履职行为的坐标——绩效管理.doc

履职行为的坐标绩效管理规范管理人员权利运行和工作人员履职行为，是公司专项治理活动的重要内容。通达电力有限公司在积极开展专项治理活动的同时，创造性地在公司经理层和中层管理人员推行了绩效管理制度。在试行一个月后，绩效管理渐渐地成为专项治理活动的助推器，又成为衡量每个人工作质量、工作绩效的综合标准履职行为的坐标。 履职，就是按质按量做该做的事。 绩效管理，目前在很多公司被广泛采用，它是推动企业发展、提升工作效率较为有效的管理制度。一般有岗位职责、工作量化、关键绩效三部分。其本质，就是以绩效来衡量工作，以结果来检验过程。用事实说话，在绩效管理中得以充分体现。所有工作都要有结果，而结果就要符合此项工作的质量标准。在一定程度上，它可以使工作人员对所做的工作项目更为明确，包括完成时间、完成内容、完成的标准。把所有的因素表述清楚，那么就构成一项工作。而把所有的工作的关键因素组合起来，就是一个工作岗位。在企业里，每个工作岗位的人都有责任、有义务按照标准把工作完成，这可见、可行、可衡量的标准，就是绩效管理。 绩效管理其实可以理解为一个大家共同的备忘录。 对工作人员来讲，工作量化就是自己的备忘录，在这个备忘录里，可以知道要做那些？该怎么去做？做的结果如何？对管理人员来讲，可以依据关键绩效对工作人员进行评价，优秀在那里，需要改善的在那里？只要每个岗位上的工作人员把该岗位上的关键绩效完成，那麽工作将会是另一种状况，企业的发展也将是另一种境界。 实行绩效管理和规范工作人员的履职行为可谓殊途同归，绩效管理和履职行为是密切联系不可分割的。做好绩效管理，管理人员的的权利运行和工作人员的履职行为可以有较高层次的转变。做好履职行为的专项治理，对绩效管理有很好的促进作用。同时，二者有可以相互补充，相益得彰。 绩效管理是客观的讲求工作效率，而高质量、高效率的工作是需要高素质的人来完成的。高素质不仅包括专业技术方面，还包括职业道德方面。专业技术可以理解为物质的，职业道德就是精神的，从某种程度讲，精神决定物质，也就是职业道德将会在工作上发挥决定性的作用。 但是塑造高尚的职业道德并不是可以一蹴而就的。任何事物的发展都有量变和质变的过程。绩效管理就是从细小的工作环节开始改变一个人的工作习惯，从而改变一个人的工作作风，量变累加之后的质变，就是履职行为要求的内容。 从职业化的角度讲，完全的履职行为似乎是太完美的，完美的几乎不可能存在。实际上，我们要的认真的态度，是负责的行为，而这都是职业人最基本的职业道德。在绩效管理中，这些都不是口号，是良好绩效的必须因素。 把绩效的管理作为履职行为的坐标，是切实保证履职行为长久、健康运作的基本保证。只有完善的管理、考核，才能明确履职行为的底线，才能促生良好的企业文化，在文化的氛围中塑造有高尚职业道德的人们。因为事实证明，严明的纪律比温和的教育更有效。The coordinate functions - Performance ManagementNormative management rights to run and staff functions, is the important content of the company special processing activity. Mastery of power limited company active in the special rectification activities at the same time, creatively in the company management and middle management the implementation of performance management system. In a trial period of one month later, the performance management gradually become special processing activity booster, and become the measure of each work quality, work performance comprehensive standard - the coordinate functions.That is, by the amount of do the right thing.Performance management, present in many companies are widely used, it is to promote the development of the enterprise, enhance the work efficiency more effective management system. General responsibilities, work quantified, key performance part three. Its essence is to measure the work, performance, with the results to test process. Speak with the facts, can be fully reflected in the performance management. All the work to have the results, and the results are consistent with the work of the quality standard of. To a certain extent, it can make the staff on the work done by the project is more clear,/post/334.html including completion time, content, completion criteria. Taking all factors expressed clearly, then constitute a work. And all the work of the key factors in combination, is a job. In the enterprise, each job has a responsibility, obligation in accordance with the standard to get the job finished, the visible, feasible, measurable criteria, is performance management.Performance management can be understood as a common memo.On the staff, quantization is their memorandum, in this memorandum, can know to do that? How to do? Do what? On the management of personnel, can be based on key performance for staff assessment, excellent where,/post/333.html need to improve in there? As long as each positions on the staff of the positions on the key performance complete, it will be another kind of condition, the development of enterprises will also be another kind of realm.The implementation of performance management and standardize staff functions converge, performance management and performance behavior is closely related to integral. Good performance management, management of the right operation and staff functions can have higher levels of change. Do a good job functions special management, performance management has a very good role in promoting. At the same time, the two can complement each other, intersect.Performance management is the objective emphasizes the efficiency, high quality, efficient work is in need of qualified person to complete the. High quality includes not only the professional and technical aspects, including the occupation morals. Professional technology can be understood as material, occupation /post/319.html morals is the spirit, to a certain extent, spirit substance, namely occupation ethics will play a decisive role in the work.But create a noble occupation morality can not accomplish at one stroke. The development of everything there is qualitative change and quantitative change process. Performance management is from the small work link /post/332.html began to change a persons work habits, so as to change a persons work style, quantitative change accumulation after the qualitative change, their behavior is to request content.From the perspective of occupation, complete functions seems to be too perfect, perfect almost impossible. In fact, we have a serious attitude, is responsible for the behavior, and it is the most basic occupation occupation /post/335.html moral. In the performance management, which is not a slogan, good performance must factor.The performance management as the /post/318.html coordinate functions, to ensure that their behavior is long, healthy functioning of t