performance management system (Performance Management System, PMS) Performance Management System is a set of organic integration of processes and systems, focusing on building the collection, processing and monitoring performance data. It can not only enhance the decision-making ability, but also through a comprehensive range of balanced metrics to help companies achieve strategic goals and business plan. Performance management is the process between managers and employees to reach a consensus on the goals and how to achieve goals, as well as to enhance employee to successfully achieve the goals of management and the promotion of employees to achieve excellent performance management process. Efficient performance management system is an important tool for enterprises to achieve operational objectives.
performance appraisal is often referred to as performance appraisal or "performance" is assumed for each of the workers in the enterprise, the application of scientific methods of qualitative and quantitative, the actual effect on employee behavior and its contribution to the enterprise or value assessment and evaluation. It is an important content of Personnel Management, is one of the powerful means of enterprise management. The purpose of the performance evaluation through the assessment of each individual to improve efficiency, and ultimately achieve business goals.
edit this paragraph Introduction of performance management system is to achieve the ultimate goal of the enterprise is the driving force, key performance indicators and targets set for the carrier, through performance management
three links to achieve company-wide layers of various types of personnel job performance objective measure, timely supervision, effective guidance, scientific rewards and punishments, in order to mobilize the full enthusiasm and play various positions advantages to improve corporate performance, to achieve the overall objective of the enterprise management system. The three aspects of performance management: plans to develop performance metrics; routine and regular performance guidance; final assessment, examination performance and as a basis for determining individual returns.
many performance management methods such as MBO (management by objectives), KPI (key performance indicators), 360-degree evaluation method and so on. Because of the limitations of financial indicators, the American scholar Robert S. Kaplan and David P. Norton, the Balanced Scorecard performance evaluation method.
edit how the meaning of paragraph efficient performance management system to help companies achieve their operational goals?
(1) can business objectives into detailed, measurable standards;
(2) operational goals of macro can be refined to the specific duties of the employees;
(3) can be quantified indicators to track inter-departmental, inter-period performance change;
(4) can help identify problems in a timely manner, analysis of actual performance to reach the expected target;
(5) of the key capabilities and inadequacies do at a glance;
(6) for the effectiveness of business decision-making and implementation results provide effective support information;
(7) to encourage teamwork;
(8) provides tools for the development and implementation of employee incentives.
Edit this paragraph assessment if you want to make the evaluation of the effectiveness of an enterprise performance management system must be carried out from the following eight Latitude: First, the strategic objectives; Second, the division of labor; Third, management processes;, tools form; five performance communication; six performance feedback; seven or results of the use; eight, diagnosis improve. evaluation
latitude one; strategic objectives
strategic objectives as a basis, the performance management system is not relying on its synthetic utility will not be able to play. What is the purpose of the enterprise performance management? Provide support for the realization of the strategic objectives is to help enterprises to decomposition and implement the strategic goals of the enterprise, which is a performance management ultimately striving to achieve goals.
strategic objectives is the starting point and goal of performance management practice, first develop strategic objectives and the strategic target decomposition, the formation of the annual business plan for the year, decomposition tool (SMART principle) and then by the goal of performance management, decomposition to the departments, formation of sector performance goals, to implement these employees to a specific act, the formation of the employees' key performance indicators (KPI). So, look at a business performance management system effectiveness of a standard is to look at the strategic goals of the enterprise is clear, whether corporate management has been known, has been the decomposition.
evaluation latitude: the division of roles
usually, those who did not do a good job of enterprise performance management are not the role of employees in the performance management division do a good job, and therefore lead to implementation of deformation, a mere formality. So, we put the division of labor as a second evaluation of latitude. The experience of
, usually, to corporate CEOs, down to the ordinary employees, they are usually less aware of their responsibilities in performance management, not knowing what to do, how to do that. Therefore, a lot of managers and employees in the performance management was more passive, and often need human resources department urged, even corporate executives often need coordinated.
do any of the work, first of all should be a scientific and rational division of labor, and according to the division of labor to develop detailed work rules, the only way the work can only be understood well, well. Well, performance management, what kind of division of labor is effective it? Typically, the role of managers and employees in a business performance management is divided into four levels, respectively, corporate CEOs, HR managers, line managers and employees.
