gender), focus (focus on the present, focus on happiness, focus on positive value), and let go (let go of face, standards, gains and losses). Learning is fun. To build my team into a learning team, only by continuous learning can we make continuous progress. Things themselves don't affect you, what really affects you is your view of things! Pain and suffering are opportunities for the strong and disasters for the weak! We should also constantly break our comfort zone and break through ourselves. Always remember: effectiveness is more important than rationality! The teacher once again stressed that it is only possible to believe. Focus determines feelings; Attention equals facts; State determines harvest; Determination is greater than content. The only criterion is: whether it has an impact on the results.
Experience of management by objectives (2)
First of all, look at management by objectives from the perspective of life. Life without goals is bleak, there is no direction to work hard, and there is no motivation to struggle. You don't know where you are going, let alone how to get there, so which direction doesn't mean much to you. As I emphasized in the course, having no goal in life is tantamount to sleepwalking! Moreover, people without goals will become tools for others to achieve their goals!
Secondly, look at management by objectives from the perspective of work. Working with a goal often means that there is pressure and that you must work hard. Some people may not like work with goals, but they don't think that work without goals will not be taken seriously. A raise and a promotion? If it is difficult, you will have to muddle along in the end. Mr. peter drucker, a management guru, believes that it is not a job that leads to a goal, on the contrary, it is a goal that determines everyone's work. Therefore, all work should have goals, but sometimes the goals of certain positions are not deliberately emphasized.
Third, look at management by objectives from the company's point of view. Get the overall goal of the company in a certain period of time from the company's tasks, and then decompose the overall goal into each position and each employee through consultation between superiors and subordinates. When decomposing, the sum of all the lower-level targets must be equal to or greater than the higher-level targets to ensure the effectiveness of target decomposition. Once the target is determined, there must be a specific implementation plan and specific target management. Any management by objectives will not be realized automatically. The goal is a result-oriented, but it is not simply focusing on the result, focusing on the result and paying more attention to the process, so as to ensure that the goal can be achieved as scheduled. For example, the management by objectives theory mentioned in the training, such as the 20/80 rule, an arrow without a goal will never hit your heart, and you will never achieve good results without grasping the key points; Like the SMART principle, goals must be specific, measurable, acceptable, realistic and time-limited.
As the saying goes, while teaching others, you are also benefiting. The above is my personal experience on management by objectives, and I hope it can inspire you.
Experience in management by objectives. The goal of education is to enable all students to tap their potential, develop in an all-round way and learn with special skills, and each student's knowledge base, intelligence level and personality characteristics are different. Because we have to believe that any student is "born with talent and will eventually be useful."
The rapid development of education needs to be guided by the spirit of new curriculum reform and aimed at promoting teachers' professional growth and students' all-round development.
"Step-by-step dynamic target management" is a new educational management model proposed by the County Education Bureau in view of the current educational situation in our county, which is forward-looking and strategic. In my opinion, only by vigorously promoting the new teaching mode of step-by-step dynamic target management can the teaching quality and school-running efficiency be significantly improved.
Teaching quality is a comprehensive concept, and the measurement of quality should include teachers' teaching quality, students' learning quality and management quality. Teaching quality is a gradual and cumulative formation process, which must be constantly grasped from every link. Teaching quality is still a combination of static management and dynamic management, and more attention should be paid to dynamic management and process management. This is because the ultimate task of teaching quality management is to ensure and improve the effectiveness of every teaching activity and every teaching link.
The evaluation level and reference basis of the stepped dynamic target management scheme formulated by the county bureau is to put the school work at the county level for management evaluation. Comparatively speaking, our past management evaluation was simple and extensive, only superficial and low-level.
In the past, there were such disadvantages in education: first, students' learning level, overall class foundation and work characteristics were ignored, and their grades were "across the board"; At work, it is not convincing to draw subjective conclusions. Second, there is a lack of monitoring in system management evaluation and overall promotion, which can not fully mobilize the enthusiasm and creativity of learning at all levels. Third, in a group of teachers, there are differences between teachers, and everyone's ability, mentality and personality are different. We can't use a norm to restrain each individual's behavior, let alone a standard to measure each individual's performance, nor can we use a system to manage all aspects of each individual.
The dynamic target management scheme has the following characteristics:
① Objectivity
The original evaluation base of the management evaluation scheme is a true reflection of the differences among classes, disciplines and students, while the data are horizontal level measurement and vertical level development. The personality is investigated at the same level and the personality differences are extracted by statistics. The results are completely objective products. The essence of this plan, in the words of our school teachers, is "all kinds of responsibility fields", that is, everyone improves their own class discipline level. Therefore, everyone is convinced of the evaluation results. According to statistics, advanced teachers and excellent class teachers are well-deserved and understandable.
② development
Development is mainly manifested in its dynamic nature, which is measured by one semester. However, due to different personal efforts and students' different learning attitudes, every exam has ups and downs. Because it is dynamic, it will be constantly improved, thus promoting development. At the same time, through the efforts of teachers, the results are rising, and the efforts of all faculty members will promote the improvement of the overall quality of the school, decompose the long-term development goals of the school into individuals, disciplines and time periods, and form a situation in which all faculty members work together to improve in categories and promote as a whole.
③ systematization
The management evaluation scheme embodies all-round, all-staff and whole-process management, and there is no "extra-legal citizen". For every management object, there is school monitoring, competition threat and target pressure, and we can't slack off. At the same time, the reference data of evaluation always combine individual work effect, school overall performance and county performance to form a three-dimensional structure. Everyone's work is always viewed in the overall situation.
