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1、精品名师归纳总结IntroductionWith the improvement of Chinas market-oriented and competition intensifies, the performance management system is being more and more Chinese enterprises to learn and use, performance management as an important function of human resource management has become a corporate human res
2、ources management workan important means and development tools, fulluse of resources enterprises enhance their core competitiveness, gain competitive advantage in an important way for sustainable development of enterprises plays a big role Martin& Bartol 1998.However, inpractice human resource perfo
3、rmance appraisal, whydo Chinese enterprises get good results. Why did not only play the role of performance appraisal, even to its opposite.Literature reviewPerformance evaluation as an important tool to improve business and employee performance is becoming increasingly important. In reality, many C
4、hinese enterprises are only in the form of performance appraisal, there are many problems in the performance appraisal process, which did not play the role of performance appraisal. This paper is to the Chinese enterprise employee performance management problems and solvingSuggestions to do some res
5、earch: Such as performance appraisal atmosphere is not strong, scientific performance evaluation standards, evaluation, subject selection mistakes, improper evaluation method selection, and performance appraisal feedback inadequateExplain Performance appraisal and Performance managementThere are man
6、y definitions of performance, generally refers to the work of the results achieved through the efforts of the staff, including efficiency, impact behavior, and the behavior of the organization to achieve strategic objectives. Performance management is a series of employee-centered interventions, the
7、 goal is to fully develop and utilize the value of each employee to achieve improved organizational performance and achieve organizational strategic objectives of management activities. Performance appraisal is carried out by the examination were normal duties behavior was examined in those who obse
8、rve, record, and in fact, based on the evaluation in accordance with a certain purpose, in order to train, develop and utilize the capacity of members of the organization.Performance appraisal, also known as performance evaluation, is to the working performance of the employees current position cond
9、ition, and the potential of a higher position, organized, as much as possible on a regular basis and objective可编辑资料 - - - 欢迎下载精品名师归纳总结evaluation, is an important part of organization performance management cycle. The ultimate goal of performance appraisal is through the integrated use of the result
10、of the performance evaluation, staff to create greater value for the enterprise.Performance management is the management of employee behavior and output it intheframeworkoftheexistinghumanresource management, strengthen people-orientedthinkingandoperabilitybased ontheenterprises strategic developmen
11、t objectives as the basis, through regular performance assessment of the employees behavior and output of an objective, fair and comprehensive evaluation.Performance plan specifically refers to all levels of managementand employees to achieve organizational goals to participate in the development, p
12、erformance coaching communication, performance appraisal, application performance results, performance goals to enhance the continued cycle, the purpose of performance management is to continuetoenhance individuals,departments andorganizational performance Cederblom 1982.Performance appraisal is onl
13、y a link in performance management, is the summary of the antecedent work of performance management and evaluation, and is far from the whole performance management.Problems and Suggestions1. The problems existing in Chinese enterprise performance management:1.1. Enterprises donotpay attentiontoperf
14、ormance appraisal. Company executives even senior leadership performance appraisal lack of awareness, not to performance appraisal as an important task to complete. They did not really understand the important role of assessment,that the performance appraisal is a simple job evaluation, will not bri
15、ng benefits and profits for the company, but also a waste of time. Part of the leadership in order to stabilize the superior-subordinaterelationship, take care of personal feelings, or for other reasons, reluctant to implement performance appraisal policy.1.2. Performance appraisal be disjointed wit
16、h strategic objectives. Performance target companys various departments are not from the business layer by layer decomposition strategy, but according to the content of the work of various departments put forward, which is bottom-up reports, rather than top-down decomposition. Thus, performance mana
17、gement and corporate strategic objectives disjointed phenomenon occurred, it is difficult to guide all employees tend to target tissue.1.3. Performance appraisal purpose is not clear. Enterprises assessedand be assessed have failed to fully understand the performance appraisal, think this可编辑资料 - - -
18、 欢迎下载精品名师归纳总结is just a kind of management means, rather than management purposes, sometimes even for the inspection and assessment,the assessmentof the principle of confusion and contradiction, in such aspects as evaluation content, project setting and weight showed no correlation, optional. Make pe
19、rformance appraisal system, lack of seriousness, and performance management continuity is destroyed.1.4. Performance management of the steps is not perfect. Many enterprises only performance appraisal, there is no performance training, performance plans, performance feedback and performance allegedl
20、y interview. Employees of performance appraisal has a fear or rejection, think of performance appraisal is the company a chance to deduct employee wages. No inspection before the performance of the training, the staff is very difficult to accept performance appraisal from the heart; Inspection after
21、 a lot of enterprise organization performance interviews and performance feedback, employee to places they do not also no way of knowing, information communication, so it is hard to employee performance appraisal for ascension, it is hard to improve the companys overall performanceSchraeder & Portis
22、 2007.1.5. The content of the assessment has problem. Examination content formulation process has not been assessedto participate in, most of the companys evaluation content is the manager of the human resourcesdepartment, can appear the performance appraisal content and staff is not in conformity w
23、ith the actual work,not enough reasonable assessment index or excessivesituation assessment index, to the real response of the assessment content notemployee performance, the effect of impact assessment.1.6. Assessment process lacks openness. Some companies have chosen the closed-end management syst
24、em, the lack of face to face discussion with the employee performance appraisal process and result, employees do not know what led to the assessment process of his upper assessment reviews isa, lso do not know how to improve their work.1.7. Assessment period is unreasonable. At present most enterpri
