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Method of performance management, so far has been relatively mature, whether by the consulting company or designed by the enterprise "s human resources manager system of performance management in technology has been basically can guarantee the scientific and advanced. But why many enterprises are saying: performance management execution does not continue, the implementation is not in place, doing a form?
In consulting projects in the process we found that, as of the performance management system design is for enterprises to build a performance management framework, its scientific nature, rationality does not guarantee that enterprises can effectively run the performance management; and to the performance management can run effectively, the need for principles, strategies, step by step to promote, and grasp the key points in the process of pushing, and a bit of which the key is to clear: the performance management is the "number one project".
One, why performance management is the "number one project"
People usually think, executive performance management system of enterprise unit, than a business unit to execute much easier. In 2008 we Ji'nan institutions into the performance management system, originally thought to promote difficult unit, performance management system operation, but is smooth, the effect of good. In fact, the organization in the performance management system to promote the process, the most obvious characteristic is: a direct drive.
Why performance management system needs to handle directly promote?
Performance management, as a management system, get to the root of the problem is a kind of "means", as a means of it to serve the purpose of. The purpose of performance management is the organization's "performance". Whether private enterprises, state-owned enterprises, and institutions, the organization's properties are not the same, its focus on the "performance" of different, but they are nothing more than the chief concern is the focus of the organization's performance directly, it can be said that "a performance". A performance, of course need leaders to grasp. In addition, as the group's leader, must carry on the management of an organization should first clear the task of the organization goal, then, will the mission objectives by reasonable decomposition, which translated into a "full performance". The full performance, strong drive ability to only leaders have global. Performance management is to a certain extent, "inhibition", only a Buddism godness Guanyin Bodhisattva can give Sun Wukong wore on, two brothers want to give big brother wearing a "inhibition", it is purely fine. Look for. If want to let big brother said: "wear this stuff very nice", which is tantamount to "tell some fantastic tales". (Note: the leader is a Buddism godness Guanyin Bodhisattva, the business sector is tall, big brother, the human resources department of nature is the two brothers! )
The two leaders, how to promote the operation of performance management system
1, to participate in the formulation of the performance management system, master the concept of performance management, tools
Performance management as a project, if you want to import, develop the inevitable need for a member to participate in the performance management system, and all kinds of concepts and tools to master. At the same time requirements in the organization management level is higher, on the understanding of performance management should be more profound and more in place. Only in this way, the means of management, can be in the organization of "top-down" up and running.
Parts of Ji'nan automobile circulation enterprise, performance management system of direct support of business scale from tens of millions to nearly one billion leap, become the operation performance management system is very successful case. From 2006 we for establishing performance management system at the beginning, the formulation of the general manager personally involved in the system of performance management, and in practice continue to supplement and perfect the. Now, to grasp the degree of its general manager on the concept of performance management, the operational details, even higher than that of the general human resources management professional personnel, in talking about doing so worth it, he often said: "on the surface, it seems that I put a lot of effort to the study of performance management, but as a business operator, the operating pressure of performance management through layer upon layer pass down, what better than this more worry? Enterprise operators want to straighten out the internal management, and what better than the performance management tool?"
Some enterprises often because "a busy, high-rise busy", the human resources department to take their own performance management system to do out, and one would say, go first, tell me the result. Human resource department began to promote, the result is costly, no effect, complaining that the leaders then said: "how to make the human resources department?" Human resources department said: "I am very hard, rack one's brains, but just don't know what the hell is this? What did I do wrong?" Human resources department is certainly wrong, wrong in not clear performance management to promote the main push who -- should first encourage the head! In the future, the human resources department should hold on: the performance management system to the top leaders to perform, again by other senior to perform, only they are fully recognized, mastered the system of performance management idea and tool, can bring the following personnel to perform. Therefore, the performance management implementation is not in place, asking "how do leaders? How do senior management?" So, the human resources department do not have to because the performance management to promote well, began to wonder whether I can't. The performance management implementation is not in place, first of all should reflect on: there is no do leaders and high-level jobs, not to let them participate in the performance management system establishment, proficiency in the performance management
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