Date of receipt
Author brief introduction Wang Ying, female, engineer.
On enterprise performance management
Ying Wang
(Hubei Hanjiang Wang Fuzhou Hydropower Co., Ltd., Hubei Laohekou 44 1800)
This paper briefly introduces the implementation method of the enterprise's performance management, summarizes the experience in the implementation process, emphasizes the role of performance appraisal, and analyzes the purpose, performance objectives and assessment of performance appraisal.
This paper expounds some problems that should be paid attention to in introducing and implementing performance management in enterprises from aspects of price standard, assessment method, result feedback and cash.
Keywords: performance management; Evaluation method; Issues of concern
China Library Classification Number: C939 :F27 Document Identification Number: B
Experience and problems in implementing performance management
Ying Wang
(Hubei Hanjiang Wangfa Wuzhou Hydropower Co., Ltd., Laohekou 44 1800, China)
Abstract: This paper briefly introduces the performance management system of Wang Fuzhou Hydropower Company.
Summarized the experience of implementing performance management; And the problems that should be paid attention to in the implementation.
The development direction is pointed out.
Keywords: performance management; Examination measures; Problems needing attention
In recent years, performance management has been widely used in China's academic and business circles.
Pan is concerned that Wang Fuzhou Power Generation Company introduced the performance management system in 2003.
Department, formulated the performance management measures. The author concludes that in recent years, in this system,
This paper introduces some experiences in the implementation process, and introduces the implementation points of the performance management system.
Pay attention to the problem for readers' reference.
1 Analysis of enterprise performance appraisal effect
For enterprises, performance appraisal can be said to be crucial, application
Properly will promote the realization of the goal; On the contrary, it will have negative effects and constraints.
Enterprise development.
1. 1 Company's performance appraisal method
(1) Implement monthly performance appraisal. First, formulate the company's performance management.
Interim Measures ",according to the work functions of subordinate units (departments), set
"Work plan" and "employee satisfaction" are two key performance indicators, and each order
Evaluate the post (department) performance every month. At the beginning of each month, last month's work
Evaluate and score the completion of the plan and employee satisfaction, in which the plan
The degree of completion accounts for 75% of the total score, and employee satisfaction accounts for 25%. staff
Satisfaction mainly refers to the satisfaction of department heads to employees at the end of each month.
Scoring, internal collaboration, external communication, work quality, work
Initiative and labor discipline scores. Ranked by total score,
The bonus coefficient is obtained, where the bonus coefficients of 1 and the second place are respectively
The bonus coefficient is 1. 1, 1.05, the second last place is 1, the second place is 0. They are 9 respectively.
0.95。 So as to determine the monthly bonus distribution ratio of each unit (department).
In the process of implementation, the measures have been continuously improved and perfected. First of all,
Firstly, a new method of monthly performance appraisal for post personnel is introduced.
Through the implementation of guidance to all departments of the company, the performance appraisal of each department is gradually generated.
Detailed rules, implementation methods of post performance, and personal bonuses of employees are directly linked to posts.
Linked to performance. Secondly, adjust employee satisfaction according to department functions,
A new method for service unit to determine the corresponding scoring object. Evaluation grade
In favor: very satisfied, satisfied, acceptable, dissatisfied, very dissatisfied 5
Grade, scoring standard: 100 Very satisfied with the service provided.
Finally, it exceeds the regular standard requirements of the receiving service department; Satisfied with 80 points,
The services provided often exceed the regular standard requirements of the receiving service department;
Acceptable, the service provided maintains or occasionally exceeds the accepted service.
Regular standard requirements of the department; 40 points for dissatisfaction with the service provided.
Basically maintain or occasionally fail to meet the regular standards of the receiving department.
Seek; 0 is very dissatisfied, and the service provided is obviously lower than the service accepted.
Department routine work standard requirements. After scoring online, I don't remember meeting.
Names are graded by each other, which is more reasonable and scientific.
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(2) annual work target management. First, the annual work target has been set.