1, corporate CEOs: the division of roles is a supporter and promoter of performance management. Refinement work rules: (1) in the implementation of performance management on the mobilization of the General Assembly speech, to create a momentum to the implementation of performance management; ⑵ presided over the development in line with the actual business performance management program; ⑶ the auspices of the performance management training business managers; ⑷ presided enterprise managers seminar on enterprise performance management solutions, clarify understanding and eliminate misunderstanding; ⑸ the auspices of the Coordination of performance management, performance management continue to carry out the performance of communication and assessment; ⑹ of the vice president level managers; ⑺ presided Amendment a new performance management system, performance management system constantly improved.
2, HR managers: the role of the division of labor is the performance management of the organizers and consultants. Refine the work rules: ⑴ research performance management theory and corporate management, marketing, publicity within the enterprise performance management theory, methods and techniques for the majority of staff awareness, understanding and acceptance of; ⑵ organizational managers participated training and seminars on performance management, performance management skills so that managers be improved; ⑶ organizations to develop a performance management system in line with corporate status quo and tools forms; ⑷ organization line managers to develop performance goals for employees; ⑸ supervision and line managers and staff performance communication; ⑹ supervise the line manager to establish employee performance file; ⑺ organizational line manager performance appraisal and feedback; ⑻ organization line managers to help employees to develop performance improvement plans; ⑼ organizational line manager satisfaction survey performance management performance management system; ⑽ diagnosis to the company CEOs the reporting; ⑾ of the performance management system be revised.
3, line managers: the problems encountered in the process of the division of labor is a performance management implementation and feedback, the implementation of the performance management system, and the implementation of feedback to the Human Resources Department. Refined work rules: ⑴ read carefully to understand enterprise performance management system; the ⑵ staff revised job description, in line with the current actual; ⑶ performance communication with staff to develop employees' key performance indicators; ⑷ and staff to maintain continuous performance communication performance coaching staff; ⑸ record employee performance, and the establishment of employee performance files; ⑹ assessment staff performance; ⑺ the results of the performance appraisal feedback to employees; ⑻ staff satisfaction survey performance; ⑼ help employees development of performance improvement plans; ⑽ will perform the problems encountered in the process of feedback to the human resources department.
4, employees: the role of the division of labor is the owner of Performance Management (Owner), owns and produces the performance. The refinement work rules: ⑴ to seriously study the performance management system; (2) managers together to develop key performance indicators; ⑶ and managers to maintain the performance of communication to the manager to find the resources to support and help; (4) to record their own performance, and feedback to the manager; ⑸ continue efforts to complete and exceed performance goals; ⑹ analysis of their own performance in the performance cycle under the help of the manager, and the development of performance improvement plans. evaluation
latitude three: the management process performance management system
many companies tend to focus only on this aspect of the performance appraisal did not rise to the height of the process to look at the performance, I often just do some of the surface of the work, giving the impression that the left formalism . If you want to determine the effectiveness of a performance management system, you must start from the degree of perfection of the process, only with a sound performance management processes, performance management system may, otherwise, the effectiveness of out of the question. So, an effective performance management system which processes should have it? We can use the PDCA cycle to illustrate the problem. PDCA cycle Daiming Ti by quality management experts, it is also referred to as the "Deming cycle". The PDCA meaning: P (Plan) - Plan D (Do) - implementation of the C (Check) - check, A (Action) - Action summarizes results of the check processing, successful experience certainly and promotion of appropriate, standardized sum up the lessons of failure, not solve the problem on the next PDCA cycle. More than four of the process is not running on the end, but again and again, a cycle is over, solve some problems, not solve the problem into the next cycle, stepped spiral. PCDA cycle is actually effective logical work program for any of the work, is especially suitable for performance management. the
an effective performance management system should have four process:
1, to develop performance plans (P), to determine the key performance indicators (KPI);
2 performance communication and counseling (D), to ensure the effectiveness of the performance management process ;
3, performance appraisal and feedback (C), the outcome of the previous performance cycle testing and feedback; At
4 performance diagnosis and improve (A) review for improvement and into the next cycle.
evaluation the latitude: tools form
process to develop good, does not guarantee that it can be executed well, in order to perform well, more simple and practical tool designed for line manager of the human resources department form, as the performance management process control tool to use. Usually, a staff performance management system should include at least the following table:
1 employees key performance indicators management card "to help managers to establish key performance indicators for employees. Note that the management card, rather than the appraisal card, not to the last out, but frequently used in communication performance communication and counseling employees often see, in order to understand their goals, managers have always Look, in order to accurately know the performance of employees is run on a predetermined orbit. So, whether regular use, the important feature of the effective evaluation of the performance management system should be respected.
