Hard till the end, a performance appraisal, have nothing.
Also infuriating is wearing them. What is the reason for this?
Because the "performance management" lost control, because performance management from the objective and subjective.
The composition of Performance Management: Performance Management is the result management. It consists of two parts: performance and results. Organization's performance management module division: organizational performance, group performance and individual performance. The difficulty lies in performance management: the word on the effect. Effect: efficiency, effectiveness, efficiency. Efficiency reflects the time value of cost and time cost. Reflect the effectiveness of sustainable development. The most obvious benefit is, it can be seen in the data. But what is behind this data, the process for that?
Performance management is the controlled use of resources to the organization the value of the results of the evaluation movement. Because it is the value of evaluation, there is bound to subjectivity. Once out of its performance management elements attached to the objective, it must reduce its value. Because it is a movement, it necessarily involves examination of the main efforts being and performance improvements.
Performance Management in the confusion factors can be summarized as follows:
First: the values of the main performance management, working methods, familiarity with the business: Performance management organizations and the values of the major operators, and employees of the emotional distance, working methods, will affect the performance evaluation and assessment. For example, a work of the bureaucracy in performance management workers, who look at data, not the work of examination and evaluation process. His performance management will affect the appraisal process and the efforts of the staff of the emotions and thoughts. Assessment personnel are familiar with organizational business processes affect the degree of reduction assessment results, business performance management workers are not familiar with, let him be a reasonable performance evaluation and assessment work is very difficult. Performance management as a qualified staff must be familiar with assessment content, assessment items must have the basic business knowledge. In many companies, performance management, talent management to the final result in the loss, the biggest reason at this point.
Second: the resources controlled organization, composition, scientific utilization: organizations, groups, individuals control the resources are very limited extent, the performance target will be difficult to achieve, especially organizations of resources, if not in place, individual performance No matter how much effort, the result is limited. Control of resources is both to support a higher level, but also is a good overall business operations, the higher the support is obvious, but overall a good operating business is not easy to detect, such as the excellent system of long-standing norms, corporate culture, brand power. This is, in the market assessment of management particularly evident, for example, in a brand company marketing staff, due to brand strength, the results of his efforts is not the brand relative to the company's business staff to high performance. The rational combination of corporate resources, science and utilization to the same level of performance will impact business. Controllable from the corporate resources, portfolio performance scientific use of the simple stresses, poor results are embodied in individuals who, dissatisfied employees will therefore result.
Third: The performance appraisal process is considered to be the main strategic position: Performance of "performance", embodies the efforts of results, data or "speak with data" often become a form of expression. The "data" acquisition process, must be through the organization, groups, individuals and strategic management and tactical consistency obtained. For example, in marketing strategy, market is the main attack some of the market, some markets are defense market, some markets are back market. Market positioning strategy is different natural not the same performance. Some of the global market have to make sacrifices in order. The expense of the needs of the organization strategy. It is the final "performance" may still reflect the negative, but its "effect" to the global interests. Therefore, the performance appraisal is not a separate evaluation process must proceed from the overall situation.
銆??绗洓锛氫紒涓氫骇鍝佺敓鍛藉懆鏈燂細鍦ㄤ紒涓氫骇鍝佺敓鍛藉懆鏈熷浜庢垚闀挎湡銆佹垚鐔熸湡鐨勬椂鍊欙紝缁勭粐銆佸洟浣撱?涓汉鐨勭哗鏁堜竴鑸兘鏄憟涓婂崌瓒嬪娍銆?Product life cycle in a recession, the organization's performance generally declined. Pilot organization does not use the product strategy and market needs upgrading, but will cause a recession to blame a performance management or general staff, that this person is actually trying to freeze out.
Fifth: evaluation index system is scientific: Many businesses only in the assessment task managers, but not from the organizational assessment of sustainable development to management, management and quantitative decision-making in the quantitative aspects of the work done too much too small, the expense of fixed quality management and qualitative decision-making. Especially in administration, human resources manager, the management of these difficult to quantify the performance assessment of subjective judgments. Evaluation index system of implementation must be based on assessment of the main positions are the responsibilities and the nature of the use of quantitative management and non-quantitative management combination.
Sixth: Performance Evaluation Management Foundations: lies in organizational groups, individual work environment, Te Bie enterprise competitive power, resource conditions, organizational structure, product structure Yin Su Jin Xing a scientific assessment of whether and to judge. Managers spend the time costs are different, human, material different, performance evaluation is to use the same standards. Not take into account seasonal, weather, and personnel changes and the work environment. This assessment will be subject to combat the work of enthusiasm, so that performance decreased. Similarly, many enterprises in the performance evaluation management often blindly imitate, copy work with the industry, the so-called business methods, but simply does not take into account the characteristics of their own enterprises. This performance management to performance management lost is evident.
Because so many of the above factors exist, could have been the means and methods of scientific management, but in some enterprises in the use of management personnel into the workplace the main reason for confusion. My performance to "performance management" lost control. I blame a lot of managers are related to his work the company did not give positive, including wages. A language is the most famous: the boss promises.
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