Standard framework, according to the work functions of each unit (department), formulate "work plan"
Plan "and" satisfaction "are two key performance indicators to evaluate each unit (department).
Annual performance evaluation. In 2003' s work target
It is found in the evaluation that there is only "work" in the formulation of economic goals in 2003.
Plan "and" satisfaction "to promote the company's economic benefits.
Continuous improvement, to ensure the realization of the annual production and business objectives, in-depth understanding
The work functions and tasks of a unit (department) refer to the company leaders.
Under the guidance of re-establishment, focus on the preservation and appreciation of assets and the economic benefits of enterprises.
According to the index system of economic assessment in 2004, the financial management was adjusted.
Ability to increase the "financial" and "internal management" of the annual assessment indicators, for each
The internal management of each unit (department) has played an effective control and constraint.
1.2 Effective function of performance appraisal
The successful implementation of performance appraisal by enterprises embodies the following functions:
(1) Implementation of enterprise strategic objectives. The performance evaluation system may
Through the organizational structure system, the enterprise goal is implemented to manage individuals and achieve enterprises.
Organically combine the business objectives with the responsible person of the manager, and through the overall purpose of the enterprise
The monitoring process of goals and personal goals and the evaluation results of performance appraisal,
Effectively promote and judge the realization of goals.
(2) Promote the implementation of work objectives. Accomplished through enterprise goals
The person in charge of achieving the goal can predict the goal after repeated analysis and discussion.
Feasibility of realizing the standard. At the same time, through the monitoring and practice of the completion process
The evaluation of completion can find problems and eliminate obstacles to the realization of goals.
Factors, effectively foster strengths and avoid weaknesses, and promote the realization of work objectives.
(3) the benchmark of managers. Effectively provide jobs for people at all levels.
Performance information feedback, so that people at all levels can get the evaluation of the enterprise in time.
Information is beneficial for employees to obtain positive information and curb the spread of information. At the same time,
Managers at all levels will use assessment standards and performance assessment standards to shape themselves.
It will naturally become a benchmark for managers at all levels to evaluate Excellence.
(4) the center of creating value. Yi Jian between managers and subordinates
To establish a relationship of mutual trust, it is easy for the responsible person to know what should be strengthened and what should be strengthened.
We should overcome it, so as to realize self-restraint, self-development and self-improvement.
The results of performance appraisal become the basis for the promotion, demotion and salary adjustment of enterprises.
According to reports, performance appraisal has become the driving force for enterprises to achieve their goals. Performance evaluation department
Door is no longer a simple expense department, but an effective value creation.
The center of.
2 enterprises should pay attention to the implementation of performance appraisal issues
2. 1 appraisal purpose
To carry out performance appraisal, the first question to answer is why.
Whether or not to carry out performance appraisal is not clear, and it is bound to be done.
Performance appraisal is blind. Enterprises in the absence of clear strategic goals and objectives
Implement performance under the condition that the standard responsibility system and organizational management institutions are not perfect.
Assessment management, will inevitably lead to the task objectives can not be effectively decomposed, responsible person
Without clear responsibility, it is impossible to judge performance.
The core problem for enterprises to conduct performance appraisal is to let enterprises
The strategic goal was successfully achieved. To achieve strategic goals, people are among them.
The most critical factor. How to maximize the effectiveness of human resources and mobilize them?
People's enthusiasm, so that managers at all levels of enterprises have a sense of mission, and then send
Give full play to creativity to make the company have operational vitality, and then carry out human resources
Integration, let the best get their own position, inferior pressure, forming upward momentum, like this.
It is positive that enterprise goals can be successfully achieved under optimized human resources.
It is the most essential problem to be solved in performance appraisal.
2.2 target responsibility system
(1) From target to responsible person. Performance appraisal is not an isolated event, it
And enterprise human resource management, enterprise management, organizational structure and development strategy.
Is related, the strategic objectives of enterprises through the target responsibility system
Decompose the organizational structure system into various business units and corresponding responsible persons.
Hook. If the evaluation standard does not assume the job responsibilities of the responsible person,
Starting point, no personality and pertinence, no matter who is unified assessment.
