Design performance management, five design principles of performance management

The following steps need to be considered when designing a performance management system:

1.Goal setting: Establish clear, specific, measurable, and achievable performance goals to measure employee performance. Goal setting should be aligned with the company's strategic goals.

2.Performance Appraisal Criteria and Metrics: Identify criteria and metrics to evaluate employee performance, which must be consistent with goal setting to ensure fairness and accuracy of evaluations.

3.Performance review cycle: Specify the time period for evaluating employee performance, such as quarterly, semi-annually, or annually.

4.Performance Feedback Mechanism: Establish a feedback mechanism to provide positive and negative feedback to help employees understand their performance and the direction of improvement.

5.Performance incentives: Determine the methods and standards for rewarding employees' performance, including salary, promotion, bonuses, etc.

6.Performance Improvement Plan: Establish a performance improvement plan to help employees improve their performance, including training, coaching, feedback, goal setting, etc.

7.Performance Recording and Communication: Record employee performance and evaluation results, conduct long-term performance analysis and comparison, and ensure performance communication between management and employees so that employees understand their own performance and management understands the performance of employees.

8.Management support and supervision: Management should actively support employees, encourage them to reach their potential, help them overcome challenges and difficulties, and provide the necessary resources and support. At the same time, it is necessary to establish a monitoring mechanism to ensure the implementation and effectiveness of the performance management system.

As a senior management consultant, the best way to do performance management is to do it together with salary, combined with the actual problems existing in the operation and management process of the enterprise, the company's strategic objectives, performance appraisal, salary and benefits and conference system are organically combined, mutual support and interdependence, so as to ensure the realization of strategic goals and the cyclical improvement of the company's operations!

The overall idea of the integration of the target compensation performance meeting:Strategic objectives are layered to departments and individuals to form responsibilities;

Objectives are a core component of departmental and individual performance scores;

Salary structure decomposition, 30-50% is related to performance;

Hold weekly and monthly meetings regularly to analyze and improve the goals;

Let employees who can create value get high performance and high compensation.

The main content and ideas of objective management:According to the strategic planning of enterprise development, the company's strategic objectives are refined;

Decompose the "Department Key Performance Indicator KPI" and "Job KPI" according to the strategic objectives;

Sectoral Action Plans for each target or KPI;

Break down KPI metrics and action plans into monthly goals and plans.

The main content and ideas of salary management:Combined with the salary survey, determine the reasonable salary level according to the characteristics of the enterprise itself;

Scientifically decompose the wage structure, taking into account legal risks;

Establish and standardize the job evaluation system to reflect the external competitiveness and internal fairness of salary;

Designing executive compensation incentive plans to attract and retain top talent;

Establish a sound salary and welfare incentive system to ensure that performance-based pay is linked to performance appraisal;

Design a salary and welfare mechanism with "creating value for the enterprise" as the core.

The main content and ideas of performance management:Departments and programs as core components of performance appraisals;

Organically combine departmental performance and individual performance to motivate team operations;

Set the formula, frequency, standard and grade of assessment according to the level;

Based on the appraisal scores, the performance appraisal coefficients of departments and performance are calculated.

Performance management can generally be based on the following five design principles:

1.Goal-oriented:Performance management should be goal-oriented, including expectations and goals for employees at the individual, team, and organizational levels.

Clear goals can help employees understand their work goals and performance expectations, so that they can focus and work harder to pursue them.

2.Measurability:Performance indicators should be measurable, i.e., the ability to measure employee performance through specific metrics and standards.

Measurability can help evaluators and assessees gain a more objective view of an employee's performance level and avoid overly subjective assessments.

3.Fairness and Impartiality:Performance management should treat all employees fairly and impartially, and evaluation criteria should be objective, acceptable, and avoid subjectivity and discrimination.

The evaluation process should be transparent, and employees should have the opportunity to learn about the evaluation criteria and process, and provide opportunities for appeals and appeals to ensure that the evaluation results are fair and impartial.

4.Incentive Orientation:Performance management should motivate and reward employees' high performance and excellent performance, stimulate employees' enthusiasm and motivation through reasonable compensation and reward mechanisms, and promote employees' continuous improvement and performance.

5.Feedback and development orientation:Performance management should include effective performance feedback and development programs that help employees understand their performance levels and provide support and opportunities to promote their career development and advancement.

Regular performance feedback and personalized development plans can help employees better understand their strengths and room for improvement, and continue to improve their performance.

When it comes to the performance management of enterprises, we will regard it as a scientific management system, through the establishment of a sound management system, we can better feedback the assessment information, which is a lot of help for the development of the enterprise. Evaluate and analyze the performance management system after many years. From practical experience, I have summarized the following five principles:

First, the principle of openness and openness

Many enterprises often have many loopholes in the performance inspection, and even hinder the sophistication of human feelings, so that the performance appraisal is unfair, for this kind of management shortcomings, it is necessary to establish a sound performance management system to conduct scientific assessment. Through information recording and feedback, more proof can be provided, so that every employee can look at the assessment results more openly and fairly, so that their work attitude has also changed.

Second, the principle of feedback and revision

Another major purpose of establishing an assessment system is to carry out information feedback and improvement, this kind of management system can clearly see the problem, according to the relevant data to find out the existing problems, so as to strengthen the communication between employees and managers and departments.

Third, the principle of regularization and institutionalization

The performance management system is more systematic in terms of assessment methods, and can be regularly inspected and evaluated, so that enterprises can pay attention to the development trend at any time, continuously carry out personnel arrangements and system optimization, and help enterprises better manage.

