Look at the picture first, and then I will introduce you to the working method of this model:

P-O model unifies enterprise goals and three important factors that affect employee performance-post analysis, performance appraisal and salary design. Enterprise goal is the starting point of human resource management system design, and post analysis, performance appraisal and salary design are all aimed at providing strong support for the realization of enterprise goal through the optimization of human resource management system; Post analysis provides the content and method of performance appraisal, and clarifies the salary difference between different positions. The results of performance evaluation determine the performance pay of employees, and at the same time, the results of employee performance evaluation become an important reference for job analysis, job design and job change. As an important feedback mechanism, salary can support the lasting and efficient operation of performance system, and the salary level of different positions affects employees' willingness to change jobs.

① Job analysis: job analysis. Through the in-depth study of the company's business characteristics and operation process, the job responsibilities and skill requirements of each position are accurately described, so that employees can clearly understand the company's definition of their job responsibilities and requirements for their skills, stimulate their work initiative, and provide a basis for "designing the salary and job evaluation of employees in this position".

After the job analysis is determined, it is usually accompanied by the establishment of work objectives. The company decomposes its business objectives at different levels and implements them in every department and every employee.

Through post analysis, establish an organizational structure to support the efficient operation of the organization and avoid overlapping and unclear responsibilities. At the same time, employees' clear understanding of the completion of their own work goals directly affects the realization of the company's overall goals and enhances employees' sense of responsibility and creativity.

② Performance management: On the basis of post analysis, timely evaluate the operational efficiency of all aspects of the organization to ensure the realization of organizational goals.

In the performance appraisal, modern human resource management tools such as target management are introduced to solve the assessment problems of important work objectives (key performance indicators KPI) and general (but by no means dispensable) work objectives, and to solve the evaluation problems of individual work ability and work attitude while paying attention to performance appraisal, and to solve the coordination problems of individual assessment and team assessment of employees, so that companies, teams and employees can acquire the ability of sustainable development.

(3) Salary management: on the basis of job analysis and job evaluation, compared with the salary levels of local and major competitors in this industry, it reflects our dominant position and competitiveness; Internally reflect the differences between people with different positions and responsibilities, take into account the moderate balance between various units within the company, and establish the company's salary system. Let every employee know his salary development space, so as to attract and retain outstanding talents.

The salary income of employees is linked to the assessment results, and the payment of salary is linked to the performance assessment results, which stimulates the work potential of employees and makes the salary transition from the original single function to the dual function of reward and incentive.

④ Management by objectives: job analysis, salary management and performance management all revolve around the core purpose of ensuring the realization of strategic objectives of enterprises. After the company-level objectives are determined, through the gradual decomposition of the company's business objectives and management objectives, a layer-by-layer supporting target system and key performance indicator (KPI) system are established within the enterprise, which points out a clear working direction for every employee of the enterprise, provides a basis for the implementation of enterprise assessment, and makes the enterprise work in the same direction.