Performance management E, how far away from us（绩效管理E化,离我们到底有多远）

Performance management E, how far away from us（绩效管理E化,离我们到底有多远） Performance management E, how far away from us(绩效管理E 化,离我们到底有多远) We are in an era of extremely demanding performance, and Darwin's survival of the fittest makes business competition extremely cruel. If an enterprise wants to survive and develop in such an environment, and to strive for excellence, it must rely on the unique and outstanding performance of the enterprise. Then, the successful implementation of performance management, in the next ten years, will be excellent and mediocre enterprise watershed. Make your employees work for benefits At present, more and more enterprises have joined the part of performance management in the human resource management. What the hell are they doing? Work oriented is the prevailing pattern in most enterprises. All the staff in the early assessment will be by yourself or the superior the definition of the working period of the work target, in the whole process in the follow-up, focus on the work objectives to speak, whether it is paid in bonuses, or at the end of comments and elimination etc.. Generally speaking, if such a set of methods can be successfully implemented, the benefits of the enterprise should be improved completely. However, an important factor: how to determine performance for each employee has become the key to the success of the approach. Human evaluation or assessment, are also used in the definition of some key ability of job responsibilities and clear business enterprises, using quantitative form, for each employee scoring, evaluation results and objective evaluation results in different weight distribution, a final performance score of employees. All companies that use performance management want to achieve an objective that enables all employees to work for the benefit of the enterprise. In order to achieve this goal, enterprises can be said to be the best approach, they use performance feedback and performance tracking to make regular communication with staff supervisor; Balanced Scorecard, objective management, key performance index system, and combined with the performance salary system these are more and more enterprises use; 360 degree performance appraisal leadership assessment, corporate culture, and even become a necessary means of performance management From the numerous to find the clear The current human resources management system on the market mainstream in both the performance management function module, but without the same coat, we can see several forms of such: Simple form: able to provide information platform for enterprises. In function, it is mainly used to record the data obtained in the performance management process, but the management process itself has not involved. For those enterprises whose performance management has not really formed a system, such information systems will be more suitable for them to work. Semi compact: this software can complete the definition of performance management process, but there are still many deficiencies in many links. How do you represent a balanced scorecard? How to achieve the true sense of the 360 degree assessment? How to adapt to the increasingly frequent changes in enterprise performance management? How do you summarize and analyze the results? How do you combine performance with compensation and training? They are able to accomplish quantitative, scoring and human assessment processes that can now be accepted by more and more companies. In the early stages of the implementation of performance management, the choice of such software will be more appropriate. High efficiency: finally, those who take full account of the whole process of human resource management, they have seen the flexibility and diversity of performance management from the initial stage of design. Performance management is considered as a link in human resource management, and organic results are reflected in salary and training. At the same time, attaches great importance to the full participation of performance, employees, managers, business leaders and HR organic is assigned to each link of performance management, the collaborative operation, to maximize the benefits for the enterprise information management. Full of foresight, the balanced scorecard, 360 degree assessment and complex quantifiable index system designed to the system. The ability to extract data necessary for performance management from other enterprise information systems is also a major feature of such software. From the aspect of application, such software has the characteristics of flexibility and standardization, The enterprise can use it to record the performance information, and also can use it to complete the increasingly mature performance management process. It can be said that once the choice, lifelong benefit". From the current HR software, jointly issued by Neusoft and Hewitt's TalentBase human resource management system and close to a great extent. Things don't get twice the result with half the effort We have a fully functional electronic information system in our hands, but why haven't we achieved the desired result yet? For these reasons, we must pay attention to these aspects: Combined with management consulting will enable the software to maximize the effectiveness of performance management in electronic operation, enterprises must first have a clear management approach, especially for electronic reference method. If not yet, it is recommended that enterprises first invite relevant consulting companies to sort out enterprise performance management. Of course, before this, the establishment of enterprise post system and post responsibility must be completed. Otherwise, the electronic management of performance will have no basis. Focus on communication in the process: don't rely on the entire process of electronic communication, and ignore the communication between people. In every aspect of performance work, employees and supervisors should communicate closely. Find gaps in communication and develop from change. Performance evaluation is based on team performance: many companies are assessing employees, but often do not have a clear team performance goals, team performance evaluation. If managers want to have relatively objective performance appraisal, they should give priority to team performance rather than individual performance. The enterprise managers in the implementation of the evaluation team, we should pay attention to the following aspects: to win the team's attention and recognition; the team to ensure consistent strategy and organization strategy; ensure the team performance evaluation is to solve the problem, so as to improve the team performance; and to work with each team of the members of the. Improve the affinity: software vendors must from the reality of enterprises, help enterprises to realize electronic performance management, from function to process each link in full consideration of individual enterprises, satisfy the electronic performance management process for enterprises. From the simple and friendly interface, from the definition of process flexibility, comprehensiveness, from the aspect of work from the analysis results, the diversity of many aspects, in order to get the real service for the enterprise, bring the benefits of human resource management information system. The perfect combination of consulting and software Shenzhen 39 pharmaceutical group of electronic human resources management in the application of Neusoft and Hewitt TalentBase human resources management system, has the position system, salary system and performance appraisal system of management consulting. Therefore, in the application of electronic performance management before, they have been fully prepared the corresponding assessment process and index system, post position is clear. In the specific operation, on the basis of human resource management operation consulting design company, starting from the performance of the strategic target, first by the Department in charge of the Department's work plan, staff reference department work plan defines employee work plan. Each working link has realized the electronic examination and approval at various levels. The evaluation process is 360 degrees in the full sense. It has many scoring levels and a wide range of personnel, which fully reflects the fairness and justice of performance management. Employees' ability evaluation is another important part of their performance management. Starting from the core competence of the enterprise, it can evaluate employees' ability in many aspects. Finally, the more important thing is not to score and score of all operations, in each link they use provide performance feedback and tracking performance of two-way communication staff and the director, supervisor and employee software. The clear performance process definition, multi-level performance appraisal, the target system with the enterprise and timely feedback and communication become the remarkable characteristics of the enterprise performance management electronic, Can be referred to as a perfect example of the perfect combination of consulting and software.