2 employee performance records card "to help line managers to record the performance of the employees and establish performance file. Establishment of employee performance files, to guarantee made by the manager of the staff performance evaluation is based on facts rather than imagined, to ensure that managers and employees performance feedback when "no accident" (No surprise) This is to ensure a fair performance evaluation fairness is very important.
3, "employees performance feedback card used to help line managers on employee performance feedback. Line managers on employee performance feedback is not vague talk, talk, should be based on the employees' key performance indicators Therefore, the line managers by virtue of performance feedback card to record the communication process, the formation of the record of performance feedback for the next step to help employees develop performance improvement plans to lay the foundation.
4, "employee performance improvement plan" to help line managers to develop performance improvement plans for employees. The performance end of the interview, the line manager should be the lack of performance out of the first performance cycle for the employees, to make constructive suggestions, and develop a performance improvement plan with the employees and, on the next performance cycle to be improved.
5, employee performance complaint form, used to help employees to appeal the injustice suffered appraisal, to ensure that the seriousness of the performance management system.
6 performance management satisfaction questionnaire to help enterprises to investigate the performance of the implementation of performance management systems as well as line managers in the implementation of the performance system, so that enterprises can continue to make the appropriate adjustments with your line manager to make performance management system has been improved and enhanced.
evaluation and latitude: Performance Communication
In fact, the process of performance management is a manager and employee performance issues to fully communicate and reach a common understanding of the process. In this process, the manager with the employees and set goals together to remove barriers, with the completion and beyond the goal, and to do all this, the performance of communication must be done.
So, we come to an enterprise performance management system evaluation, not just to see whether it's hardware have, but also depends on the software, such as the performance is good communication, performance is smooth channels of communication, the performance of communication habits has been established, and so on. evaluation
latitude six: performance feedback
performance here feedback mainly refers to the end of the performance evaluation of the results of the evaluation feedback, usually a lot of this work is not carried out well or not feedback or simply signing the cross, not the middle of the process. Both neglect of enterprise performance management system, but also the staff is not responsible. After the end of a stage performance evaluation, the line manager to be sure to evaluate the results of the way through the interview told the staff evaluation results with staff to agree to understand, and sincerely pointed out that the lack of staff exist, put forward constructive suggestions for improvement, if companies do not to do this work, and we can not think of enterprise performance management system is effective!
evaluation of latitude seven: results of the use of
usually performance evaluation with the staff of rewards and punishments is closely connected to the, if the evaluation of the end of the business did not honor the promises made no performing staff conduct incentive, then the enthusiasm of talented employees will suffer blow Similarly, if the evaluation after the poor performance of employees punished, it will also cause a bad impact on the company's management environment. So, after the end of the performance evaluation, must be in accordance with the provisions of the merit system, the results of the performance evaluation of the use of development performance system toward the virtuous circle.
evaluation Latitude 8: Diagnostic improve
diagnosis and improve the diagnosis of the entire performance management system, generally every year, the enterprise diagnosis system of performance management system should discover the existence of the problem and then be improved so as to continuously improve and enhance the spiraling trend!
edit this paragraph, the first part of the development of the performance management system, through assessment, performance appraisal, the formation of the three processes of performance management system.
has gone through a hereditary system (Xia Dynasty to the Spring and Autumn Period), recommendation system (the Warring States to the Northern and Southern), the imperial examination system (Sui Dynasty to the Qing Dynasty). The assessment methods used almost as anchor the titration and special event records law. After the founding of New China, the liberation of the initial assessment main cadres objects essentially Organization (cadres) assessment, a comprehensive evaluation of the standards, leadership recommended mass appraisal mainly to moral and political thought, and ultimately by the competent validation reported superior authorities. During the Cultural Revolution, unable to assessment; implementation of economic reform and opening up, the contractor indicator assessment (paid to the state profits), the implementation of the system of personal responsibility (task completion, responsibility and obligation to bear the situation) staff.
after the reform and opening up, the gradual introduction of the the KPI, MBO foreign performance appraisal method. Business the importance of talent, in contrast, the assessment methods require higher (fair and equitable public), more extensive examination results (incentives, salary adjustment, tune Kong, etc.). years later,
2000, the success of the BSC implementation of the performance management system was born. From the company's vision, corporate strategy as a foothold, the establishment of performance goals, decomposition to the assessment of people, ultimately achieving the objectives of the Community of businesses and individuals to achieve the formation of a penetration and integration of quality management, goal management, financial management, compensation management, integrated management tools - Performance Management System.
