The development of enterprises can not be separated from the performance appraisal system. Nowadays, the performance appraisal system has become one of the core systems of enterprise development. Innovative performance quantitative evaluation indicators for the formulation of performance evaluation system, it is necessary to determine clear evaluation indicators. Under the same index, the key needs of different enterprises are different.
Abstract: As we all know, whether for state-owned enterprises or other enterprises, the level of performance appraisal is directly related to the future development of an enterprise. Performance appraisal plays a great role in improving the management level of enterprises and enhancing their market competitiveness and profitability. It is an urgent need for any enterprise to establish and improve the performance appraisal system and innovate management methods. Therefore, this paper mainly analyzes some problems existing in the performance management of state-owned enterprises, and through further analysis and discussion, puts forward some innovative strategies for their management methods.
Keywords: enterprise performance appraisal; Management innovation; tactics
With the continuous development of the national economy, the role of the market has become increasingly prominent. Driven by the market economy, all kinds of enterprises have also intensified their reform and development, constantly bringing forth the old and bringing forth the new. The competition among enterprises is becoming more and more fierce. In order to occupy a place in the fierce market competition, enterprises must make certain adjustments and constantly improve their comprehensive competitiveness. The level of performance appraisal is an important index to evaluate the comprehensive competitiveness of enterprises. Therefore, enterprises must attach importance to performance appraisal. Performance appraisal system is related to employees' salary and job evaluation. The more perfect the performance appraisal system is, the more conducive it is to arouse the enthusiasm of employees. Only by optimizing the allocation of human resources and maximizing the utilization rate of resources can we bring more economic benefits to enterprises.
First, the importance of performance appraisal in enterprise development
The performance appraisal of enterprise employees is the core content of enterprise human resource management and development, and plays a decisive role. It provides an important reference for enterprise salary formulation, welfare distribution, post adjustment and employee career planning. It is already an essential part of state-owned enterprises now. Performance appraisal is a process that mainly uses scientific methods, standards and procedures to measure and evaluate employees' performance, which is carried out on the premise of ensuring fairness, impartiality and openness. The ultimate goal of implementing performance appraisal system in enterprises is to improve the core competitiveness of enterprises and give full play to the role of human resources, thus bringing greater economic benefits to enterprises. First of all, the implementation of the performance appraisal system can fully tap out the talents who have made great contributions to the enterprise, and increase the mining efforts of these talents. Of course, the assessment of talents depends not only on performance, but also on his work attitude and other people's evaluation, and outstanding talents should also be rewarded accordingly. Second, improve the salary of outstanding talents. Since you have worked hard, you should get what you deserve. Salary is the basic requirement of every employee. Determine the distribution of employees' wages according to their work conditions and work quality. In addition, strengthen the training of outstanding talents. ? No one is perfect? No matter how well one does in one aspect, there is still a lot to learn in other aspects. Therefore, enterprises need to arrange training opportunities reasonably, provide training opportunities for some outstanding talents, and improve their skills and personal qualities in many ways. Generally speaking, performance appraisal system is an indispensable system in enterprise development. Only by constantly improving performance appraisal methods and innovating management methods can we really promote the development of enterprises.
Second, the problems existing in the performance appraisal of state-owned enterprises
For the current state-owned enterprises, there are great problems in the performance appraisal system of enterprises, and the existence of these problems also seriously hinders the development and progress of enterprises. The following mainly analyzes the main problems existing in the performance appraisal of state-owned enterprises under the current situation.
1. The assessment index is unscientific and unreasonable.
The formulation of assessment indicators is the key to the implementation of performance appraisal system. The staff will judge the comprehensive quality and skills of talents according to the established indicators. However, if the evaluation index is not scientific and reasonable, it will lead to unfair performance evaluation results, which will lead to employee dissatisfaction and is not conducive to enterprise development. As far as the current assessment system of state-owned enterprises is concerned, the problem of unclear assessment indicators actually exists. This is not conducive to the top management of enterprises to find excellent employees in the enterprise, so that those employees who have made achievements in their jobs can not be treated fairly, while those employees who have achieved their goals through some shortcut without paying actual labor are treated more highly, and the unfair situation is getting worse. In addition, the appraiser is easy to be mixed with personal circumstances in the appraisal process. For example, if they like an employee, they will give special care and cannot make a fair evaluation of the assessed. Such assessment results are often difficult to convince the public, easy to stimulate internal contradictions and hinder the development of enterprises.
