Five cultural orientations of performance management

Five cultural orientations of performance management

Performance management is not as simple as making a few performance appraisal forms, but based on the process of target management, based on creating value for people and maximizing enterprise benefits with cultural guidance. So what is the cultural orientation of performance management?

First, the value orientation.

The core idea of performance management system is value orientation. For example, many enterprises will take business objectives (financial indicators) as the basis of performance management (target assessment), which is the basic value of the company. What if an enterprise that does not create value and make money is a kind of enterprise? Sin? . So, what is performance management without value orientation? The source of evil? . The value of an enterprise comes from the satisfaction of customer value. Customer value comes from the satisfaction of employee value. Are enterprise value, customer value and employee value the value orientation of performance management? Iron triangle? .

Not hard to find, called? What is the best performance management tool? The essence of balanced scorecard is value-oriented management around the strategic objectives of enterprises. Among the four dimensions of finance, customers, internal processes, learning and innovation, the financial dimension emphasizes the value of the enterprise (operating income, profit rate, etc.). ); Customer dimension emphasizes customer value (employee satisfaction, return rate, etc. ); Learning and innovation indicators focus on employee value (training and learning requirements, knowledge sharing, etc.). In addition, some large group enterprises may need to emphasize two kinds of values: shareholder value (return on investment, etc.). ) and social values (fulfillment of social responsibilities, etc. ).

Second, efficiency orientation.

What is the value orientation? Make the cake bigger? What is the efficiency orientation? Making cakes? . Are you online? Balanced scorecard? what's up Internal process? Dimensions (production cycle, cost, new product development speed, qualified rate, etc. ) reflection? Is the internal operation of the enterprise good or bad? This is a management efficiency orientation. In any case, enterprises need to find the key factors driving enterprise value from various management fields such as R&D, sales, production and human resources, and form a structured performance management model suitable for enterprises themselves.

In addition, when implementing performance management methods for employees, many enterprises? ABC mode? (employees divide ABC grades according to scores) is also an efficiency orientation. Its nature is similar to that of Jack, former CEO of General Electric. Welch proposed it? Vitality curve method? , that is? Performance-number of employees? Dimensions form a normal distribution diagram (see Figure 6- 1 below), which distinguishes the top 20% employees (Class A), the middle 70% employees (Class B) and the employees with 10% employees (Class C). General electric company's practice is to use this article? Vitality curve? To implement? Last elimination? . Some companies refer to it? Vitality curve? Model, which is used to allocate performance bonus or post adjustment. Besides, there is another one? Performance potential? Size? Jiugongge? The performance distribution chart (see Figure 6-2 below) has a strong guiding significance for enterprises to dynamically implement performance management and talent management. Both methods are very effective. HR can implement performance management tools according to the management situation of its own enterprise.

Third, result orientation.

In collective decision-making and individual actions, it is easy for us to fall into? Mission? Thinking mode, isn't it? And the result? Thinking mode. For example, in the performance appraisal? Timely delivery rate and recruitment completion rate? And other assessment indicators, it is easy to cause the assessment object to only pay attention to whether the house is delivered, but not whether it is qualified; Only pay attention to the recruitment completion, not to the recruitment talent retention. The truth is. Timely delivery? This is a task. Qualified delivery? Is the result; ? Recruitment completed? This is a task. Valid reservation? Is the result. Ma Yun once said:? Ali believes in paying for the results and applauding the efforts. We encourage innovative attempts, we appreciate valuable failures, but we reward efforts to achieve results. ? Only the result is the performance behavior that meets the needs of customers and management.

Google, which is famous for its innovation, used OKR (goals and key results) from the beginning? Goals and key results? Evaluation system. Is this OKR system the only one that is correct? Key results? Measurement can effectively understand the completion progress and actual effect of the project. Google company is divided into individual OKR, team OKR and company OKR according to the hierarchy, which supports the overall performance management system. It can be said that Google's OKR system has integrated the KPI system? Result orientation? Optimization.

Fourth, the responsibility orientation.

An ideal team can go far, so can a team with interests, but a team with responsibilities can go fast and far. In the performance management system, whether it is for employees, departments or management, when formulating assessment indicators, we must match clear responsibilities. Like what? Operating income? This indicator assigns a certain weight to each position and department, and it is not a truly responsibility-oriented method. The real responsibility refers to the only responsibility, which is 100% responsibility! There is an old saying in China: One monk carries water to eat, two monks carry water to eat, and three monks have no water to eat. The essence of having no water to eat is the lack of sense of responsibility.

Has it been adopted in some service industries or government agencies? Administrative accountability system? Management method, which is a responsibility-oriented method. For enterprises, this kind? Administrative accountability system? Need to combine process division of labor to be more efficient. Of course. Rights, responsibilities and interests? It is the three elements of management. Only responsibility orientation cannot be completely effective, but also needs the cooperation of interest mechanism.

Verb (short for verb) changes direction.

In fact, the business environment and management status of enterprises are constantly changing, and there are no once-and-for-all performance management tools (such as 360, KPI, OKR, BSC, etc.). ), and there is no fixed business management model (such as SBU, BLM, OEC, amoeba, etc.). ). Samsung Group 1993, proposed by Li Jianxi? Everything will change except the wife and children? The slogan of change has become a classic saying, which once contributed to Samsung Group? From quantity to quality? The reformed performance management mode has enabled Samsung Group to win a new round of development. There have been many voices of change in China business circles, such as Xiaomi's advocacy? How to go to KPI and Haier company? One person in one? , proposed by Huawei? Monitor competition? . In the final analysis, these are the innovative ideas of performance management and the embodiment of enterprise performance change culture. In any case, this is an era full of changes. Embrace change, we can only do so.

;