Edit this paragraph the second part of the performance management system consists of the following components:
1. enterprise original King Strategic
2. corporate objectives (medium-and long-term goals, including stakeholders, including shareholders' income growth, training clients, assist in the development of suppliers, employees personal fulfillment, social responsibility, etc.)
3. performance plan
4. the mechanism
5 of the performance appraisal process and assessment. performance coaching and performance improvement
6. performance appraisal results the application
7. performance optimization mechanisms
8 performance culture,
, edit this paragraph three parts in accordance with the corporate vision, using the five forces model, SWOT analysis, formulation of the paint business strategy, corporate strategy map. According to the strategy map, the establishment of a medium-and long-term goals.
decomposition method in accordance with the target, a target gradually broken down to the corporate sector.
edit the fourth part of this segment. established The performance management project organization
the in accordance with the stated objectives, organizational performance assessment team and selected performance management person in charge of general duties appointed commonly known as the Performance Manager can also be appointed according to the situation of the enterprise duties call. Senior Performance Management Hunts, performance management person in charge must have adequate performance management knowledge, strong communication skills, the enterprise must also manage prestige, at any time to resolve the various conflicts in the execution of performance management. Performance manager responsible for preparing the establishment of the Performance Management Group, the selection performance Commissioner, assigned the responsibilities of each member. Principle, selection and performance Commissioner, the need for performance management expertise, collected the data processing capabilities, including the company's internal processes are more familiar with, and provide process improvement recommendations, in order to play to the functions of the performance counseling. After
2. decomposition the individual goals
Group was established again break down departmental objectives, straight decomposition to the heads of departments and responsibilities, decomposition principle to SMART as reference. The gradual decomposition group discussions, the target approved by the persons responsible for the goal. Take-stage target management approach for the target can not be reached immediately suspended for finally be able to achieve the goal.
3. formulate The performance plan
in accordance with established goals, develop annual performance plans. Create conditions and provide the resources to reach performance goals. Including supplementary adjustment of staffing, equipment updates, research and development costs, sales or marketing budget. And a written performance goals and plans in Fig.
4. development of performance appraisal approach
performance plan based on the selected assessment methods. The maturity of the enterprise can be the BSC assessment methods. Overall simultaneously carried out using a variety of assessment methods. Quantitative indicators using the KPI assessment methods, can not be quantified, can be a 360-degree assessment method and critical incident assessment combined. the
5. been appraisal accept the assessment methods
using a variety of channels, including training, bulletin boards promotional concept meeting conveyed the appraisal understanding of assessment methods, while being assessment participation is widely listened to the views of the assessment people can absorption the rationalization recommendations, modified prior to the issuance of the assessment file.
6. Trial the performance appraisal
policy advocacy period and the trial period is considered to be the introduction period. In the initial stage, the approach to performance appraisal and the assessment in the run-in phase. Therefore, for the purpose of perfecting the system during the trial period of low scores from criticism and punishment. The reward all paid. The trial period is generally three appraisal cycle.
7. assessment the way official purposes
after a trial period of the test and revision, formally introduced. Even after the implementation of the unreasonableness of the amendments.
edit the fifth part of this paragraph. assessment process concern
performance manager to pay special attention to the progress of the appraisal cycle, timely detection caused by the low performance point at that. Especially in the early stage of an appraisal cycle, early detection and early treatment, and prevention of low performance.
2. Interim assist
an appraisal cycle, performance managers need people to maintain communication with being assessment, targeted to propose improvements provide performance help.
3. late analysis summarizes
the PDCA process within 5 days after the end of an appraisal cycle the appraisal should know the results of the exam, and be able to analyze the reasons for low performance point, as well as solutions. Performance the manager be summed weak assessment and analysis to help.
4. performance improvement
through a summary of each assessment, proposed the improvement of the performance appraisal cycle program, to achieve the purpose of gradually improving performance. Part VI of this paragraph
edit 1 the Training Evaluation
2. performance pay based on
3. position transfer
4. welfare payment (housing plans, employees interest-free borrowing)
5 end bonuses and dividends, based on
6. depending enterprises need widely used in the talent pool, employee career development
edit Part VII of this paragraph, a very important part in the ISO-9000, is concerned about the corporate continuous improvement. Performance management system is no exception, and optimize the mechanism came into its own particularity.
1. enterprise business change
2. flow improved
3. organization change (grouping, transnational mergers, etc.)