2. Blindness of performance management system
The blindness of performance management is a common problem in enterprise performance appraisal. Blindness mainly exists in two aspects. The first aspect: corporate strategy is out of line with performance appraisal. All the behaviors, activities and performance management systems of an enterprise should be carried out only around the strategic objectives of the enterprise. It is only meaningful to carry out relevant business activities around this goal. However, as far as the actual situation is concerned, the existing performance appraisal system of state-owned enterprises is seriously out of line with the strategic objectives. Some indicators in the performance appraisal system can only play a partial role in improving and improving, which are only effective in the short term, not feasible in the long-term development of enterprises, and have not really achieved strategic goals. The second aspect: enterprise management is management for management's sake. This situation is very passive. Enterprises are forced to manage, and the effect of management is far less than that of making management plans in advance and self-management. In this way, in the process of management, the goals set by various departments of the enterprise are prone to conflict, which will inevitably have a certain impact on the development of the enterprise. The overall strategic goal of an enterprise cannot maximize its value. Generally speaking, the establishment of enterprise performance appraisal system is for assessment, which will be blind.
3. Unreasonable performance appraisal cycle and methods.
The formulation of performance appraisal cycle is based on the development of enterprises, and the performance appraisal cycle of different enterprises will be different. As far as state-owned enterprises are concerned, employees are usually not assessed, but only at the end of each year. The annual assessment does not give full play to the role of assessment, so that many employees are lazy in their usual work and suddenly become very active when the assessment is coming, which is unfair to those employees who have been working hard. However, if the assessment cycle of enterprises is more frequent, we can quickly find some problems among employees and constantly reform and improve the assessment system. However, too frequent assessment will cause great psychological pressure on employees, which is not conducive to their normal work. But also increase the investment of enterprises, resulting in a waste of resources. Therefore, unreasonable assessment cycle is not conducive to the development of performance appraisal and has great side effects on the normal operation of enterprises.
4. The performance appraisal target is unclear.
For any enterprise, the original intention of performance appraisal is to mobilize the enthusiasm of employees, and to constantly stimulate the enthusiasm of employees through fair management and assessment. When making performance appraisal targets, enterprises are based on mastering the basic information of employees. Some assessment systems may not reach the actual assessment objectives or the assessment is not clear. In this case, many employees are not clear about the expectations of the company for their own performance. Can not meet the requirements of enterprises for their own work results, thus affecting the performance appraisal of employees.
Third, the strategic analysis of innovative enterprise performance appraisal management
As far as the performance appraisal management of state-owned enterprises is concerned, there are still many places to be improved. In view of the problems existing in management, some effective management methods have been adopted. Continuously improve the level of performance management and give full play to the role of performance appraisal in promoting enterprise development.
1. Establish a performance appraisal system suitable for enterprise development.
Different enterprises will adopt different performance appraisal systems. Every enterprise needs to formulate a performance appraisal system suitable for enterprise development from the perspective of enterprise development according to its own enterprise development and after considering various factors.
(1) Defining the performance appraisal method is the key in the performance appraisal system. Based on the principle of learning from each other's strengths, different performance appraisal methods are selected for different types of work, and the pertinence of the assessment is established. Generally speaking, different positions and ranks vary greatly, so the formulation of the assessment system needs careful investigation.
(2) Improve the content of performance appraisal system. The performance appraisal system includes many aspects. Constantly improving the content of performance appraisal system will greatly promote the improvement of performance management level. The formulation of performance appraisal system should be closely related to the strategic objectives of enterprises. Only by combining them closely can the whole evaluation system be continuously improved. According to the focus and objectives of the work, the work plan is made, and the objectives of the enterprise are decomposed according to the different levels of employees' positions, so that the strategic objectives of the enterprise can be truly implemented, and employees can be assessed at the same time. At the same time, employees have a deep understanding of the development culture of the enterprise, which enhances the personal cultural identity of the enterprise and is conducive to giving full play to the enthusiasm of employees.
(3) Give full play to the role of the human resource management department, which is the core department of the enterprise. Human resources is mainly responsible for the formulation of performance appraisal system, and only this department has this right, which is its right and its obligation. As a staff member of the human resources department, it is necessary to have a deep understanding of the actual development of the enterprise and a comprehensive understanding of the internal development of the enterprise, so as to provide a basis for the formulation of the performance appraisal system. In order to continuously improve the quality of performance appraisal, human resources departments need to export appraisal methods for managers at all levels, and guide and train the use of the methods.
