What is the connection and difference between the performance of management work and the performance

1. The survival of an enterprise lies in being able to launch products suitable for market demand, including material products and services;

2. The quality of enterprise performance lies in whether the enterprise can grasp market changes in a timely manner, correctly analyze market demand, and launch products suitable for market demand;

3. The key work in enterprise management includes: planning, organization, leadership and guidance, coordination and control. These efforts should focus on the market and the overall business strategy of the enterprise;

4. To sum up, I personally believe that grasping the market is the foundation of promoting the business performance of enterprises. The management of enterprises is a series of means adopted to achieve the purpose of "better grasping the market". As we often talk about now, those corporate strategies (talent strategy, market strategy, financial strategy, etc.), this is the case.

So, can your question be like this: when the management work takes the market as the core, takes "better grasp the market" and "meets the specific market demand" as the goal, and always revolves around market changes, his performance will be directly proportional to the quality of business performance.

On the contrary, it may not work or have the opposite effect.

The development and growth of the enterprise cannot be separated from the great attention to management and practical operation practice, otherwise it will not be able to achieve the ideal business performance; However, the guarantee of performance is not only limited to the improvement of the management level, it is the result of a combination of factors, but there must be a main line and two branch support, which is what you call the result of other related factors;

First of all, it should be a human problem; This is also the most fundamental, primitive problem, things are done or practiced by people or groups of people (we call it a team in enterprise management), for people's incentives and work, the rational allocation of resources is the root of the effect, this condition can not be effectively met, then a series of substance will be pale and powerless; In the operation and management of enterprises we will call - human resource management, this is the front-end work, is the guarantee and support for the improvement of business performance, screening the right talents, personnel to a certain position to complete a certain job is a systematic scientific allocation or configuration, only to meet certain requirements and standards, that performance can be improved;

Second, as you said, whether it is the manager's management of water or the level of self-management of employees will be regarded as the key to improve performance, there is a substantial difference between active and passive management, and improvement means actively seeking opportunities for development and using existing resources for effective growth; The management level of managers largely determines the effect of management and the actual space for improvement, and it is also concentrated in the rule of law on the management of personnel, but also includes incentives and evaluations, management level is the core key to improve performance; There are people who are not people and they will not achieve the final effect;

Finally, in response to your question, I give a simple answer; Management is the foundation of the development of an enterprise, and management is the essence of the growth of an enterprise, and the two are complementary and mutually reinforcing; And it is often the game between the two, so that many business managers are miserable, often have to make choices and whether to give up the behavior, because of this there is room and possibility for the spiral development of enterprises, otherwise it will be a pool of stagnant water, lifeless.

Therefore, we often say that corporate governance is an "art", but this art is rational rather than emotional, and corporate managers have always pursued a balance between the two, and I think this is the connection and difference between the two.

If the design is good, of course, it should be proportional!

The most direct purpose of performance management is to stimulate the initiative and enthusiasm of employees in their work through a certain mechanism and system suitable for the internal system of the enterprise. At the same time, the improvement of the internal conditions of the entire job has improved the skill level of individuals and boosted the sales performance of the entire company.

At the same time, in the process of implementing performance appraisal, the company must pay attention to the whole evaluation process of fairness, justice and effectiveness. This is the only way to make a very accurate measure of the performance of each employee and the entire department, and only in this way can the performance of the marketing department be measured. This is especially true for those who are better at rewarding and those who have lower performance ratings.

It is also possible to do a better incentive policy, but if the factors evaluated in the whole process of implementing performance, or the results of the evaluation are not accurate.

Even if there are some personal factors in it, it will not only lead to the appearance of the whole object of motivation. Misalignment and error also play an important role in motivating performance within the company.

At the same time, in the process of implementing performance, not only can the division of labor be clear, but at the same time, the work progress of each department can also be well feedback. It is conducive to communicating and promoting the formation of the work of the whole organization, reflecting the performance system, as one of the important tools for motivating and selecting talents within the whole company.