Standards, it will be biased and fair, the evaluation results are distorted, and it is impossible to pursue responsibility.
Be persuasive.
(2) From the starting point to the end point. Because the target is not an independent department.
Success, from the beginning to the end of the task, through the improvement of every link of the enterprise.
Performance, ensure the best overall performance. Therefore, according to the business flow chart,
Clarify the cooperative relationship between departments and cooperate with each other.
Put forward specific requirements.
(3) The unanimous recognition of target responsibility. Decomposition of work objectives,
It is necessary to organize relevant responsible persons to discuss for many times, analyze the possibility and avoid obstacles in implementation.
Force, until the target is appraised and appraised, and then take responsibility.
Any book should be issued in a unified way, and the conditions of rewards and punishments should be clearly defined, which should be issued by the responsibility book.
The way of signing the responsibility letter between the issuer and the responsible person is determined.
2.3 Evaluation criteria
Enterprise performance is not a simple investment and return, cost and
The comparative relationship between benefits, because costs and benefits are subject to a variety of.
The influence of factors. Whether the index setting is scientific, comprehensive and effective is direct.
It is related to the objectivity and fairness of performance appraisal, so the evaluation index is set.
Must be the key factor to accomplish the target responsibility.
The following aspects should be considered when determining the index: ① Through hard work, in moderation
It can be realized in time and has time requirements; (2) The indicators are concrete and quantitative.
Quantification, behaviorism and usability; (3) Measurable, whether with
Compared with the past, compared with expectations, compared with specific reference, and cost.
It is operable, realistic, provable and observable; ④
If it cannot be quantified, the description shall be detailed, concrete and operable; ⑤ Consent system
Clear and convincing.
Evaluation method
() The assessment method of line management. In the balanced scorecard evaluation organization
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Hubei Hydroelectric Power Generation Phase IV in 2008
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Department, the specific person in charge of the assessment, hired by the person in charge.
The main test is the service management object of people, task sender and person in charge.
Check the performance of the person in charge. Co-director's
Personal performance evaluation and the evaluation of the cooperation department of the person in charge can be used as an aid.
Evaluation opinions. The above opinions are comprehensive as the performance of the person in charge.
Evaluation results. The general manager of the company is assessed by the board of directors; Deputy general manager
Assessed by the general manager and employee representatives; Performance appraisal leading group every
Evaluate the performance of department heads every month; Department employees are divided by department.
The person in charge conducts performance appraisal on it; The whole process is supervised by the Party Committee and the Commission for Discipline Inspection.
Supervision. Therefore, this assessment method is adopted because of the work of the person in charge.
It is arranged and implemented by the superior leader, who completes the work of the subordinates.
The situation is the most concerned and understood, and it is also the superior leader in management.
Responsible. To implement the responsible person, the superior of the responsible person knows best and is responsible for it.
People know best whether they have done something, so the superiors and subordinates in charge are responsible for each other.
The assessment of the appointee has the most say. Absorb the evaluation of cooperative departments and individuals,
We can try to make the evaluation results more objective and fair. If the evaluation method does not allow it
When some people who are not suitable to be judges serve as examination judges, it is definitely impossible to fill them in.
Knowing the work of the person in charge makes the evaluation inaccurate and easy to be used by the person in charge.
Produce resentment.
(2) the assessment responsibility of managers. The competent leader has the obligation and responsibility.
It is not appropriate to use democracy to evaluate the responsible person within its management authority.
Evaluation and other ways to shirk the responsibility that should have been fulfilled by the leaders. Some managers
I know the work of my subordinates like the back of my hand, but I don't want to point it out directly.
Although I am not satisfied with the work of my subordinates, I don't want to touch the spear directly.
Shield, it is difficult to adjust jobs, so we adopt democratic appraisal of the party.
Type, let employees say what they want to say. The result of this is usually
The examinee is not convinced, and breeds dissatisfaction with the manager and the assessment work.
Not only does it not promote the work, but it will also hinder the work. Pipes/pipes
The opportunity for managers to establish authority in the minds of the managed will also be lost.
