The formulation and decomposition of performance goals, the design and decomposition methods of perf

The formulation and decomposition of performance objectives is to gradually decompose the overall performance goals and indicators into specific sub-goals and indicators, so as to facilitate the guidance of actual work and performance management. The following are the general steps and considerations for the development of performance goals:

Determine the overall performance goals and indicators: The overall performance goals and indicators are the ultimate goals and indicators to be achieved by the enterprise within a certain period of time, and should be clear, measurable and operable, so as to guide the actual work and performance management of the enterprise.

Decompose performance goals and indicators: Gradually decompose the overall performance goals and indicators into specific sub-goals and indicators to facilitate the guidance of actual work and performance management. Breaking down performance goals and indicators requires consideration of the logical relationships and dependencies between performance goals and indicators to ensure that the achievement of sub-goals and indicators contributes to the achievement of overall performance goals and indicators.

Set key performance indicators (KPIs): Key performance indicators are important indicators to measure the achievement of performance goals and indicators, and should be measurable, actionable, and feedbackable to facilitate monitoring and evaluation of actual work and performance management. Setting KPIs needs to consider factors such as the importance and urgency of performance goals and indicators, as well as the actual needs and resource constraints of the actual job.

Determine the responsible person and timeline for performance goals and indicators: The person responsible for performance goals and indicators is an important player in achieving performance goals and indicators, and responsibilities and tasks should be clarified in order to facilitate practical work and performance management. The timeline is the timeline for the achievement of performance goals and targets, and should take into account factors such as the progress of the actual work and resource constraints.

Establish a performance management system and performance incentive mechanism: The performance management system and performance incentive mechanism are important means to achieve performance goals and manage performance, including performance appraisal, performance feedback, performance improvement, etc. When formulating and decomposing performance goals and indicators, it is necessary to establish an effective performance management system and performance incentive mechanism to promote the development and innovation of practical work.

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Performance decomposition is a management method that disassembles enterprise goals into performance indicators, and distributes, evaluates and motivates them. The preparation of the priority work programme should include the following aspects:1

Goal dismantling: Decompose the strategic goals of the enterprise into performance goals at all levels, and correspond to the work tasks and responsibilities of various departments and individuals. 2.

Design of performance indicators: Design corresponding performance indicators for performance objectives at all levels, and formulate reasonable weights to ensure the rationality and operability of performance indicators. 3.

Formulation of assessment standards: According to the performance indicators, formulate corresponding assessment standards and evaluation systems to ensure the fairness and objectivity of the assessment. 4.

Formulation of performance distribution plan: According to the performance indicators and assessment results, the performance distribution plan is formulated, including bonuses, promotions and other incentive methods, and differentiated distribution is carried out according to the performance of different levels and individuals. 5.

Performance management process design: Establish a sound performance management process, including goal setting, performance evaluation, performance feedback and performance improvement, etc., to ensure the continuity and effectiveness of performance management.

How to write the key work plan of performance decomposition.

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Performance decomposition is a management method that disassembles enterprise goals into performance indicators, and assigns, evaluates, and motivates them. The preparation of the work plan should include the following aspects:1

Goal dismantling: Decompose the strategic goals of the enterprise into performance goals at all levels, and correspond to the work tasks and responsibilities of various departments and individuals. 2.

Design of performance indicators: Design corresponding performance indicators for performance objectives at all levels, and formulate reasonable weights to ensure the rationality and operability of performance indicators. 3.

Formulation of assessment standards: According to the performance indicators, formulate corresponding assessment standards and evaluation systems to ensure the fairness and objectivity of the assessment. 4.

Formulation of performance distribution plan: According to the performance indicators and assessment results, the performance distribution plan is formulated, including bonuses, promotions and other incentive methods, and differentiated distribution is carried out according to the performance of different levels and individuals. 5.

Performance management process design: Establish a sound performance management process, including goal setting, performance evaluation, performance feedback and performance improvement, etc., to ensure the continuity and effectiveness of performance management.

6.Performance management system construction: Adopt scientific and technological means to establish a performance management system, improve the efficiency and accuracy of performance management, and support performance data analysis and decision-making.

It should be noted that the preparation of the key work plan needs to be adjusted and refined according to the specific situation of the enterprise, including the level of target setting, the design of performance indicators, the formulation of assessment standards, and the design of performance distribution plans. At the same time, the performance management of the office should be closely integrated with the organizational structure, human resource management, compensation and benefits of the enterprise to ensure the effectiveness and sustainability of performance management.