The implementation of a certain level of performance management in one aspect can enhance the spirit of cooperation within the whole team, because in the whole evaluation system of performance appraisal. It is not only the performance assessment of individual employees, but also the organic combination of performance pay and real-time data for the department managers and supervisors of those top teams. This kind of cooperation can not only enhance the sense of cooperation within the team, but also enhance the cohesion of the entire enterprise employees and the team's sense of honor.

At the same time, in the process of setting the assessment, as the assessor and the assessee, we must set a more scientific, complete and sound assessment content. For example, the assessment should include the professional knowledge and ability of the position, the size of the skill workload, and the goals and responsibilities of the work should be clarified in the assessment process.

Try to work as much as possible, only in this way can the scientific degree of the entire performance appraisal achieve the greatest mutual coordination.

Management is the development of the company, with such a performance management, let the company's development get better and better, so that employees can perform tasks in accordance with this standard.

The main thing of management is the personal performance of employees, and their personal ability is to assess their personal ability, so a performance management will be formulated.

Management is the achievement of goals and the evaluation and assessment of indicators, as well as the achievement of tasks.

<> how should performance management be carried out in business operations? The performance of large companies is a relatively simple model, which is generally done semi-annually or once a year, and is generally done by summarizing, describing their key work and cultural values. If you want to improve the current problems, it is recommended to change the process, each department must first clarify the goals of the department and the team, and then at the beginning of each quarter, the company sets its own goals and focuses on the goals.

Now that many companies are starting to experiment with OKR, you can also take a look. Note is the first benefit of setting up OKRs, as we start by defining the direction of the entire company and having teams and individuals write OKRs to align with the overall, company's goals and key results. Most of the time, we recommend having 2-4 goals, with no more than 3-5 key results per goal.

Anything that isn't related to the goal before the start of the day can be freely moved to the backlog for the next sprint.

With the need to limit the number of things that need attention, OKRs explicitly bring to the surface those few initiatives that can bring real, immediate change, while postponing those that are less urgent. In other words, OKRs help the company agree on the main focus of the sprint phase and ensure that the results delivered by the team and individuals bring value to the business. So if there is already slackness in itself, a clear goal is the first key element.

When it comes to advancement, choose OKR management software like Tita to promote it more efficiently. Heyi believes that in order to make the company's performance management not just a formality and truly land, the key is to do a few things:

To do a good job in the publicity and implementation of performance management, leaders should pay enough attention to performance management. Establish performance appraisal objectives and performance appraisal standards. Clarify the responsibilities and authority of each position.

Performance is evaluated on a regular basis. Real-time performance communication and evaluation feedback. OKR performance appraisal evaluates the commitment goal and conducts a 360 appraisal in the appraisal.

We are using TITA Performance Treasure for assessment, which is very flexible and convenient.

Reasonable arrangements should be made according to the personal strength of the employees, and reasonable advocacy should be put forward for the big failure, so that the employees can better and more actively work overtime or work.

First of all, it is necessary to formulate a special reasonable index according to each person's work ability, which must be treated equally, must be particularly fair, and should also be given corresponding salary according to everyone's travel capacity.

Effective performance management is a very key part of improving the quality of human resources in Songchi, and any aspect of human resource development and management is inextricably linked with performance management. Although many enterprises have realized the importance of pure management, and have adopted many methods to tell the truth, the effect is not obvious, and some have backfired. In this regard, this book tries to analyze and analyze some problems in the concept and method of performance management, and put forward some effective methods and skills of performance management in combination with the cases of some successful enterprises in the world.

First of all, according to the business strategy and objectives of the enterprise step by step decomposition, the development of hail quantitative assessment indicators, regular summary assessment, can be divided into monthly shouting, quarterly and annual assessment.

