Reading experience of strategic performance management 1 How to strengthen the management of grass-roots tax bureaus, mobilize the enthusiasm of tax personnel, improve the management level, and solve the problems of "neglecting management and diluting responsibility" and "doing the same, doing more and doing less" is a topic that our bureau has been exploring for many years. In view of this situation, our bureau specially hired Professor Dong Ping from Beijing Yihesheng Management Consulting Co., Ltd. to learn about performance management knowledge and get to know the team through training.
Performance management means that in order to achieve the organization's goals, through continuous and open communication, teams and individuals are urged to do behaviors that are conducive to achieving the goals, and their work performance is managed to achieve the expected benefits and output goals of the organization. The setting, formulation and communication of performance indicators, implementation and follow-up, evaluation, interview, feedback and improvement * * * organically constitute the whole process of performance management.
Through the process of formulating performance goals and performance planning, the organizational goals are effectively decomposed into various business units and individuals. Through the monitoring process of team and individual performance goals and the evaluation of performance results, organizations can effectively understand the realization of goals and find out the reasons that hinder the realization of goals. The results of performance evaluation can also provide effective information for personnel deployment and personnel training and development.
In the whole process, effective communication is particularly important. Why do organizations need performance management? Why do managers want performance management? How to position performance management? And so on all need communication. Performance planning is a two-way communication process and the key to the effective implementation of performance management. Continuous communication is the core of performance implementation and the key to the success of performance management. In the process of communication, we should pay attention to ways and means, let subordinates talk about their own ideas and practices, understand their real thoughts, encourage subordinates to produce new ideas, and correct their invalid behaviors and ideas in time ... Through communication, we should let employees realize that in the process of performance management, the boss can neither let subordinates do anything nor make decisions for employees.
Through performance management training, we feel that performance management is a science, an art and a double-edged sword. If used well, it can fully mobilize the enthusiasm of employees and promote work. If it is not used well, it will dampen the enthusiasm of employees, intensify contradictions and affect unity.
Reference of strategic performance management 2 Performance management is a scientific management mode centered on developing human potential, which is widely used in modern enterprises. Its purpose is to quantify human behavior and help enterprises achieve strategic and management goals. In performance management, managers at all levels are the main body of implementation and play a bridge role. They are responsible for the company's performance management system and the performance improvement of subordinates. Their quality is directly related to the success or failure of enterprise performance management. To this end, Rizhao Power Supply Company puts the improvement of managers' knowledge and understanding of the whole process of performance management in a prominent position, and makes great efforts to do five roles, improve five abilities and consolidate the foundation of performance management.
Be a good propagandist and improve the ability to instill performance management cognition into employees. The main body of performance management is managers and employees. First of all, we should guide all employees to change their ideas, unify their thinking, enhance their understanding of the importance of performance management, and let all employees truly understand the decision of the party Committee of the group company and fully understand the connotation and strategic significance of performance management. First of all, managers should strengthen their own learning, make the change of ideas more profound than employees, be more skilled in performance management than employees, and ensure better understanding and implementation. Secondly, we should strengthen publicity and education, make full use of Rizhao power news, information port, power dynamics and other media, and carry out publicity activities in a planned way, so that employees can accept and understand the basic concepts and concepts of performance management and master the basic operating essentials. Through extensive publicity and strengthening training, all employees can understand and talk about performance management, know how to improve their own performance, hand over the responsibility of management to employees themselves, let enterprises really use the management lever of performance management, teach employees how to formulate their own performance management and manage their own performance, and temper employees into their own performance management experts to manage themselves better.
Be a good partner and improve the ability of win-win cooperation with employees. Advocating the performance partnership between managers and employees is an innovation of performance management, which breaks through the traditional concept of superior and subordinate, realizes the unity of the relationship between managers and employees in performance, and makes managers, employees and enterprises themselves become the responsible persons and beneficiaries of performance management. The performance of managers is achieved through the performance of employees. The improvement of employees' performance is the improvement of managers' performance, and the progress of employees is the progress of managers. By advocating this partnership in the company, managers at all levels can establish the consciousness that being responsible for employees means being responsible for themselves, so that managers and employees can help each other in the same boat, share risks, benefits and win-win cooperation. Be a good instructor and improve your ability to decompose and set goals. Performance management is an effective combination of strategic planning, long-term goals and employee performance goals. In this process, managers must be good guides, scientifically decompose strategic goals, formulate departmental goals and employee goals, and decompose departmental goals and job responsibilities layer by layer. When formulating specific performance targets with employees, department heads should formulate work target plans around business priorities and strategic targets according to the annual business plan and management targets of the enterprise, and decompose the departmental targets into relevant responsible persons according to the specific job responsibilities of employees, so that each employee can work hard in the direction required by the enterprise to ensure that the strategic targets of the enterprise can be truly implemented.
