How effective performance management can reduce discrimination in the workplace

The corporate credit network teaches you how to manage more reasonably.

Multiple choice 1The main data provider in the performance management system is Boss A.

b Head of Department c Finance Department.

d Human Resources Department Correct Answer: c

2.When designing indicators, a strategy-oriented indicator design is suitable for a front-line person, a middle office, and a back office.

Correct Answer: a

3.The following statement about KPIs is false: A, the higher the number of KPIs, the smaller the number of KPIs, B, the more grassroots KPIs, the higher the number of KPIs, and C, the subordinate KPIs have no relationship with the higher-level goals.

The target value corresponding to the d KPI is once a year, and it is generally not modified in the middle of the process Correct answer: C Multiple choice questions.

4.The tasks of the manager include: a. setting goals, b. assigning tasks, c. communicating and motivating, d. evaluating performance, and e. nurturing subordinates.

Correct answer: a b c d e

5.The main purpose of performance management is a strategic purpose b management criteria c employee development d evaluating performance Correct answer: a b c

6.What are the factors involved in corporate performance A Strategy B Corporate Culture C Compensation d Organizational Capabilities Correct Answer: A D

7.What are the organizational skills of employees involved A Employee Capabilities B Employee Mindset c Corporate Culture.

d Employee Governance Correct Answer: a b d

8.The following statement about performance management is true A Performance management is a process b Performance management is a prior plan c Performance management emphasizes ** d Performance management is an incentive Correct answer: a b d

9.The criteria used to measure the performance system are a strategic alignment and a validity.

c C. C. Credibility of the assessment d Acceptability e Clarity.

Correct answer: a b c d e

10.The process of performance management consists of a goal setting b performance coaching c performance appraisal d performance appraisal Correct answer: a b c

11.The dimensions of the Balanced Scorecard include a financial b customer c business status d learning and growth Correct answer: a b c d

12.Of the four dimensions of the Balanced Scorecard, the outcome-oriented ones are A Finance, B Business State, and C Customer.

d Learning and Growth Correct Answer: A C True/False.

13.The Balanced Scorecard is a goal decomposition tool that focuses on both process and outcome. True False.

Correct Answer: True.

14.In performance management, indicators are assigned according to the ability of employees. True False.

Correct Answer: False.

15.The Balanced Scorecard is a tool for performance management. True False.

Correct Answer: False.

The scope of this problem is relatively wide, generally speaking, "an effective performance management needs to have a strong corporate culture as the foundation, culture is the rules of the game, performance evaluation is the evaluation of the implementation of the game, they together constitute the performance management system of the enterprise" So how to develop an effective performance management system, the following are some experience sharing and summary:

1. The first is the timing of establishing a performance management system

The establishment of a performance management system should be carried out under the condition that the business is relatively stable, the personnel is relatively stable, and the business process is relatively perfect. Because the performance management system is carried out under the condition that the target indicators are very clear, but the initial period changes too much, many of which are unpredictable, so the target indicators formulated are too uncontrollable and unpredictable. There may even be an increase of several times or even more.

2. Establish the sequence of performance management system.

The establishment of a performance management system should follow a top-down sequence, first with the company's indicators and goals, then to the department, i.e., the department manager, then to the group, i.e., the team leader, and finally to the individual. If the order is reversed, the performance appraisal will lose its meaning, the personal goal will be achieved, the company's goal may not be achieved, and it will be difficult to implement.

3. Establish a performance management system for warm-up.

Resistance will be encountered in the implementation of any system, so it is best to have a trial run or a period of evaluation before the formal implementation, and estimate in advance what problems will arise after the implementation, and prepare in advance. In this way, we can ensure that the performance management system is consistent with the overall goal of the company and reduce the personnel turnover caused by the establishment of the performance management system.

Hope it helps!

1.setting standards for employees' work;

This step is important, and the criteria for evaluating the work of the employee can only be developed on the basis of a clear definition of the employee's work. Here, the statement of work may not be sufficient to clearly state the job responsibilities of the subordinate, and the criteria for performance evaluation should be more quantitative and measurable. Your company is a company that produces and sells industrial batteries, is in the chemical industry, and has a large number of personnel engaged in chemical production.

2.Evaluate the performance of employees according to work standards;

It is necessary to choose the appropriate assessment method according to the company's organizational structure, corporate culture and specific constraints. That is, to determine what is used to evaluate the performance of employees. There are many tools for specific performance evaluation, including graph scale evaluation method, alternating ranking method, forced distribution method, behavior anchoring method, objective management method and key event method.

There are about 20 commonly used methods. The simplest one is to rate two typical factors: those related to work and those related to personal characteristics.

Work-related factors generally include the quantity of work done (the amount of work done and the level of productivity achieved) and the quality of the work (the completion of the task, accuracy, precision, etc.), while the factors related to personal characteristics can include reliability (how trustworthy an employee can be in delivering on their job commitments), motivation (whether they are confident and resourceful and willing to take responsibility), adaptability (whether they are able to respond to changes in needs and conditions), and cooperation (the ability to work for and with others). The above items can be rated on a 5-point scale, 1 represents "poor, does not meet the requirements", 2 represents "below average, needs improvement, sometimes does not meet the requirements", 3 represents "fair, always meets the requirements", 4 represents "good, often exceeds the requirements", and 5 represents "excellent, constantly exceeds the requirements". Take a sales assistant, for example.

Work-related factors to be assessed can include: job knowledge, work quality, customer service, work habits, available resources, problem solving, etc.; Factors related to personal characteristics can include: punctuality, positivity, cooperation, adaptability, communication skills, colleague interaction, politeness, and more.

3.To give feedback to employees to improve their work performance or to achieve higher standards, special training should be given to managers who conduct performance appraisals, and they should be provided with sufficient time and motivation to implement the appraisals so that they can complete the appraisals conscientiously. In order to make managers have the motivation to implement appraisal, performance appraisal can be regarded as a task of managers and an important indicator to evaluate the work of managers.

It is also necessary to introduce the appraisal method to the employees, so that they understand the appraisal process and methodology to get their support. At the same time, employees are taught some assessment interview skills to promote better communication with their superiors.

The law of the country is solemn.

The dignity of the law of the land. In management science.

Among the prerequisites:

1. Correct leadership of business leaders;

2. The complete achievement experience of human resources manager from professional to expert;

3. The internal content of team building is fully compliant with laws and regulations;

4. Full implementation of laws and regulations and company rules;

5. Full cooperation of the team.