Performance:

Many companies still define performance management as bonus, and begin to evaluate the quality of an employee. This is a result-oriented reverse performance, so it is not real performance management. First of all, we need to know:

What's the difference between performance management system/performance evaluation system/incentive system?

1) performance management system:

It includes the cycle of goal setting, process management, result application and feedback counseling, and has an incentive system to support the application of performance results.

2) Performance evaluation system:

Including performance result evaluation, employee grade distribution, employee behavior evaluation, comprehensive result evaluation and measurement.

3) Incentive system:

Motivation includes both material and spiritual aspects. The most direct way on the material level is to raise wages, issue bonuses and issue stock options. Spiritual encouragement includes honorary promotion.

Performance management thinking: first of all, there must be clear goal setting and splitting.

Performance management:

What are the two important premises of a performance management system?

1) job analysis:

We need to know the responsibilities of each department, the responsibilities of each post and what they do under the organizational structure. Only in this way can the goals be decomposed into various appropriate departments and positions.

2) Develop strategies:

We need to have a clear strategy as the input of information. This strategy should conform to the company's value orientation and the strategic objectives should be known to every employee of the company. Summary of performance management: performance management without clear assessment indicators cannot be assessed.

How does HR learn performance management?

1) Need to know the meaning of performance management.

2) The logical relationship between performance and reward.

3) How to design the salary budget.

4) Know how to communicate and manage.

Promote performance:

You will find that the most fundamental problem in implementing performance management is that all managers and employees do not want to be assessed, but they all want to be rewarded.

The following methods can effectively promote performance management:

1) Combined with performance management scheme:

Purpose and significance: how to achieve the goal, improve efficiency and implement the strategy through summary and improvement again and again?

(2) Coverage objects of the scheme: support between departments and maintenance between managers and employees.

③ Subject of scheme implementation: companies, departments and individuals.

④ Core principles of the scheme: general principles and special circumstances.

⑤ Performance target setting: company performance, department performance and individual performance.

⑥ Assessment cycle setting.

⑦ Check the implementation plan.

(8) Application of assessment results: application of performance bonus.

2) convince the boss to open the platform:

Just having a performance management plan is not enough to win the support of the boss. It is necessary for the boss to personally say at the public meeting what principles should be embodied and to what extent performance management should be achieved.

3) Strong principle, soft landing:

Hold tough ideas and principles, but put yourself in the position when implementing them, and persuade managers to repeatedly confirm the feasibility of goals with their bosses in the process of leading the team.

Construction ideas: first pay attention to integrity, and then pay attention to depth;

Integrity refers to PDCA of performance management. PDCA includes process method, performance management, target management and project management.

Depth refers to the decomposition of performance goals, company goals to departmental goals to post goals to employee goals.

For example:

(1) In management by objectives, the company objectives and departmental objectives come first, and the employee objectives can be absent first.

(2) first assess the managers, and then assess the employees, but the bonus package can be issued by the managers. This can first arouse the enthusiasm of managers, because it is necessary to determine the bonus that managers get and the bonus package that this department can get through assessment. If you think you can't finish it, you will take the initiative to discuss it with the company repeatedly, thus effectively promoting the final result.

Summary: As much time is spent in the front, how much time can be saved in the back.