4 new materials, new equipment, new energy, new management methods generated with the use
5. enterprise environment changes (location, laws and regulations)
In short, after the formation of the performance management system, development must comply with the corporate improvement and improved. Not because of the shackles of outdated or expired performance management system into the enterprise, restricting the development of enterprises, employees.
edit this paragraph precautions 1 sound organizational structure, clear sectoral responsibilities and business processes
some companies found in the establishment of a performance management system to exist in some of the organizational structure, the functions of the departments and business processes, if these problems are not timely resolved, we will not be able to be set for departments or employees reasonable assessment indicators, if employees can not be done is responsible for its assessment indicators, the unity of the rights, benefits, and will not be able to arouse the enthusiasm of the staff to achieve the goals of;
2. indicators and targets set communication and consistent
of process different companies have different cultures, especially accustomed to higher authorities, subordinate to the implementation of the enterprise, it is difficult to accept that we are advocating on the lower level of common communication and consultation to determine the assessment indicators, but the indicators just superiors unilaterally enacted, the same can not arouse the enthusiasm of employees to achieve objectives;
3. flexibility in the use of performance management tools or methods
Balanced Scorecard is a more comprehensive approach, but must be taken to avoid staff assessment indicators is set formality, for low-level employees in terms of balanced scorecard is not the most appropriate, should specific conditions;
4 combination of quantitative and qualitative indicators
some enterprises in order to avoid the subjective assessment of defects in the past, the only pursuit quantitative indicators, in fact, a lot of work to rely on quantitative indicators do not measure the main focus of its work, especially for management support departments, so we are reminded in the setting of the indicators have to consider a combination of quantitative and qualitative indicators, and take full account of the work the specific nature and characteristics, to avoid from one extreme to the other extreme; changes in the scope of
5 changes in wages
large state-owned enterprises would still have control of the total wages, changes in income in real terms is some control, in theory, changes in income should vary with specific performance of enterprises (especially sub-enterprises) to the same percentage of increase or decrease in the change in income due to the control of the Group on the total wages, can not be completely changes, which allows us in determining the performance return, should be combined at this stage of the specific situation of the domestic design compromise.
edit this paragraph diagnosis ⑴ human resources management system combined with enterprise management system specification to develop performance management system and the implementation of programs
⑵ on the performance management function status, organizational settings, the terms of reference for the work of the division of labor as well as to participate in the council staff's responsibilities, privileges, obligations and provisions
⑶ clearly defined goal of performance management procedures and steps, and make all the personnel evaluation method based on the detail to explain
⑷ detailed description of the performance evaluation category, level, duration and form requirements and evaluation procedures
⑸ on the evaluation of the results of the application and the accompanying human resources remuneration, rewards and punishments, personnel changes and other relevant provisions of
⑹ make clear provisions of the various functional departments of month, quarter, six months, annual report and summarized and staff appeals
⑺ specific formulation of performance manage files in order to avoid the "push without moving, stagnant situation makes employees participate fully in to provide advice
⑻ In order to facilitate the operation and accuracy of the evaluation indicators are quantified as far as possible and measurable; shall be specific behaviors or indicators
⑼ feedback of evaluation results to the assessed persons, emphasizing transparency the clear sexual and objectivity
⑽, stressed that the purpose of the evaluation of the past is how to improve and grasp now goals in the evaluation and the results of the use of; rather than "seize yesterday and hold "
edit this paragraph build steps first step to clear the strategic
second step decomposition the focus
third step decomposition of the key factors
fourth step draw strategy the map
fifth step into key factors the performance indicators
sixth step defined sectors the mission
seventh step implementation of the company and sector indicators
eighth step the indicator elements designed
first step: clear company strategy
companies implementing strategic performance management, strategy combing First, clear corporate strategy is a strategic issue confirmation :
-corporate mission systems the statement
task system consists mainly of the corporate mission, vision, core values strategy target. The so-called corporate mission, enterprises in the social and economic development should be the role and responsibility, that the reason for the existence of the business with the relative stability of value, corporate mission. The vision also called vision of the future, the companies want themselves what kind of a business, we are always fighting for and hope to achieve picture, it shows that the expectations and the pursuit of the organization for the future. Core values is the business judgment standard of right and wrong, that enterprises agree with what, against what standard the core values of the company employees behavior guidelines. The overall goal of the strategy is the a specific corporate mission is the pursuit of a larger goal. development of
-strategic demands the theme
development strategy, also known as group strategy, corporate strategy, business development strategy is mainly descriptive enterprise is what the existing business portfolio and, wishing to enter the field, take the growth, maintain or contraction of the development strategy, the product geographical and customer choice is to take a single business or diversified, to take related diversification or unrelated diversification and other issues.