The ultimate goal of performance management is to improve the performance of enterprises, rather than simply evaluating the performance of organizations and employees. The following is what I share with you about doing a good job in employee performance management, hoping to help you!

At present, performance management has become the management requirement of globalization trend, and modern enterprises have implemented effective performance management system almost without exception. Managers at all levels generally realize that performance management is an essential management tool to improve organizational efficiency. With the deepening of China's personnel system reform, it is becoming more and more important to integrate the modern human resource management concept into the daily management of the unit, constantly innovate the work, establish a scientific performance management system and implement it effectively.

First, the role of performance management

Scientific performance management is the propeller of organizational development. Establish a sound performance management system and implement it effectively, which can reflect the following functions:

1. Shift pressure and focus on enterprise goals. Through the performance management system, the overall goal of the organization can be effectively transmitted and controlled, and the individual goal and the organizational goal can be unified, that is, through effective goal decomposition and step-by-step implementation, the predetermined strategy of the organization can be realized, and all employees can be guided to contribute to the realization of the organizational goal.

2. Strengthen responsibility and shape professional behavior. Through the continuous performance management cycle, every employee, especially managers at all levels, can consciously and effectively assume their respective responsibilities, improve their self-management awareness and ability, and complete their tasks more dutifully.

3. Make scientific decisions and improve management methods. Through the continuous performance management cycle, we can find the problems existing in the organizational management mode in time, clarify the management operation process, standardize the management means, eliminate the management dead angle, help managers at all levels to get rid of the busy specific affairs, do more planning and development work, and improve the organizational management level and work performance.

4. Fair evaluation and fair treatment. Scientifically and fairly assess the performance and contribution of employees, provide basis for personnel decisions such as salary distribution, post promotion adjustment, training and education, rewards and punishments, and stimulate employee morale.

5. Improve performance and promote employee development. Through performance appraisal and communication feedback, it provides a basis for employees' performance improvement, post adjustment, salary management and training development. At the same time, it strengthens the responsibility of managers at all levels to guide, educate, help, restrain and motivate their subordinates, and constantly enhances the value of employees.

Second, how to establish a performance management system

Performance management is not only the transformation of performance appraisal mode, but also the promotion from single performance appraisal to effective performance management. To establish and improve a scientific performance management system, we should do a good job in the following aspects:

1. Establish performance management organization.

Performance management is closely related to the specific management work in the organization, involving all aspects. In the process of implementation, there are bound to be some obstacles and obstacles, so there must be a strong organization to carry out tenacious advancement. In order to ensure the standardized and orderly operation of the organization's performance management system and strengthen the control and supervision of performance management, a special performance management organization is established within the organization. One is to set up a performance appraisal committee composed of management decision makers at the organizational level, which is responsible for the planning and implementation of performance management, supervision, evaluation and rectification of system suitability. Second, all departments should set up corresponding performance appraisal teams to be responsible for the performance management of their own departments.

2. Performance goal setting

Performance management is a process of transferring performance pressure and decomposing tasks from top to bottom, and performance goals at all levels must be set closely around the strategic goals of the organization. The performance goals of each department come from the annual development goals of the organization, and the performance goals of employees mostly come from the performance goals of the departments. The establishment of performance goals is a coordinated process. When setting performance targets, all departments should set performance targets around business priorities and strategic objectives according to the annual business plan and management objectives of the organization. Then, according to the responsibilities of employees' specific positions, the departmental objectives are decomposed into specific responsible persons.

3. Performance communication

Performance communication is an important part of performance management and runs through the whole process of performance management. Its main purpose is to improve and strengthen the relationship between the evaluator and the appraisee, analyze and confirm the advantages and disadvantages of the appraisee, set the goals for the appraisee in the next stage, and help the appraisee to improve continuously. Managers at all levels should maintain timely and sincere communication with employees to promote continuous improvement of performance. First, do a good job of counseling in the process of achieving employee performance goals. Performance goals are often slightly higher than the actual ability of employees, so there will inevitably be difficulties, obstacles and setbacks in the process of realization. At the same time, due to changes in the environment, employees' performance goals will be adjusted appropriately. This requires managers to play their role and influence, help employees remove obstacles, provide help, communicate with employees, and constantly coach employees to improve and improve their performance. The second is to conduct employee performance interviews seriously. When interviewing employees, we should not only feedback the evaluation results of employees, but also make an objective performance analysis of employees and tell them how to avoid low performance. During the interview, both parties also planned the performance targets for the next stage, and * * * determined the performance improvement points. Through the formulation of performance improvement plan, help employees to further improve their performance in the next performance cycle.