25、ses is only once a year assessment,in fact different performance indicators need different examination cycle. For task performance indicators, may need a shorter examination cycle and the surrounding performance indicators, is suitable for the examination, in a relatively long period of time.1.8. Th
26、e assessmentresults using single. The assessmentresults as the basis of the bonus distribution, no and staff promotion, salary, training, and other incentives.可编辑资料 - - - 欢迎下载精品名师归纳总结1.9. Performance Management process is not part of the complaint, does not have a performance complaint settlement bo
27、dy. Staff evaluation results have opinions not get a reasonable explanation.2. Solve the advice2.1. Establish a scientific concept of performance, and improve the emphasis on performance management work,the company leadership attaches great importance to the performance managementfrom the concept, r
28、ecognizing the role of performance management, start from oneself, show leadership, to encourage and support performance management work.2.2. Renew the idea, make the enterprise from the leadership to employees for performance management have a comprehensive understanding. Conceptual problem is ente
29、rprise implementation of performance management of the biggestbarriersandstumblingblocksontheroad,tomakethe implementation of the performance management effectively, must stress that the performance of the consciousness, the idea of change management. Must recognizethatperformancemanagement isnotonl
30、yreferstothe performance appraisal, it is a management system, performance management is the most fundamental purpose inorder to continuously improve the organization performance, make the core competence of employees and enterprise, realize the common development of enterprises and employees, and s
31、alary, bonus, promotion or demotion just performance management performance appraisal results inan aspect ofapplication. Performance management is the responsibility of the humanresources manager, notjust up to the top, down to the grass-roots staff in the performance managementof the process should
32、 be set each other off of the performance management responsibility. Managers at all levels should put performance management as part of its daily work Twomey & Harris 2000 .2.3. Specific performance appraisal purposes. Mainpurpose ofperformance appraisal should include: to understand the job perfor
33、mance, to know people, choose people, hire people, employing people, evaluating people, cultivation people, retain and motivate people to provide basis; provide the basis for position change; provide the basis for the distribution of bonuses. As the human resource planning, provide the basis for org
34、anizational change and development of the decision.2.4. Complete performance management steps, in practice should include a complete performance management cycle, performance plans, performance appraisal, performance feedback interviews, exhortation contains several links such as performance, the pe
35、rformance managementprocess, then can let employees do it in a normal state of mind rather than exclusion attitude in可编辑资料 - - - 欢迎下载精品名师归纳总结the face of performance management, also can let employees have a transparent clear understanding the appraisal result, know more about your work performance,
36、to improve individual performance to provide better protection.2.5. Make objective and clear appraisal standards and appraisal content is the basis of performance appraisal, should be assessedthe immediate superior combination of human resources experts withdifferentdepartments and different positio
37、ns of particular case study. In the performance appraisal, must try to take the form of objectivity, is closely related to the work of the evaluation criteria.Job descriptionorjobanalysis istodevelop the assessment criterion of effective reference content.2.6. To improve employee engagement, and the
38、 supervision mechanism in the process of assessment. Let the performance appraisal work in environment of openness,fairness and justice. In the process of performance indicators to draft, as far as possible let employees involved in making; Before the implementation of the performance of the perform
39、ance of the training is very important, with such a previous import stage, makes the employees of the wholeprocess ofperformance management and contenthad certain understanding, eliminate nervous psychology; Feedback after the evaluation of the performance results, effective feedback can not only ma
40、ke executives bemastered theprogress ofgoals,canthroughconversationand communication, discusses the problems of performance evaluation, so as to help employees objective performance improvement plan. At the same time, the achievement of certain employees, improve employee satisfaction, can make the
41、employees to work harder.2.7. Shorten the evaluation period, increase the inspection results. Present enterprise performance evaluation are mostly in the annual assessmentof memoirs typeor halfa year, thismethod cant timelytothe staffs achievementandtheinsufficiency,bademployeeawarenessof self-perfo
42、rmance and improve in time, thus to increase the monthly, quarter ofexamination and daily inspection, combine various examination and orderly. Strengthen the daily inspection, it mainly evaluate employees daily work duties and temporary work task in attendance, responsibility, plan and temporary wor
43、ktask progress and result tomake periodicemployee performance evaluation; At the same time the attention of employees adopt personalized assessment, and to quantify the individual appraisal target clear, make the personal assessment and responsibility, combining work target, fair and objective evalu
44、ation of individual performance.2.8. The integrated use of the assessment results. Performance evaluation results can be used in employee training, compensation, position change, etc., the use of performance appraisal results is a vitalpart of the performance可编辑资料 - - - 欢迎下载精品名师归纳总结management, if th
45、e results of the appraisal is applied proper, for the implementation of the performance appraisal can have a great role in promoting, otherwise, will influence the effectiveness of the entire performance management work. Therefore, must attach great importance to the integrated use of performance ap
46、praisal results, so as to give full play to the performance appraisal in motivating employees, cultivating enterprise culture, promote enterprises core competitive ability of huge role.2.9. Set up the system of assessmentof appeal. Assessment of the causes of complaint, it is being measured people d
47、issatisfied with the results of the appraisal, the second is employees of evaluation criteria used inappropriately, unfair. Therefore, to set up a performance complaint handling, let employees can express their views. Appeal to investigate the situation of employees to determine whether events are t
48、rue, then began to formal acceptance.2.10. Performance standards in the whole assessmentis an important link in the process, but often overlooked by people. Job analysis has been clear about the things to do, but the must achieve the level of performance standards. The twotogether toclaimtostafftoexplainit.Accordingtodifferent performance standards, assessedthe collocation of scientific performance appraisal method. Set clear performance standards there are three main purposes. ATo guide the behavior of the staff to achieve established standardo