Pay attention to the application of the theory of performance management, and combine the concrete practice of CITIC Dameng Manganese Industry Co., Ltd. to solve the difficulties of this enterprise.

To promote enterprises to build a scientific performance management system and form a new corporate culture, and urge all employees to establish corporate values.

The same goal.

Keywords: performance appraisal; There is a problem; Countermeasures; Key matters

1 Problems in the performance appraisal system

1) The positioning of performance appraisal is not clear enough.

General companies in the development of employee performance appraisal standards, often

Specific positions have no business objectives and job responsibilities.

Conduct in-depth analysis, but simply pursue theoretical perfection,

The assessment criteria are not clear, which leads to the vague understanding of candidates and is unnecessary.

Accurate evaluation information will eventually lead to an embarrassing situation in the evaluation.

The result is that the evaluation is a mere formality.

2) The setting of assessment cycle is not reasonable enough.

Due to the deviation of evaluation and positioning, no.

Different performance indicators to determine the evaluation cycle, such as

As far as task performance indicators are concerned, it requires a shorter evaluation period, which is due to the following reasons

Because in a relatively short period of time, the appraiser has got a good understanding of the candidates' situation in these aspects.

Work output has a clear record and impression, on the other hand, work

Timely evaluation and feedback output are conducive to timely improvement.

Work; The index of peripheral equipment performance is suitable for a relatively long period of time.

In the assessment, because these indicators about people's performance have a stage.

It takes a long time to draw a conclusion about stability.

3) Take performance appraisal as performance management.

Many people equate performance appraisal with performance management, which is bound to

As a result, the performance goal is unclear, and the performance management process can't be controlled. Finally,

Performance can't get feedback, which makes both employee performance and organizational performance gone.

Methods to improve.

2 Measures taken

1) Establish a strong organizational guarantee system to ensure performance.

Effective management has been effectively implemented.

Set up performance management promotion teams of all departments, and the team members

It is composed of managers and employees with certain management experience in various departments. each

Team members are responsible for the effective implementation of the performance appraisal system of the department, and

Provide regular support and consultation for performance management promotion committee and performance management.

The group reports the progress of the work and the problems found in the process.

Members of the Performance Management Support and Advisory Group report to members of the Committee.

The idea, operation method and system of improving team members' training performance management.

Degree of content and matters needing attention, and publicity to all employees.

Finally, the performance management promotion team and the support and consulting team are right.

Track the whole process of performance appraisal regularly to understand the operation of the system.

Department and employee performance improvement, sum up experience in time,

Learn lessons so as to optimize and improve the system in time.

2) Conduct detailed job analysis and job evaluation.

The company should make the positioning of each employee through job analysis.

Service specification forms the basic document of performance management as the basis of future performance.

Effective tools for effective management. Make an objective evaluation of each position.

Price, effectively sort the position value and determine the price of each position.

Value, provide measurable value reference for future salary changes.

3) Develop a systematic employee training and development plan.

Through various education and training channels and multi-level and multi-channel training

Ways for enterprises to cultivate cooperation at all levels at present and in the future.

Personnel, while improving the overall management and technical level of the company, the whole

The core competitiveness of the company. At the same time, through the employee performance appraisal system

The operation of this department can provide excellent overall human resources quality for the organization.

The exact situation of the degree of inferiority, and obtain the promotion and development potential of all personnel.

Data, for the future development of the organization to develop the company's human resources planning.

4) Do all aspects of performance management well.

Make a realistic performance plan

The most important link in the performance management system is to help employees find

The route is accurate and the goal is clear. According to the principle of management by objectives, in the formulation of performance

When making an effective plan, the company's top leaders should first work out the enterprise year.

Business objectives: in this general direction, after the objectives of various departments are determined,

Department leaders according to this goal, according to the specific situation of subordinates, through

Through effective communication with employees, set corresponding goals for subordinates.

Establish dynamic and continuous performance communication.

Performance management is a two-way interactive process. Moreover, this kind of

Interactive communication must run through the whole process of performance management. First of all,

Before performance evaluation, company managers should recognize the goal and divide it into three parts.

Analyze the work, then formulate performance standards and inform employees of the standards.

Discuss it. Enterprises let employees clearly understand the performance appraisal system.

Ability, method of setting goals, measurement standard, relationship between effort and reward,

Work performance, problems in work and improvement methods. At the same time,

Also listen to employees' expectations and voices for performance management, so that performance

Management can achieve the expected purpose [1].

5) Performance evaluation of integration and innovation

New innovation of evaluation guiding ideology. From the initial key test

The core itself has changed to emphasize management as the center and performance improvement as the goal.

Clarify the orientation of performance appraisal.

Innovation of evaluation method. The original one-way evaluation should be changed

Performance appraisal of two-way communication. If the former manager is an employee.

Fill in a performance evaluation report and become the relationship between managers and employees.

Opportunities for communication. Form a "broadband information exchange space" to avoid

Conflicts caused by cognitive differences. This kind of communication not only

Only pay attention to the effect, pay more attention to innovation, and make a meaningful plan for employees.

The direction of efforts can effectively guide employees to achieve greater success, thus

It also makes people-oriented management rise to a higher level.

Innovation of evaluation cycle. Performance evaluation should be based on past achievements.

The effect review becomes a continuous information feedback process, which is made up by the past.

Prison is now a rainy day, so we can be more active.

Seize the opportunity, adjust the rhythm and create better work performance. At the same time, this

This continuous assessment will become the daily management and decision-making work of managers.

