3000 words on performance management
Aiming at how to ensure the smooth implementation of performance management process, this paper analyzes and discusses the driving factors and hindering factors in the implementation process, and puts forward that promoting performance management should not only start with the process of paying attention to assessment and evaluation results, but also put forward improvement measures and the idea of infiltrating modern advantages into the whole implementation process of performance management.
Performance management; Performance appraisal; ; improvement measures
First, the connotation and system of performance management system
Performance refers to the results and effects of activities. In human resource management? Performance? What does this mean? Performance? Refers to the performance, including the quantity, quality, cost and expenses of the completed work. Effective? It refers to efficiency and benefit, including the time to complete the work, the effectiveness of the work, the contribution of the work, the economic benefit and the social benefit, that is, the social value of the work. Mr. Zhang Manzhi, a well-known management consulting expert and one of the top ten industry planning experts in China, defines it as follows: Enterprise performance management is a management process of systematic inspection, evaluation, diagnosis and continuous improvement of enterprise finishing performance, department performance and employee performance.
Performance management is a complete management system including performance goal setting, performance appraisal, performance evaluation, performance diagnosis, performance improvement, performance communication and consultation, performance incentive, etc. Its ultimate goal is to fully develop and utilize the resources of each employee, promote the overall improvement of enterprise performance, and achieve the goal of win-win for both enterprises and employees. Win-win? . Through performance evaluation and performance diagnosis, we can find out the fundamental problems that affect performance and form performance improvement measures. Through performance communication, counseling and performance encouragement, we can improve the system thinking ability and system execution ability of managers and employees, not just the improvement of employees' work initiative and execution ability, and promote the rapid improvement of enterprise closing performance.
Performance incentive is a system to manage employees' performance, and it is also an evaluation, reward and punishment of a person's work performance and its development potential. Performance management is usually considered as a circular system. A complete performance management system is mainly composed of the following four links, forming a complete performance management cycle:
The first link: combining organizational strategies. Make a performance plan. On the basis of mutual recognition, managers and employees will have the same input and participation, and employees will make commitments to their work goals.
The second link: performance coaching and experiment. The core of continuous performance management is that through performance communication, managers and employees discuss the progress of work, potential obstacles and problems, help employees achieve performance indicators, provide them with resources and support, eliminate obstacles and discuss possible measures to solve problems.
The third link: performance appraisal and feedback. What is a systematic operation mode? Evaluation+feedback? Managers should conduct efficient performance interviews with employees after grading them. Feedback the good performance and bad performance of employees in the last performance cycle to help employees correctly understand their strengths and weaknesses and continuously improve their performance.
The fourth link: performance diagnosis and improvement. Improving performance is the ultimate goal of performance management. Therefore, managers should do two diagnostic tasks, one is for employee performance and the other is for performance management system. Through the diagnosis of employees' performance, we can find the shortcomings of employees in knowledge, skills and experience, and make improvement plans to help employees improve their performance. In addition, there is no perfect performance management system, only the performance management system can be continuously improved. Therefore, at the end of each year, the human resources department should organize all departments to diagnose the existing performance management system, and conduct satisfaction surveys from the aspects of performance indicators, managers' working methods, performance appraisal procedures, rewards and punishments, etc., so as to find out the shortcomings in the performance management system and improve it.
There is no doubt that the purpose of implementing performance management is to improve the performance of the organization. A perfect and scientific performance management system should be able to help organizations complete various tasks and achieve a win-win situation for both organizations and employees. The function of performance management is embodied in the following aspects:
(1) excitation function. More humane management methods, such as guiding employees' work, helping them to remove obstacles in their work and giving them counseling, can improve employees' commitment and satisfaction with the organization, thus stimulating employees' work motivation.
(2) Communication function. The formulation of performance goals, the formation of performance plans, the knowledge of performance feedback and performance evaluation in the implementation plan, the application of evaluation results and the proposal of new performance goals all require the participation of employees and the communication between managers and employees. ? Participatory? Management not only provides a platform and channel for mutual communication, but also shows respect for employees, meets the needs of employees' respect and self-realization, and creates a good atmosphere for the organization.
(3) Support functions. Performance management plays a certain auxiliary role in other links of human resource management, and integrates other functions of human resources into an internally related whole through it. It provides basis for salary formulation, training, promotion and career development of employees, and provides reference for personnel recruitment and selection.
(4) Value function. Performance management can improve employee performance and achieve a win-win situation for employees and organizations. An important idea of performance management is to help employees improve their performance and reach performance standards through training, guidance and performance feedback.
In a word, a reasonable and perfect performance management system is helpful to maximize the interests of organizations, employees and even society.
Second, the outstanding advantages of modern performance management system
Performance management is a modern management system different from performance appraisal, which is a link in the performance management system. Compared with simple performance appraisal, the outstanding advantages of modern performance management are mainly manifested in the following aspects:
(1) The purpose of assessment has developed from single to multiple. The traditional performance appraisal is only for examination, and it is only regarded as an evaluation of employees' performance in the past year, or ignored, a mere formality, or easy to cause people's anxiety. The purpose of modern performance management has changed from the traditional administrative purpose (as the basis of salary and promotion) to the purpose of performance improvement and ability development.
(2) The evaluation process develops from single evaluation to two-way communication. The process of performance management is a process of emphasizing communication, including communicating the value, mission and strategic objectives of the organization; Communicate the expected results and evaluation criteria of the organization for each employee, and how to achieve these results; Communicate the information and resources of the organization; Employees support and encourage each other. Through communication, employees can clearly analyze the assessment criteria, accurately grasp their own performance, and form a smooth communication channel, thus avoiding conflicts caused by cognitive differences. The focus of modern performance management is to manage the working process and behavior of employees through continuous communication.
(3) The change of manager's role from referee to counselor. The improvement of employee performance is actually the improvement of manager performance, and the progress of employees is the progress of managers. In order to play the role of counselors, managers need to do the following: first, coach employees to achieve performance goals; Secondly, in the process of employees achieving their goals, keep timely and sincere communication with employees and constantly coach employees to improve their performance; Third, record the performance details of employees and form performance management documents as the basis for year-end assessment to ensure fairness and justice; Fourth, do a good job of performance feedback and guide employees to grow.
From performance appraisal to performance management, it is essentially a profound change in management methods, emphasizing employee participation and changing the role of managers with the aim of employee development. These are all changes from scientific management to people-oriented management, which embodies the idea of people-oriented management. Performance management not only pays attention to the assessment and evaluation of its results, but also emphasizes the process of performance management, which is permeated with the concept of process management. In the performance appraisal, communication permeates every link of the circulation system, which highlights the role of communication motivation.
In the final analysis, performance management is an idea, and it is an idea of continuously improving performance. In order to make this concept work, we must take performance management as a complete system, make fundamental changes in our work, take helping employees improve their performance as the starting point, actively change their concepts and play a good role, so that performance management can truly become a platform for efficient management rather than a burden.
References:
[1] Zhu Hong, on the application of performance management in human resource management of modern enterprises (j), Economic Research, 2010 (3);
[2] Yue Ling, Literature Review on the Relationship between Management Control and Performance Management (J) Reform and Strategy, 2010 (3);
[3] You Siyuan, Xiang Ying, the transition from performance appraisal to performance management (J), Population and Economy, 2009;
[4] He Peisong, Liao, on performance appraisal measures in performance management, Manager, 2009;
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