Summary. Performance target decomposition and release refers to the decomposition and release of the performance objectives of the superior to the subordinates, so that the subordinates can better complete the task. The steps for the breakdown of performance targets are as follows:

1. First of all, superiors need to clarify their performance goals and decompose them into specific tasks and indicators; 2. Then, the superior needs to issue these tasks and indicators to the subordinates, and give a specific completion time; 3. Finally, the superior needs to regularly inspect the work of the subordinate to ensure the smooth completion of the task. The advantage of the decomposition of performance objectives is that it can effectively improve the efficiency of the organization, improve the enthusiasm of employees, and improve the performance level of the organization. In addition, the decomposition and issuance of performance goals can also help organizations better achieve performance management and better achieve performance goals.

Performance target decomposition and release refers to the decomposition and release of the performance objectives of the superior to the subordinates, so that the subordinates can better complete the task. The steps of the decomposition of performance objectives are as follows: 1. First, the superior needs to clarify his performance goals and decompose them into specific tasks and indicators; 2. Then, the superior needs to issue these tasks and indicators to the subordinate, and give the brother a specific time to complete them; 3. Finally, the superior needs to regularly check the work of the subordinate to ensure the smooth completion of the task.

The advantage of the decomposition of performance objectives is that it can effectively improve the efficiency of the organization, improve the enthusiasm of employees, and improve the performance level of the organization. In addition, the decomposition and issuance of performance goals can also help organizations better achieve performance management and better achieve performance goals.

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The decomposition and issuance of performance objectives refers to the overall decomposition of performance goals into specific indicators and the issuance of them to relevant departments or individuals in order to achieve performance goals. The purpose of performance target decomposition is to better achieve performance goals and improve the efficiency and effectiveness of performance management. The process of decomposing and issuing performance targets is included

First of all, the shooter determines the performance objectives and clarifies the content and requirements of the performance objectives. secondly, break down the performance goals into specific indicators and assign them to relevant departments or individuals; Finally, performance goals are evaluated regularly to ensure that they are met. The advantages of performance target decomposition are: first, it can better achieve performance goals and improve the efficiency and effectiveness of performance management; Second, it can better motivate employees and congratulate Oak High employees on their enthusiasm for work; Third, it can better control performance and improve the accuracy and controllability of performance management.

Performance target decomposition is an effective performance management method, which can effectively improve the efficiency and effectiveness of performance management, better motivate employees, and improve the accuracy and controllability of performance management.

Performance indicators are used to measure the completion of the goal of the yardstick, different periods of the enterprise, for different goals have different indicators, indicators to guide the direction of the employee's work, cohesion of the direction of the employee's efforts.

The following 5 steps provide an effective reference for indicator decomposition:

1. Sort out the strategic goals and quantify the goals specifically.

The first step is to describe the strategic objectives, quantify the goals, and make people understand.

2. Seek key success factors, and form a strategic map of the company with the help of BSC.

After describing the goal, it is necessary to start the goal decomposition, apply BSC to draw the company's strategic map, refine the goal description, analyze the key success factors, and each department finds its own key outputs and key work plans.

3. Determine company-level key performance indicators.

Profit is the essence of the pursuit of enterprise experience, and the financial data to measure the performance of the enterprise is often focused on in this link, and any business activity of the enterprise will eventually be reflected in the financial data. The strategic map tells us the annual key work of the enterprise, and the decomposition of KPIs is the financial performance of the company's business objectives in all aspects and departments of the enterprise.

4. Decompose the company's key performance indicators and form departmental performance indicators.

The realization of key performance comes from the achievement of various key tasks, such as the company and the department, whether it is the vertical of the index decomposition or the horizontal of the cooperation and coordination between departments, the work plan is aligned with the indicators, and the more specific the monthly measurement is in the decomposition process.

5. Know Shouchang to decompose the key performance indicators of the department and generate individual performance contracts.

From the company level to the department level, the department level is then broken down to the individual, implemented layer by layer, aligned, aligned, aligned, and important things are said three times. Every employee needs to establish a performance contract, through which the link is established and the focus is on.

To achieve performance goals, all links need to be aligned, and all functions need to be aligned.