As an indispensable part, it has also become the performance of managers themselves.

Important investigation contents.

6) Implementation of performance management system

Seek the full support of the company's top leaders. Practice has proved that,

Performance management needs sufficient manpower, material resources and financial resources to implement.

There may be many obstacles in the process, and there is no senior leader for these problems.

Our support and help can't solve it.

B win the understanding and recognition of ordinary employees. Enterprise performance management

It may be a kind of pressure for ordinary employees in the industry, and they will eliminate it.

Treat performance management with great attitude. Therefore, managers need to borrow money.

Use various methods to make employees realize the importance of performance management.

Importance and necessity, especially to let employees know that performance management does not

It is to divide people into three, six and nine grades, and then give corresponding rewards and punishments and performance.

The purpose of management is to improve the performance of employees and organizations, and finally realize the group.

Organize goals to improve their enthusiasm for participating in performance management.

Seek the full commitment of managers at all levels. In the enterprise

Managers at all levels become the backbone of performance management activities and are responsible for performance.

The management bears the main responsibility. They are both the assessed and the assessed.

Who? Grasp both ends of "enterprise leaders" and "ordinary employees" to

Solved half of the problems, and more importantly, "understood the middle". The so-called "

Understanding the middle level is to correct the understanding of middle managers and improve them.

Their performance management level makes every manager full of vitality.

Effective appraiser of [2].

7) Correctly understand the relationship between performance appraisal and performance management.

Performance management is the core of human resource management, which refers to the organization.

In order to achieve the goal, through continuous and open communication process, make employees understand.

Determine future work, guide and supervise the completion of tasks. Performance management

Is a complete management process, including performance planning, performance control,

Performance evaluation and performance feedback. The basic purpose of performance management is

Continuously improve the performance of organizations and individuals, and finally realize the strategy of enterprises.

Target. A perfect performance management system should play a role in communicating the company's war situation.

Slightly, guide the direction of efforts and implement the work of promoting the company's strategic objectives at different levels.

Use. The process of performance management, through standardized work target setting,

Performance appraisal and feedback, improve the management ability of managers and

Effectiveness, promote the improvement of the assessed's working methods and performance, and finally

Improvement of the overall working methods and performance of the organization [3].

3. Key issues that the company should pay attention to when implementing performance appraisal.

1) Publicize and infiltrate the concept of performance management among all employees.

Propagandizing and infiltrating the concept of performance management should achieve this goal.

Yes, guide both parties to realize that: A The only purpose of performance management is to implement performance management.

Is to provide a way of sincere cooperation between managers and employees, which is helpful to

Help employees and enterprises improve their performance and solve problems more timely and effectively.

Do not criticize and blame employees; Let enterprises own it through publicity.

Members understand that although performance management is ostensibly concerned with low performance.

The problem is for success and progress; Although performance management is usually required

Investing a lot of communication time can make enterprises nip in the bud.

It will eventually bring long-term benefits to enterprises. Let employees know: enterprise push

The purpose and significance of performance management system. Performance appraisal is not manufacturing.

The gap between employees is the fact that employees work.

Develop strengths and avoid weaknesses, so as to foster strengths and avoid weaknesses, and improve and improve.

2) Building a high-performance corporate culture

A good corporate culture can promote the consistency between employees and organizations.

Goals, and keep pace with corporate goals in the process of personal struggle.

Harmony; Can create a positive working atmosphere for employees. because

Therefore, the company should successfully implement the performance management system to adapt to this rapid growth.

To change the highly competitive market and give full play to the potential of enterprises, we must devote ourselves to

Constructing a high-performance enterprise integrated with the enterprise performance management system

Industry culture. The main methods are: a. Clear rewards and punishments, and create a fair exam.

The nuclear environment creates an atmosphere of positive communication; Encourage employees to accumulate

Extreme learning culture provides employees with necessary learning and training opportunities.

Will enable employees to continuously improve their own quality; Create a healthy and competitive job

As an atmosphere, if the relative evaluation method is properly used in the evaluation, the same is true.

A colleague with a working level can evaluate each one reasonably.

Personal performance in this field of work; Create a rich working culture;

E) Promoting change and encouraging a culture of responsibility; F is a high-quality talent

A culture that provides opportunities for development and an attractive working environment; G Tang

A culture that protects shareholders' interests by meeting customer needs.

Building a high-performance culture should also be combined with certain supporting measures.

, these supporting measures mainly include:

A often publicize the benefits of high-performance corporate culture, indicating that enterprises

The reasons for implementing a certain policy and shaping a certain culture;

Provide all kinds of training to help employees adapt to the enterprise

Change;

C. The employee appraisal system is closely related to the high performance culture of the enterprise;

D. Combining the performance appraisal system with the development of employees' personal skills, employees

Self-training plan is combined with evaluation system. This is beneficial.

Create a virtuous circle and create higher performance;

E. Neither publicity nor training can make some employees agree with the high-performance culture.

When compatible, there is no need to be reluctant, and enterprises should be dismissed.

References:

[1] Bei,,, et al. Effective ways of employee performance management in enterprises

Lanzhou Academic Journal, 2002, (3): 25-27.

[2] Lu out of several misunderstandings of performance management [J] China collective economy (below)

Month), 2007, (7): 13- 15

[3] Wang Xu focuses on performance appraisal [J] Journal of Liaoning Administration College, 2009, (4).

164- 165