How to translate the organization s overall strategy and business strategy into specific goals and m

The overall strategy and business strategy are translated into specific goals and metrics, and there are several aspects that can be referred to:

1. Strategic thinking: It is the basic idea to guide the formulation and implementation of business strategy. Strategic thinking plays the role of commander, soul and guide.

2. Strategic objectives: refers to the overall purpose and level of development that enterprises strive to develop during the strategic period under the guidance of strategic thinking and according to the analysis of subjective and objective conditions. Strategic objectives form the core of the strategy.

The correct strategic objective is the basic basis for evaluating and selecting business strategy solutions.

3. Strategic focus: refers to those aspects that play a key role in achieving strategic goals and have development advantages or need to be strengthened.

4. Strategic policy: refers to the basic principles, guiding norms and action strategies that should be followed by the production and operation activities of the enterprise determined by the strategic focus in order to implement the strategic thinking and achieve the strategic objectives. The Strategic Approach plays a guiding role, a pointer and a guideline.

5. Strategic stage: refers to the requirements of several stages divided into a specified strategic period according to the requirements of the strategic objectives, so as to achieve the overall strategic objectives in stages.

6. Strategic countermeasures: refers to the important measures and important means taken to achieve the strategic goals, which have the characteristics of phase, pertinence, flexibility, specificity and multiplicity.

Use the KPI method. Key performance indicators are a kind of objective quantitative management indicators that measure process performance by setting, sampling, calculating and analyzing the key parameters of the input and output ends of the internal processes of the organization, and are the tools that decompose the strategic goals of the enterprise into actionable work objectives and the basis of enterprise performance management. KPIs allow department heads to identify the main responsibilities of the department and, on this basis, define the performance metrics of the department's personnel.

Establishing a clear and feasible KPI system is the key to good performance management. Key performance indicators (KPIs) are quantitative indicators used to measure staff performance at work and are an important part of performance plans. Satisfied.

1.A business strategy that encourages innovation, is collaborative and risk-taking, while being results-oriented, and is oriented towards retaining and motivating key employees, is often an entrepreneurial enterprise. At this time, the focus of the performance appraisal should be:

Results-oriented, short-term assessment standards, and high employee participation rate. Then the alternative performance appraisal methods are: performance appraisal method, work standard method, scale evaluation method, target and standard appraisal method;

2.Corporate strategy is focused on quantity and efficiency, emphasizing short-term indicators, focusing on results, and low risk, which is usually a rational enterprise. At this time, the focus of the performance appraisal should be:

Focus on results, maintain existing performance, and evaluate personal metrics. Then the performance appraisal methods that can be selected are: Lvyu Zheng performance evaluation method, work standard method, target and standard assessment method, key event method;

3.Corporate strategy is one in which employees identify with the organization, focus on short-term results, emphasize teamwork, and are task-oriented, which is often a high-growth enterprise. At this time, the focus of the performance appraisal should be:

Short-term goals are combined with long-term goals, and individual metrics are combined with team metrics. Then the performance appraisal methods that can be selected are: target and standard appraisal method, grade selection method, key event method, performance evaluation method, and work standard method.

In order to realize the corporate strategy, the choice of performance appraisal methods is important, but it will be better if there is the assistance of the performance appraisal system, such as the performance appraisal system used by many people, after choosing the appropriate performance appraisal method, it can provide professional performance appraisal **, and can also carry out performance tracking.

What role should the administrative and personnel department play in the process of setting up the performance appraisal system?What should be done?How to carry out performance work?

It is necessary to make it clear that performance management is not the business of a certain department, and the company's senior leaders, department heads and personnel administration departments all assume their own responsibilities and play different roles in performance management. The following is the role we advocate in the process of designing a performance management system for enterprises. From this detailed positioning, you can understand what the administrative personnel department should do, as for how to do it, it is not clear in a sentence or two, pay attention to the use of these verbs and the meaning of expression.

The Administration and Personnel Department has the following responsibilities in the performance appraisal:

1) Organize and promote the company's performance management, provide management tools and related training;

2) Organize the establishment of the company's annual target system and project target system

3) Responsible for the implementation of the annual debriefing and evaluation;

4) Supervise all departments and projects to establish employee performance appraisal tools;

5) Responsible for the collection, verification and provision of performance appraisal data and information to relevant departments

6) Supervise line supervisors at all levels to conduct performance appraisal and performance interviews with subordinates as required

7) Review and supervise the results of performance appraisal, summarize the performance management situation, and put forward suggestions for improvement

8) Receive and process employees' performance grievances;

9) Determine the salary level of employees according to the performance appraisal results, report the salary upgrade and other appraisal results;

10) Establish employee performance appraisal management files.

Step 1: Interpret the strategic objectives. Break down strategic goals into four dimensions: finance, customers, internal processes, and learning and growth.

The second step is to determine the shareholder value gap (financial level), for example, shareholders expect that the sales revenue will reach 500 million yuan after five years, but now it is only 100 million yuan, which is still 400 million yuan away from the value expectation of shareholders, and this expectation difference is the overall goal of the enterprise;

The third step is to adjust the customer value proposition (customer level), to make up for the shareholder value gap, to achieve a sales growth of 400 million yuan, analyze the existing customers, and adjust your customer value proposition. There are four main customer value propositions: the first is the lowest total cost, the second emphasizes product innovation and leadership, the third emphasizes providing comprehensive customer solutions, and the fourth is system lock-in;

The fourth step is to determine the timeline for value enhancement. In view of the goal of achieving a shareholder value gap of 400 million yuan in five years, it is necessary to determine the timetable, how much to improve in the first year, how much in the second and third years, and determine the timetable for improvement;

The fifth step is to determine the strategic theme (internal process level), find the key processes, and determine what the company will do in the short, medium and long term. There are four key internal processes: operation management process, customer management process, innovation process, and social process;

The sixth step is to improve the strategic readiness (learning and growth level), analyze the strategic readiness of the existing intangible assets of the enterprise, have or do not have the ability to support key processes, if not, find ways to improve them, the intangible assets of the enterprise are divided into three categories, human capital, information capital, and organizational capital;

The seventh step is to form an action plan. Based on the strategic map and the corresponding different goals, indicators and target values, a series of action plans are formulated, resources are allocated, and a budget is formed.