The scope of enterprise management is relatively broad, generally including production management, management management, marketing management, human resources management, financial management, strategic management, technical management and comprehensive management, etc., which will not be introduced in detail here. Combined with his many years of experience and the actual situation of China's current enterprise operation, he analyzes enterprise management from three dimensions: strategy, organization and people-oriented. The following is the knowledge of the role of performance management in business management, welcome to read.

The goal is the direction of business management, and he is the best in the strategy of the enterprise, so strategic management plays a leading and leading role in the management of the enterprise. In the current domestic enterprise operation, the enterprise management and strategic management of small and medium-sized enterprises in private enterprises are mainly reflected in the thinking of the boss, and there is generally no specific department to implement this work; Large state-owned enterprises and some private enterprises with standardized management have gradually established complete strategic planning, management, and preparation departments.

The implementation of the strategic plan depends on the implementation of the organization, so the organization plays the role of an executor and coordinator. In the actual operation of the enterprise, we find that the division of the organization's departments, the organization's work allocation, the organization's management system and management processes constitute the main structure of the organization's operation.

The foundation of a well-organized operation comes from the management of human resources. Modern human resource management has covered the entire career cycle from employee recruitment to resignation, including four key links: selection, employment, education and retention. According to the actual situation and development stage of the enterprise, the management of human resources can be divided into basic application stage, advanced stage and customized stage.

In the basic application part, it mainly includes five aspects: human resources strategy, recruitment, training, salary incentive and performance appraisal. With the construction of the basic capabilities of human resource management in five aspects, we can enter the advanced stage of clearing the source of human resources. The advanced stage mainly includes employees' career planning, personnel assessment, long-term incentive plan and competency model.

After the completion of the human resource management function in the advanced stage, it can gradually enter the stage of customization, but at present, many enterprises often have not established the basic human resource management system of the enterprise, and begin to engage in some customized human resource management, such as: leadership training, etc., which can only play the effect of abandoning the basics, and the training effect is greatly reduced.

In the basic human resource management part, performance management is mainly through the performance evaluation of employees, to achieve a reasonable evaluation of employee performance, so as to achieve an effective role in motivating employees according to the assessment results on the one hand; On the other hand, through the analysis of the assessment results, the deficiencies in the work are found, so as to improve the personal performance of employees and achieve the purpose of improving the performance of the enterprise. With the improvement of performance management, the purpose of spiraling up the personal ability of employees and the interaction of enterprise performance is finally achieved. It can be seen that performance management plays a core management role in human resource management, and the design and training of compensation and organization should serve performance management.

The role of performance management in business management is as follows:

1. Performance management can convey pressure and gather corporate goals.

Through the performance management system, the strategic goals of the enterprise are communicated, reached a consensus, decomposed and transmitted layer by layer among the organizations and employees at all levels, and all employees are guided to contribute to the realization of the overall goals and the sustainable development of the company.

2. It can strengthen responsibility and shape professional behavior.

Through the continuous cycle of communication and management, every employee of the enterprise, especially leaders at all levels, can consciously and effectively assume their respective responsibilities and complete their tasks with due diligence according to the requirements of professionalism.

3. Scientific decision-making and fair treatment.

The use of performance management is conducive to the scientific and fair evaluation of employees' performance and contributions, providing a basis for salary adjustment, performance salary payment, job promotion and other personnel decisions, and stimulating employee morale.

4. Improve performance and promote employee development.

Through employee performance evaluation and communication feedback, it provides a reference for employees' performance improvement and training plan formulation, and strengthens the responsibility of managers at all levels to guide, educate, help, restrain and motivate subordinates, and continuously provides value for employees.

5. It is conducive to attracting outstanding talents and developing the potential of employees.

In many enterprises in developed countries, especially those with strong competitiveness and strong strength, through a variety of preferential policies, generous benefits, and fast promotion paths to attract the talents needed by enterprises, the use of performance management in the work of employees is attracting outstanding talents.