2. What employees need is not management but motivation.
3. All management behaviors that can't directly output business value may be a waste.
4. result-oriented, data-based, and effect-based payment.
5. What enterprises really want to buy from employees is the explicit value oriented by results and effects.
6. I am not afraid of the increase in employees' wages, but I am afraid that the value of employees will not increase.
1. Performance appraisal is not equal to performance management. Performance appraisal pays attention to the results, and performance management manages the process of performance achievement in addition to the assessment results.
2. Target performance management is an important management tool to ensure the realization of the strategy. It ensures the certainty of operation and management and the certainty of goal realization by defining the work content and standards.
3. To correctly import the target performance management project, there are four problems to be solved: ① personnel's thoughts are not unified; ② The indicator setting is not systematic; (3) the assessment scores are artificially beaten; ④ The process management is not strict.
4. Performance management is a project with full participation, which mainly involves four departments: the general manager is responsible for implementation, the human resources department is responsible for organization, the evaluation is mainly based on front-line departments, and the implementation is mainly based on employees.
5. It is better to prevent problems than to solve them: performance management is as important to enterprise management systems as dashboard is to cars. Display the operating data of the whole enterprise, give early warning of abnormal situations and make timely adjustments.
6. The method of transforming the target performance management training after training: ① form a performance management team within the enterprise to carry it out by itself; ② form a performance research team with other enterprise students to discuss the solution. (3) directly introduce a team of experts to carry out counseling.
7. How to assess the functional departments whose management cannot be quantified? What can't be quantified is streamlined, what can't be streamlined is refined, and what can't be quantified is qualitative. Qualitative methods are also available.
8. The most important value of the goal and performance management system to the enterprise is: ① making the achievement of enterprise goals certain; (2) Strengthen inter-departmental cooperation; ③ Improve the overall execution; ④ Improve employees' skills; ⑤ Improve enterprise profits ⑤ Reasonable distribution, more work, more pay. Finally, improve the overall management level.
9. There are three modes of performance appraisal: ① results-based appraisal, namely kpi; ② Process-based assessment, namely gs; ③ Quality-based assessment, namely kci.
1. "All activities of an enterprise are aimed at improving performance and achieving goals", and performance management is the management of people. People's management is divided into two aspects: ① enhancing people's will and ② enhancing people's ability.