Be a good coach and improve the ability to communicate with employees. After the performance goals are determined, what managers have to do is how to help employees achieve their goals. In this process, managers should be good coaches, keep timely and sincere communication with employees, and constantly coach employees to improve their performance. Effective communication is the key to the success or failure of performance management, and communication skills in enterprises are often lacking by many managers. Therefore, in order to manage employees' performance, managers must constantly study communication skills and methods to improve employees' communication ability. It is necessary to create a good atmosphere of equal communication, change the traditional way of conveying tasks from top to bottom, actively build mutual trust, be good at positive and negative communication, and encourage both the advanced and the backward. Through effective communication and encouragement, we can stimulate employees' enthusiasm for work and goals, motivate and guide employees to act efficiently, and urge employees to find problems in time and solve them actively.
Keep a good record and improve the ability to scientifically evaluate employee performance. The performance of employees will eventually pass the evaluation test, and managers must master how to evaluate employees more fairly and give them a statement. Managers should be conscientious, insist on personal observation in their daily work, carefully keep records, record the performance details of employees, and form performance management documents as the basis for monthly and year-end assessment. In the performance appraisal, we should look at the employee's appraisal from the perspective of the third party, comprehensively evaluate the performance of employees in all aspects, ensure that the performance appraisal is well-founded, fair and just, provide an important basis for the company's salary management and training development, and create a good atmosphere in which everyone is better than performance and everyone contributes.
Reading Experience of Strategic Performance Management 3 Through the eight-week performance management study this semester, I learned a lot about performance management. Know what performance is and what performance management is. Performance management is to strengthen the overall business objectives of a company or organization by linking the work of each employee or manager with the overall mission of the group.
During the study of this course, I learned the competitive advantages brought by the performance management system to enterprises, from ignorance of performance management to a preliminary mastery of the setting process and mode of performance appraisal, various skills of performance management and basic matters for follow-up work.
Under the guidance of teachers, we gradually understand the concept, composition, function and system design of performance management. Performance management consists of five parts, including: making performance plan, continuous communication, information collection and recording, performance evaluation, performance diagnosis and improvement.
I think communication is the most important, which is an indispensable and important means of all management. It is mentioned in the book that "the purpose of constantly modifying communication is to emphasize the key role of performance communication". The process of managers and employees working together to share relevant information is continuous communication. Without communication, many problems and contradictions will arise. To achieve effective performance management, enterprises need two-way communication between managers and employees from performance planning, performance implementation, performance appraisal to performance feedback, and every link of performance management system is inseparable from performance communication. Not only in performance management, but also in our daily life and study.
Performance management is an important core content of human resource management in modern enterprises, and its importance is beyond doubt. Organizations, managers and employees all need performance management. It can improve the enthusiasm of employees, make managers manage employees more conveniently and effectively, and maximize the benefits of enterprises.
In the research, we know that the commonly used performance management tools are target management, 360-degree management, KPI management and balanced scorecard. Among them, what impresses me most is the method of management by objectives, because when a person makes clear his goals, he will make corresponding plans, so that when he can clearly know his speed and distance from the goals, his motivation for action will be maintained and strengthened, and people will consciously overcome difficulties and strive to achieve the goals. By analogy, so do enterprises and departments. After setting the goal, the goal system is gradually developed according to the time dimension, space dimension and factor dimension, and gradually transformed from the strategic level to the tactical level, gradually decomposed, and the goal is gradually clarified and indexed.
There are six performance management evaluation techniques mentioned in the textbook: scoring method, checklist method, scale evaluation method, critical event method, comment method and behavior anchoring method. I think in our life and study, the scoring method is used more. Scoring method is to determine the relative rank or ranking of each person by comparing the performance of evaluators according to their relative advantages and disadvantages, also called ranking method. Teachers also conduct "performance appraisal" on our students in this way. The teacher ranked our final exam results from high to low to determine our study efforts this semester.
In performance management, the formulation of performance indicators and weights is a very important part, and it is also a part that impressed us deeply. The teacher's evaluation of Dicos' performance after the actual investigation made us really feel the operation of performance. Although it has not been implemented, it gives us a more direct feeling and understanding of performance management.
Although the study time is very short, we have all learned a lot, knowing that performance management is an important management skill that managers at different levels should have. In my future life, study and work, I will have a deeper understanding of performance management.