Fourth: the principle of reliability and correctness

When conducting performance evaluation, you can simply use the performance management system to find backup data, so that the clear and clear data description is more convincing, and reduces the impact of human factors, and is more reliable and correct to a certain extent.

Fifth: the principle of feasibility and practicability

The development of small and medium-sized enterprises is generally faced with the problem of imperfect system, and the establishment of a performance management system can play a certain auxiliary role at this time, but it is necessary to consider the feasibility and practicability of imitation in line with the actual situation of the enterprise, step by step.

The design of the designer's performance appraisal should be based on the following aspects:

1.Job goals and responsibilities: First, the designer's work goals and responsibilities should be clarified. These goals and responsibilities should be aligned with the organization's strategic goals and design requirements to ensure that the designer's work contributes to the organization.

2.Design quality: The quality of a designer's work is an important indicator to evaluate their performance.

The quality of the designer's design should be able to meet the needs of the organization and the customer, and it should be able to exceed expectations. The quality of a designer's design can be measured by metrics such as code clearance and customer satisfaction, project success rate, and more.

3.Project management skills: Designers should have good project management skills, including project planning, resource management, project communication, and risk management.

A designer's project management ability can be measured by indicators such as project completion, project delivery, quality, mold, and skin.

4.Ability to innovate and improve: Designers should have the ability to innovate and improve, and be able to propose new designs and improve existing ones to improve customer satisfaction and organizational performance.

A designer's ability to innovate and improve can be measured by metrics such as creative output, workflow improvements, and more.

5.Teamwork and knowledge sharing: Designers should have good teamwork and knowledge sharing skills, and be able to communicate and collaborate effectively with team members and other departments.

Teamwork and knowledge-sharing skills can be measured through metrics such as team assessments, knowledge-sharing activities, and more.

6.Personal development: Designers should have the willingness and ability to continuously learn and grow, and be able to continuously improve their personal skills and knowledge. Personal development can be measured by metrics such as attending training, getting certifications, and more.

Based on the above aspects, the designer's performance appraisal plan can include the following aspects:

1.Design quality: Evaluate the design quality of the designer, such as customer satisfaction, project success rate, and other indicators.

2.Project management capabilities: Evaluate the designer's project management ability, such as project completion, project delivery quality, and other indicators.

3.Innovation and Improvement Capabilities: Evaluate a designer's ability to innovate and improve, such as creative output, workflow improvement, and other indicators.

4.Teamwork and knowledge sharing: Evaluate the designer's teamwork and knowledge sharing skills, such as team evaluation, knowledge sharing activities, and other indicators.

5.Personal development: Evaluate the designer's personal development, such as attending training, obtaining certifications, etc.

Answer] :(1) Preparation stage 1Clarify the object of performance management and the relationship between each management level, and correctly "who will evaluate and who will evaluate".

2.According to the specific object of evaluation, the performance evaluation elements and standard system of each Qiqiao personnel of the enterprise are proposed, and the "what to evaluate, how to measure and evaluate" is clearly defined.

3.According to the content of the performance appraisal, the correct selection of the appraisal method, and the specific question of "what kind of method to use". 4.

Put forward specific requirements for the operating procedures and implementation steps of performance management, and explain "how to organize and implement the whole process of performance management, and what to do at what time".

2) Implementation phase.

1.Enhance core competitiveness by improving the work performance of employees.

1) Goal 1 2) Plan 2) 3) Supervision 3) 4) Guidance 4) 5) Evaluation 5.

2.Collect information and pay attention to the accumulation of data. In order to ensure the effectiveness and reliability of performance management information, some enterprises have established a registration system for original records, which puts forward the following specific requirements:

1) The information collected should prove all acts in written form as far as possible, and should include both favorable and unfavorable records. 2) The materials collected should indicate whether they are the first-hand information directly observed by the evaluator or indirectly observed by others. 3) Keep a detailed record of the time and place of the event and the participants.

4) When describing the behavior of employees, the collected materials should explain the behavior process, behavior environment and the results of the behavior as much as possible. 5) When conducting the evaluation, it should be based on the written description record, which can ensure the quality of the evaluation.

3) Evaluation stage.

The appraisal stage is the focus of performance management, which is not only related to the quality and effect of the overall performance management system operation, but also involves the current and long-term interests of employees, which requires the human resources department and all the supervisors involved in the appraisal to attach great importance to it, and pay attention to the following aspects to do a good job in the organization and implementation of the appraisal) 1) The accuracy of the appraisal. 2) Fairness of evaluation. 3) Feedback on the evaluation results.

4) Summary stage (the summary stage is an important stage when the performance management cycle is about to end).

1) A comprehensive diagnosis of the enterprise performance management system.

2) The responsibilities of the head of each unit Hold a monthly or quarterly performance management summary meeting Hold an annual performance management summary meeting.

3) Evaluators at all levels should master the skills of performance interviews.

5) Application development stage (is the end point of performance management, and the beginning point of a new performance management cycle. At this stage, we should start from the following aspects to further promote the smooth development of enterprise performance management activities. 1) Pay attention to the development of appraisers' performance management capabilities.

2) Performance development of the assessee. 3) System development of performance management. 4) Performance development of business organizations.

1.Reflect the company's performance value.

2.Accountability and active participation of administrative staff.

3.Focus on developing the "right" performance measures.

4.Hold managers accountable for performance feedback and differentiation.

5.Establish complementary roles and responsibilities.

6.Integrate with other business and HR processes.

7.Minimize administrative burdens.

8.Provide the necessary communication and training.

9.Measure and track successful implementations of performance management.

10.Carry out continuous improvement.