2. Establish a reward and improvement mechanism
In the process of enterprise development, many employees will make great contributions to the development of the enterprise. These employees who have made outstanding achievements in their posts need to be given appropriate rewards to further stimulate their work enthusiasm. For those employees who have not made great achievements in their posts, appropriate incentive measures can be taken to stimulate their enthusiasm and potential creativity. For those unfair performance appraisal mechanisms in enterprises, they need to be changed in time to avoid bringing greater harm to enterprises. Constantly improve enterprise management, promote the sustainable development of enterprises, take performance as the guide, create a positive working atmosphere, values and management mechanism within enterprises, constantly promote enterprise development and bring greater economic benefits to enterprises.
3. Innovate quantitative performance evaluation indicators, formulate performance evaluation system, and define the evaluation indicators that need to be determined. Under the same index, the key points of different enterprises need to be different. There are great differences in corporate culture, management mode and talent management of each enterprise, and the performance level of employees can be evaluated according to different priorities. Choose the evaluation method of brainstorming, and put it in a typical industry to test the accuracy of the evaluation results after experts score the indicators. Taking the quantitative evaluation index of performance as the index of performance appraisal can accurately reflect the work performance of employees and be fairer to some extent.
4. Apply the evaluation results to the optimal allocation of enterprise resources.
The results of performance appraisal can reflect the performance of employees in their posts from a certain aspect. According to the assessment results, we can make appropriate adjustments to employees' work, continuously optimize the allocation of talents, and maximize the utilization of human resources. Although many employees perform well in their own jobs, they may perform better in other jobs. In this case, the human resources department can make appropriate adjustments to the employees' work. The higher the matching degree between personal personality and position, the higher the satisfaction of working process and the lower the turnover rate. The more the working environment matches the individual's personality, the more they can maximize their potential in their work and contribute to the development of the company. As the core department of the company, human resources personnel should seek benefits for the development of the enterprise, consider the enterprise as much as possible, closely link the evaluation results of employee performance with the optimal allocation of enterprise resources, and constantly innovate the management methods of the enterprise, thus accelerating the development of the enterprise.
Fourth, the problems that need attention in performance appraisal
As we all know, the performance appraisal results of enterprises are directly related to the vital interests of employees, so many employees are also very concerned about the appraisal process. In the process of assessment, in order to be as fair, just and open as possible, there are many matters needing attention in the implementation of performance appraisal.
1. Increase publicity on the importance of performance appraisal.
The results of performance appraisal are directly related to employees' salary, bonus, promotion opportunities and so on, and are also very concerned by employees. In addition to ensuring the scientific and reasonable performance appraisal, the human resources department should also increase the publicity of performance appraisal, actively guide employees to treat performance appraisal with a positive attitude and change their attitudes. In order to improve work style and work quality through performance appraisal. Many employees don't know enough about performance appraisal, so that they don't perform well in the appraisal process, which is inconsistent with the actual performance.
2. Be good at listening to suggestions
Although the human resource management department is the competent department of performance appraisal, it is also a part of the enterprise. Personnel in the human resources management department should not abuse their powers by virtue of their own rights and deliberately cheat in performance appraisal. This kind of behavior is a serious illegal act, and once it is found out, it will be severely punished. In addition, the human resource management department should be good at listening to other people's suggestions in the process of work, even if the person who provides the suggestions is not the staff of the department. The formulation of performance appraisal system itself is a complicated work, and there are inevitably problems that affect the level of performance appraisal and hinder the improvement of performance appraisal system.
Verb (abbreviation of verb) conclusion
To sum up, the development of enterprises can not be separated from the performance appraisal system. Nowadays, the performance appraisal system has become one of the core systems of enterprise development. When carrying out performance appraisal within an enterprise, we need not only the help of superior leaders, but also the active cooperation of all departments and the joint efforts of all parties, so as to truly implement the performance appraisal work. For the problems existing in performance appraisal, we should take appropriate solutions in time, innovate management methods, mobilize the enthusiasm of employees to the maximum extent, and constantly promote the development of enterprises, so that enterprises can develop in the direction of high efficiency and high level.
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