How to establish a performance management system

The establishment of performance management system is not limited to the following eight aspects:

First, clarify the purpose of performance management. Some enterprises equate performance appraisal with performance management. Performance management refers to the continuous cycle process in which all employees participate in the formulation of performance plan, performance coaching, performance appraisal, performance interview and performance improvement in order to achieve the strategic objectives of an enterprise. Performance appraisal is only a part of performance management. What is the purpose of implementing performance management in enterprises? The answer must be given before the implementation of performance management, otherwise there will be deviations in the process of performance management. Paying more attention to punishment than reward is the thinking of many business owners. Some enterprises not only deduct money from performance appraisal, but also deduct money, which leads to deviation from the essence of performance management. From the perspective of humanization, I think the purpose of performance management is "to make employees' income directly proportional to their efforts to achieve corporate strategic goals", so that employees can participate extensively and become the main body of performance appraisal, so that performance management can be implemented smoothly.

Second, the job description Enterprise organizational structure is the main body of enterprise operation, and it is the carrier and foundation of enterprise operation. After determining the organizational structure, enterprises need to set up corresponding posts, and clarify the job responsibilities, qualifications and corresponding institutional processes of each post. Job description is the carrier that organically combines various positions and processes, so job description is the most basic work of human resources work. A complete job description is the basis for recruiting, hiring employees, evaluating employee performance, formulating salary and welfare policies, conducting employee training and promoting employees. Therefore, job description is the most important thing in the construction of performance management system and the whole human resources work of enterprises. Enterprises must improve the content of job description, otherwise the assessment is impossible.

Third, the performance plan The main contents of the performance plan include: the work items of this position in this performance cycle; The expected goal of the work result; Difficulties and obstacles that may be encountered in the process of achieving the goal; The power and resources that each post has when completing the work; The support and help that the organization can provide to employees and the way of communication. The performance plan must be broken down into department heads and each employee, and must be agreed from top to bottom.

Fourth, performance coaching Performance coaching is the most time-consuming link in performance management, but it is also the most easily overlooked link in performance management. The purpose of performance coaching is to help employees achieve performance goals and increase their income. Whether employees can achieve performance goals or not, the quality of performance coaching is particularly important. As a leader, it is an unshirkable responsibility to give performance coaching to subordinates. Performance coaching is mainly embodied in two aspects: one is to supervise and inspect employees' usual performance behavior, and the other is to give employees reasonable help. Only with one heart and one mind can we ensure the realization of performance goals.

Verb (verb's abbreviation) Performance appraisal Performance appraisal refers to the process that appraisers evaluate employees according to the appraisal standards accepted by both parties, and feed back the appraisal results to the examinee. Appraisers should be open, just and fair, and evaluate the appraisees in a realistic way. Never distort the facts and take revenge, or you will "get more than one bargained for". The simpler the design of the evaluation form, the better. It is best to make a summary every day and a table every month. Don't pursue the richness of forms, and let performance appraisal take up too much time in daily work. Simple road, simple can be efficient, which is the basic principle of any management.

The performance interview of intransitive verbs refers to the process that after the performance evaluation, the direct supervisor of the assessed and the assessed confirm the performance evaluation results, find out the advantages and disadvantages, and make corresponding improvement plans. Performance interview should "review the past, grasp the present and look forward to the future", that is, summarize past work, find problems, affirm existing achievements, set goals for future performance and realize performance improvement.

Seven. Performance results Performance results can be used as the basis for training needs, job adjustment, job adjustment, new employee becoming a full member and issuing year-end awards. But many enterprises just play the role of paying wages and then lock them in the cupboard, which is very undesirable. The application of performance results can play an incentive role, and management is also an incentive in a sense.

Eight, processes and systems I think that systems and processes are the basis of any management system construction of enterprises, and they are also the top priority. System is the norm, the law, and the process is the order of doing things. Only by standardizing the system and process can the management system be fundamentally guaranteed. Without the system and process, the final result is random and chaotic management. Performance management system is a systematic project. We should not only pay attention to process management, but also pay attention to structure, emphasize performance communication, and let employees become the main body of performance appraisal, so as to truly make performance appraisal deeply rooted in the hearts of the people.