At present, many domestic enterprises are implementing "performance management", however, more and more performance evaluation systems are implemented for the purpose of "assessment". It is easy to manipulate the assessment system within the enterprise organization, so it also makes people question the objectivity of the assessment results. Some enterprises use the slogan of performance appraisal, but completely misuse the true connotation of performance. How can we effectively improve the efficiency of performance management? We will discuss it from three aspects.
First, the way of performance management has changed from "one size fits all" to realizing the value of "respecting individuals". Different departments and different business natures apply different management methods. For example, the business department implements flexible working system, which can freely arrange time and office place on the premise of quality and quantity, which greatly stimulates the enthusiasm of employees and greatly reduces the turnover rate.
Second, the focus of performance management has changed from strengthening quantitative indicators to paying equal attention to quantification and quality. Due to the particularity of the industry, it is not appropriate to blindly pursue quantification, and it usually takes a long time or a certain period to obtain its performance results. Some jobs even have great uncertainty and will not produce immediate benefits. Therefore, it is difficult to reflect the work results in a short time, which further increases the difficulty of performance management and assessment.
For example, employees who are newly employed or lack work experience have a large assessment coefficient in the work process, while the main person in charge of the project has a large assessment coefficient in the behavior results, and the coefficients of the two are dynamically changed according to their post responsibilities in each project or business. This move has also greatly improved the fairness and rationality of performance management.
Third, employees' behavior and expected results are linked to their own income, which can directly activate their initiative and enthusiasm; On the other hand, enterprises can stimulate the enthusiasm and potential of employees through goal setting and target management system.
In addition, effective performance management can promote the systematization of human resource management, which directly depends on the establishment and scientific degree of performance management system and its connection with other modules of human resources. Therefore, enterprises must be able to continuously organize learning through the process and results of performance management and understand the causal relationship between performance indicators and strategic objectives, so as to improve strategic planning and improve the efficiency of enterprise performance management.