4. Performance evaluation

Performance appraisal is a summary of performance management for a period of time, and managers make an objective and comprehensive evaluation of employees' performance. Performance appraisal generally includes two aspects of evaluation, namely work performance and work behavior. The assessment of work performance is mainly based on the performance target plan, and the evaluation of work behavior is mainly based on organizational values or advocated behavioral norms. Generally, the executive assessment is carried out by the superior supervisor or relevant personnel of the post in the form of scale score on the basis of analysis and judgment according to the assessment criteria drawn up in advance. In terms of assessment weight, work performance generally accounts for at least 60%, and try to quantify the indicators; The assessment of work behavior focuses on long-term performance, and generally qualitative judgment is made through standard description (different weight ratios and behavior evaluation contents can be designed according to work level). The frequency of performance appraisal can be set according to different work levels. For example, the assessment of middle managers is generally once a year, and employees are generally once every six months or once a quarter.

5. Performance incentives

In order to support and promote the lasting operation of performance management, performance must be linked with an effective incentive mechanism, and employees' work performance can be reflected and affirmed through the incentive mechanism. The application of performance appraisal results includes the following six aspects: salary adjustment, performance bonus distribution, level promotion and post adjustment, education and training, and guiding employees' career development. The assessment results at different stages can have different incentive measures, such as semi-annual or quarterly assessment results can be directly applied to the distribution of performance bonuses, and annual assessment results can be applied to personnel decisions such as employee selection, promotion, post adjustment and salary level modulation.

Third, the key factors of effective operation of performance management

The implementation of performance management is a new and complicated work to meet the requirements of the development of market economy, which involves the renewal of management concepts, the innovation of systems and the adjustment of interests to some extent. In order to ensure the effective operation of performance management, we must pay attention to the following key factors:

1. Managers at all levels should accurately position their roles. In performance management, managers at all levels should play the role of both referees and coaches. Managers and employees are performance partners, which is an innovation and highlight of performance management, and it unifies the relationship between managers and employees on performance. On the issue of performance, the goals of managers and employees are the same, the work of managers is completed by employees, and the performance of managers is reflected by the performance of employees.

2. Performance communication plays a very important role in performance management, and communication runs through the whole process of performance management. Effective communication is essential from the formulation of performance goals to the application of evaluation results. To some extent, the success of performance management depends on communication. Managers at all levels must run through the concept of "training subordinates is the responsibility of supervisors", track and coach employees' work performance in time, regard the growth of subordinates as work within their responsibilities and help them improve their performance.

3. Establish a scientific performance evaluation index system. Choosing and determining what kind of performance indicators is an important issue in the assessment, and it is also the key to make the performance assessment operational. When setting performance evaluation indicators, we should change the previous all-inclusive, large and comprehensive model, mainly focus on key performance indicators, establish personalized evaluation indicators for different employees, and guide employees' behavior to develop in the direction of organizational goals. Performance evaluation indicators should be quantified as much as possible, and those that cannot be quantified should be refined as much as possible to improve the operability of evaluation and ensure the objectivity and fairness of evaluation results. When determining the evaluation index value, it should not be set too high or too low. "Let employees work hard to achieve" is an appropriate "degree", setting clear work goals for each employee, so as to realize employees' self-control.

4. Adhere to the principle of paying equal attention to both process and result. Process is the support of result, and result is the ultimate embodiment of process control. Both of them are mutually causal, and they are the key links of assessment, which makes the scope of performance assessment more comprehensive.

There is no end to performance management, only continuous transcendence and development, only continuous improvement and improvement. Only in this way can performance management really play its role and constantly promote the development of organizational management to a high level and high efficiency.

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