Team performance terminology explained, performance management terminology explained what

Performance management: Use performance information to help set unified performance goals, and allocate resources to inform managers to maintain or change established target plans.

Performance management is a method to improve the individual performance of employees and stimulate the potential of the organization, and it is a management idea and a strategic and integrated management method that continuously achieves success. It is a process in which managers and employees reach a consensus on organizational goals and how to achieve them through continuous and open communication, and it is also a management practice that promotes employees to make behaviors that are beneficial to the organization, achieve organizational goals, and achieve excellent performance.

Influencing factors of performance management

1. Management mechanism.

The mechanism for performance management to play an effective role is to set reasonable goals for the organization or individuals, establish an effective incentive and restraint mechanism, and enable employees to work in the direction expected by the organization to improve individual and organizational performance; Through regular and effective performance evaluation, affirm the achievements and point out the deficiencies, reward the behaviors and results that contribute to the achievement of the organizational goals, and impose certain constraints on the behaviors and results that do not meet the organizational development goals.

2. Incentive mechanism.

In the performance management model, the incentive effect plays a very important role, and the incentive effect depends on the product of the target valence and the expected value. Goal valence refers to the degree to which the reward obtained for achieving the goal motivates the individual or the degree of punishment for the individual for failing to achieve the goal.

Performance evaluation refers to the use of certain evaluation methods, quantitative indicators and evaluation standards to achieve the degree of achievement of the performance objectives determined by the department to achieve its functions, and the implementation of the budget to achieve this goal of the comprehensive evaluation. The process of performance evaluation is the process of comparing the employee's collected work performance with the work performance standards required of him/her.

There are many reasons to conduct job performance reviews, starting with the information they provide to help companies determine what kind of promotion or salary decisions should be made. Second, it provides an opportunity for business managers and their subordinates to sit down and review the work behavior of their subordinates.

Summary. Outcome indicators are value indicators that reflect the performance of enterprises, mainly including comprehensive indicators such as return on investment, net profit margin on equity, economic added value, EBIT, and free cash flow. Driver indicators are indicators that reflect the key drivers of enterprise value, mainly including capital expenditure, unit production cost, output, sales volume, customer satisfaction, employee satisfaction, etc.

Outcome indicators are value indicators that reflect the performance of enterprises, mainly including comprehensive indicators such as return on investment, net profit margin on equity, economic added value, EBIT, and free cash flow. Driver indicators are indicators that reflect the key driving factors of enterprise value, including capital expenditure, unit production cost, output, sales, customer satisfaction, employee satisfaction, etc.

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Performance appraisal is one of the core functions of human resource management, which refers to the process in which evaluators use scientific methods, standards and procedures to observe, collect, organize, store, extract and integrate the performance information related to the evaluation task of the actors, and make accurate evaluations as much as possible.

Performance appraisal is a part of enterprise performance management, common performance appraisal methods include BSC, KPI and 360-degree appraisal, etc., and mainstream business management courses include the design and implementation of performance appraisal as an important human resource management ability requirement for managers.

The all-round performance appraisal method was first proposed and implemented by Intel Corporation in the United States. It refers to the process of evaluating the performance of employees by obtaining relevant work information from employees' supervisors, subordinates, colleagues, service users, and employees themselves.

The biggest difference from other assessment methods is that the superior is not the only subject of job evaluation of employees, and other evaluation subjects include: colleagues, subordinates, service objects, and employees themselves, etc., and a variety of evaluation information makes the company's evaluation of employees more fair and comprehensive.

Methods of performance appraisal:

The customer is the object of direct service to the employee, the employee's work ability and work attitude directly act on the customer, the customer is the most clear about the employee's work ability and work attitude, so the customer's evaluation of the employee is the most convincing, so the general 360-degree performance appraisal system in the customer Bi Lianghu's evaluation of the employee accounts for the largest weight. Especially in the service and sales industries, the evaluation of employees by customers is more important and weighted.

Team [ tuán duì ]

Vocabulary book. Basic Definition.

tuán duì ]

collectives of a certain nature; Group: Sports. Tourism.

A team is a community composed of grassroots and management personnel, which makes reasonable use of the knowledge and skills of each member to work together to solve problems and achieve common goals.

The components of the team are summarized into 5Ps, which are goals, people, positioning, permissions, and plans. There are some fundamental differences between a team and a group, and a group can transition to a team. Teams are generally divided into five types based on the purpose of their existence and the amount of autonomy they have:

Problem-solving team, self-management team, multi-functional team, common goal team, positive tacit team.

Explanation of performance.

achievement]

Merit, efficacy, business performance, case-solving performance, detailed explanation, see "Performance".

Word decomposition Explanation of performance performance (achievement) ì Twist hemp into thread or rope: spinning. Hemp.

Jihuo (the light illuminated during the weaving of the night in ancient times) is carefully bent eggplant. Continued: "Zi Yu is also far from making achievements and protecting the people?

Achievements and achievements: achievements. Merit.

Record. radical : 纟; Explanation of Effect Effect à imitation:

Imitate. Imitate. Uplink and downward.

Imitation (knowing that someone else's behavior is wrong and doing it with leniency). Function, Results: Validity.

Effect. Effect. Effective.

Efficacy. Benefit. Utility.

Effect. Efficiency (?.)To the end, to:

Effectiveness. radical: 攵; Stroke order.