In addition, people and things, people are mutually causal and have related interests. For example, the class style affects the study style and achievements, and the teaching style also affects the class style and study style. It has United people's hearts and promoted joint efforts.
Teachers are divided into three echelons, namely, backbone leading layer, discipline leading layer and critical learning layer. Each level has different requirements for teachers. Teachers should be led by the backbone, be familiar with the latest development of education reform, undertake a municipal-level teaching and research project every semester, at least one teaching and research summary or stage summary, one teaching paper every year, and one teaching reform demonstration class every month. It is pointed out that the teaching quality must be ahead of the discipline, and the working attitude should play a leading role in demonstration. Each semester, we should undertake a county-level teaching and research project, a teaching and research summary and two public lectures. Put forward "four ones" requirements for the critical learning layer, that is, learn an educational magazine every month, learn a monograph on educational theory every semester, keep a business study note and write a teaching note. This management system truly evaluates teachers' work scientifically, protects teachers' enthusiasm and stimulates teachers' creativity, which is exactly what we need a dedicated, innovative and enterprising team of teachers.
These are some of my experiences in learning "ladder dynamic target" management. Looking ahead, there is a long way to go. We will keep pace with the times, constantly explore and improve this evaluation model of education and teaching management, make it adapt to the development of future education situation, and lay the foundation for cultivating qualified talents in the new century.
Experience in management by objectives. First of all, I would like to thank the company for giving me training opportunities, so that the following personal experiences can be shared with you.
The core content of this training covers all aspects of enterprise management. The establishment of the target system and the corresponding performance management range from the formulation and implementation of the company's overall strategic objectives to the clarification and performance of individual post responsibilities. The training is summarized as follows:
First, to create a corporate and personal value orientation with "pursuing Excellence" as the corporate cultural background, starting from a small place, from a rough framework to a fine penetration, the only important thing is action. It only works if you do it. Only when companies generally reach this value orientation can they form good interaction in their work, rather than passive acceptance. Only in this way can universal trust and effective implementation be formed, and implementation beyond the target can be achieved.
Second, the so-called goal-oriented total performance management, the core is clear goals, the main body of implementation should be all department heads and employees, not just HR departments, and the setting and implementation of performance goals should be the result of the common vision of all departments. Only by defining the subject of performance management can the concept of "wholeness" be embodied.
Third, the setting of KPI indicators must not set closed departmental assessment indicators, but should be guided by indicators that can be integrated with each other before departments to avoid misunderstanding that departments are heading for contradictions and opposites. Here, an example used in the training can illustrate this point well. Southwest Airlines has an index to evaluate the utilization rate of aircraft: the evaluation index of the time from landing to re-takeoff. This indicator is to combine the * * * of the ground handling department and the machine maintenance department with the task. Avoid wrangling with each other. Of course, the setting of indicators varies with the company's business, but setting indicators that can be intelligently integrated is one of the key factors for the success or failure of performance management.
Fourthly, establishing and maintaining transparent and open communication channels is an important aspect to improve the realization of management by objectives. Communication channels should not only become a mere formality, but also become an open highway, not just a "drainage pipeline", which can only be sent out but not uploaded. Uploading is very important, so as to ensure the effectiveness and accuracy of publishing. How to guarantee? First of all, important channels should be timely feedback, and only by echoing communication can a good communication mechanism be formed; Second, we must ensure the safety of communication channels and form a balanced relationship; Third, build a variety of alternative communication channels, which can also ensure the realization of the above points 1 and 2.
5. A clear definition of job responsibilities and tangible and ubiquitous reminders are very important. It is hard to imagine that an employee can still work well and make outstanding achievements without a clear job definition in the company. If the company does not have a good position in the post responsibilities or departmental responsibilities, employees will be at a loss and can only guess by themselves. The quality of speculation determines whether it is parallel to or contrary to the overall goal of the company. How to define departments and job responsibilities? It is defined by the business input-output relationship of a department or position, and its integrated part is used as KPI index.
Six, the implementation of the budget target should realize the commitment system and form an institutionalized system. The budget should be completed jointly on the premise of * * * knowledge, with the pursuit of Excellence as the guidance and value orientation. The budget should be a rolling budget, not a rigid budget, with the annual budget as the big goal and the quarterly and/or monthly budget as the implementation goal. The two can be inconsistent, and the unfulfilled quarterly or monthly goals should be immediately added to the next assessment cycle, rather than evenly distributed to the next few months. Strengthen the budget and realize the sense of urgency.
Seven, the performance setting should be transparent, the performance appraisal should be fair, and at the beginning of the year, there should be a definition of post and departmental responsibilities, a personal commitment, a clear appraisal KPI and a clear performance compensation plan. Forming a transparent and fair performance management system is conducive to mutual trust between companies and departments, departments and departments, and departments and employees.
Eight, regularly let the performance of the main parties to all people, money, material goals deviation analysis, analysis of the main problems and reasons, put forward suggestions for improvement.
As a department manager, developing business is as important as training employees (successors). Only by encouraging employees to develop together can we achieve the overall goal more easily.
Ten, the use of information technology to better and more timely work. The development of society, the rapid change of information, no matter how good the goal is, no matter how good the action is, the result may be half the effort. The application of information technology often plays a great role in ensuring the transparency, timeliness and fairness of evaluation and goal realization.
XI. The success of an enterprise should be all-round success, not just the realization of profit targets, but also all-round success including financial performance, customer value, internal processes, employee learning and innovation.