Loss, subordinates because they can't directly understand the manager's intentions and their own.
The image in his mind does not feel the trust and leadership of his superiors.
It is also impossible to have a more comprehensive and clear grasp of subordinates, which is easy to form the crux.
Affect work.
2.5 Evaluation of information feedback and achievement cashing
(1) assessment information feedback. (1) Make a comprehensive evaluation of the results.
Analysis, especially for substandard work, to find out the reasons and
Modify it, adjust the strategic objectives, refine the post responsibility standards, and adjust the level.
Balance the contents of the scorecard to establish a new balance. If the evaluation results
Failure to communicate effectively with the responsible person in time, resulting in the responsible person unable to understand.
Dissatisfaction caused by the evaluation results. (2) Fully implement the evaluation results.
Use, by the management personnel timely communication with the responsible person, in order to
Give full and specific recognition to the advantages of the person in charge pointed out by the evaluation results.
It is best to supplement it with examples to make the responsible person feel that the leader does not want it.
It's empty talk, it's sincere recognition. For the existence of appraisers
Insufficient, it is necessary to clearly put forward, and ask the responsible person the reason and listen to his correction.
Opinions and suggestions on work, if reasonable, should be adopted as far as possible. as follows
Those who continue to be employed should put forward specific suggestions and requirements and ways to improve their work.
So as to ensure the improvement of work quality. Even if you don't make an appointment again, you should make it clear.
Let the person in charge fully understand and convince him. (3) Avoid assessment.
If the fruit is put aside, let the assessed guess, which will have a negative impact.
(2) Cash the assessment results. The assessment results should be based on the target responsibility.
Reward and punishment book, timely reward and punishment. If you put the evaluation into practice,
Form, the evaluation results will not be applied, and will definitely dampen the work achievements of the person in charge.
Polarity.
2.6 institutionalized assessment
Performance appraisal is a complex system engineering, involving planning, monitoring and testing.
Dynamic management, such as the application of nuclear process and results, constitutes the main work of performance appraisal.
Make content. Therefore, in view of the problems existing in the evaluation work, it is carried out continuously.
In order to improve the assessment work, it is also necessary to institutionalize and continuously open the work.
Show it. In this way, the assessment work will be highly valued by managers at all levels.
Pay attention to it, and its role as a value creation center will become more and more important. Ruoji
The effectiveness evaluation can't be sustained and institutionalized, and the responsible person can't be ideological and practical.
Really paying attention to performance appraisal will definitely stimulate performance appraisal.
The role can not be reflected, and the assessment results can not give full play to the role.
3 Conclusion theory
The implementation of performance appraisal in enterprises is suitable for enterprises in growth and maturity.
Enterprises, such enterprises as long as pay attention to clear strategic objectives, responsibilities and goals.
Clarify, implement and quantify through a sound organizational structure system.
Close the responsible person, and the planned work of performance appraisal will be implemented. Pairing dynamics
As far as monitoring system is concerned, according to the principle of balanced scorecard, success is considered comprehensively.
Key factors, formulate personalized and targeted evaluation standards and adopt them.
Take appropriate assessment methods characterized by straight-line management, and attach importance to the assessment results.
Fruit and timely feedback to be assessed, timely cash assessment results and will
The institutionalization of performance appraisal will promote the realization of strategic objectives of enterprises.
The realization of, and will effectively encourage managers at all levels to consciously complete both.
Set goals, consciously shape yourself according to benchmarks, and manage the enthusiasm of personnel.
Sex, initiative and creativity will be consciously brought into play, and the performance appraisal department will not only
It will simply become an expense department and a value-creating department.
Center, so performance appraisal management is worth growing and maturing.
Application in enterprises.
References:
Panton, Ludlow. Effective communication [M]. Beijing: CITIC Publishing House.
[Tang Yuee] Management Psychology [M] Changsha Hunan Education Press
[3] He Juan human resource management [M] Tianjin Tianjin University Press,
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Wang Ying: Discussion on Enterprise Performance Management in July 2008.
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