How can I do a good job in performance management? How to do performance management well

To do a good job in performance management, you need to pay attention to the following aspects:

Set clear performance goals and indicators: Performance management requires setting clear performance goals and indicators so that performance can be measured and evaluated. These goals and targets should be aligned with corporate strategy and business objectives, while being measurable and achievable.

Establish a sound performance management process and system: Performance management needs to establish a sound process and system to ensure that all aspects of performance management can be carried out smoothly. For example, you can establish a performance goal setting process, a performance evaluation process, a performance feedback process, and so on.

Adopt scientific performance evaluation methods: Performance management needs to adopt scientific performance evaluation methods, such as performance appraisal, 360-degree evaluation, performance data analysis, etc., to quantitatively evaluate and feedback performance. At the same time, it is necessary to pay attention to the impartiality and objectivity of the evaluation method to avoid the evaluation results being affected by subjective factors.

Strengthen employee performance awareness and engagement: Performance management needs to strengthen employee performance awareness and engagement, and promote the implementation and optimization of performance management. Through training, rewards and other ways, the enthusiasm and creativity of employees can be stimulated.

Implement continuous performance improvement: Performance management entails making performance management an ongoing process that continuously improves and optimizes. The PDCA cycle model can be adopted, that is, plan, execute, inspect and improve, and continuously optimize the implementation effect of performance management.

Establish a good performance management culture: Performance management requires establishing a good performance management culture and strengthening employee performance awareness and engagement. Through training, rewards and other ways, the enthusiasm and creativity of employees can be stimulated, and the implementation and optimization of performance management can be promoted.

The implementation of performance management needs to take into account the characteristics and needs of the enterprise, and needs to be continuously improved and optimized. At the same time, it is also necessary to strengthen communication and collaboration with employees and management to ensure that the implementation of performance management can achieve the desired results.

Performance management is the core of human resource management, and whether performance management is done well or not is directly related to the enthusiasm and sense of responsibility of employees, and the efficiency and effectiveness of the enterprise.

Performance management is divided into four links: performance planning, performance implementation and management, performance appraisal, and performance feedback.

1. Meaning: The process of objective assessment and evaluation of employees' work performance and performance in an organized manner.

2. Factors influencing performance:

a) Subjective reasons:

1 Employee skills: such as the employee's ability to work.

2. Work attitude: including work motivation and values.

3) Objective reasons:

1. Objective conditions: including the material incentives, systems, and interpersonal relationships of the enterprise.

2 Opportunity: Opportunity or possibility, depending on the environment.

Third, the content of performance appraisal:

1. Workers: Assess the actual operation that should be known and should be known.

2. Management personnel: mainly to assess work attitude, work ability, work performance, work attitude and work ability evaluation focuses on long-term performance, can be assessed once every six months, should be coarse but not fine; The evaluation of work performance focuses on the improvement of performance, which can be assessed once a quarter, and should be detailed rather than coarse.

a. Work attitude: including work style, professional ethics, enthusiasm, sense of responsibility, personality, interests, hobbies.

b. Work performance: the work efficiency and results of employees.

c. Work ability: skills, knowledge, experience, qualifications, intelligence.

Fourth, how to carry out performance management:

1. Formulate an appraisal system: A performance appraisal system has been established.

2. Formulate evaluation standards: advanced and reasonable, with most people can achieve the standard, the same index, the requirements for different positions can be different.

3. Choose the appropriate appraisal method: The main methods of performance appraisal include objective management method, scale scoring method, ranking method, etc.

4. Select the appropriate assessment content: the main content is assessed, such as important tasks, important projects, and personal attitudes that have an impact on the work in the work attitude, generally no more than 6 items.

5. Establish channels for employee feedback and grievances.

6 Performance management focuses on the improvement of performance, and employee improvement plans should be formulated.

7. The results of performance appraisal should be linked to training, promotion, and compensation, otherwise the effect of performance management is not great.

8 Performance management can start from the evaluation of job responsibilities, and the salary positioning of management cadres is linked to the responsibility system, so that those who have the ability can get more remuneration, rather than as a tool for deducting penalties.

9. Performance appraisal can be piloted in the position of workshop director, and then gradually extended to various departments, and the method of cross-assessment of related departments can be considered. The remuneration of the workshop director is divided into two parts, one part is the basic salary, and the other part is the performance salary, which is cashed in the current month after the monthly evaluation.

10. The performance appraisal of sales salesmen includes the assessment of sales quantity indicators, the assessment of payment return indicators, the assessment of after-sales service (customer satisfaction), and the assessment of teamwork.