绩效管理外文.doc

Improved performance management1 Introduction.The performances management occupies the core status in the modern enterprise human resources management, carries on the effective performances management is promotes the enterprise the management potency, the enhancement enterprise core competitive ability important method. But, how did the performances manage effectively implement were still the present stage our country enterprise extremely urgent problem. The performances management is an enterprise super in ten dent unusual headache question, is regarded it is the weak. The author attempts to unify in recent years the human resources management working practice, how deepens the performances management, the display performances management biggest potency discussed several humble opinions, to the time offer a few ordinary introductory remarks so that others may offer their valuable ideas.2 Common reasons why the performances management has not achieved the tangible affect several .2.1 Imitates copies verbatim, blind imitation.Each enterprises performances management system all should fully consider enterprise own characteristic, enterprise culture ,development phase, strategic target, staffs factor and so on quality ,does not give a thought to the enterprise own characteristic, the blind imitation, continues to use the west or domestic certain compares the successful major industry the management theory and the practice, definitely cant good cause the digestion, to be unaccustomed to the climate, the management defeat.Our country industrialization time short, manages the theory and the experience all quite is deficient, profits from the overseas management theory and the experience extremely has the necessity. But some enterprises eagerly enhance the enterprise performances not to know how begins, the implementation brings the principle, copies mechanically and applies slavishly the western experience, not to enterprise factor and so on itself development condition, strategy and management goal, values, enterprise culture carries on the full analysis, acts appropriately to the situation, its result inevitably is defeats the purpose, is contrary to what expects.2.2 Heavy performances inspection, light performances management.The performances management is a complete management system management system; it has contained the performances plan, the performances management implementation, the performances appraisal as well as the feedback and so on four modules. The performances inspection merely is a link; certainly it is an essential link. Only pays attention to the performances inspection is manages the idea and the localization mistakes . This involves to the enterprise high level super in ten dent sand the human resources administrative personnel to the performances management understanding depth and the breadth question.We said the performances management the goal is for promote the enterprise the competitive ability and staffs working ability and the performance, needs to understand the performances management the connotation and the flow, need to pay great attention to the entire management process the communication and the coordination, pays attention to each flow the realization. Merely pays attention to the performances inspection, often creates the staff to the performances management valid question, because it lacks with in staffs necessity communication and the personal it respect, thus also could not achieve displays staffs work enthusiasm, the initiative goal. Only pays great attention to the performances inspection, its result is merely fills in a big pile of form, becomes a mere formality, but lacks the substantive effect, regards as by the administrative personnel and the staff wastes the time.2.3 Performances management is only the human resources control sections work.In the human resources management department managers post instruction booklet, the performances management is its important responsibility. Therefore has quite many superintendents wrongly to think the performances management is only the human resources control sections responsibility, but other departments superintendents regard it are the extra burden. Certainly, the human resources department has the important responsibility to the performances management, but the first responsibility person should be various services unit and the function departments superintendent. They are shouldering the business goal realization, the entire journey communication, the performance appraisal as well as the performances feedback and so on.In the practical work, the human resources control section withstands the pressure biggest department in the performances management process. How lets the straight line department managers accept and the coordinate performances management? Could not achieve how the performances management effect does manage? This needs in our thousandth of a Yuan clear performances management process superintendents role, wants the cognition each superintendent, even each staffs all are the indispensable superintendent.2.4 Performances management goal is not clear about.The performances management goal is for the entire organization and the staff individual performances improvement. We not only must perform for this goal to the outstanding staffs performance to award, but also must work on insufficiency to the staff to carry on the discussion, the improvement, promotes each staffs growth, simultaneously staffs growth and organizations strategy and management goal close union.We note have many enterprises not only merely to locate the performances management in the performances inspection, moreover limits the performances management goal to sending the bonus, in the accent wages. As for them that, the inspection = hits the minute = today out the bonus.2.5 Performances management system lacks the scientific nature.The performances management system is from the performances plan, the performances management implementation, the performances examination and critique, a closed loop which and so on several modules unceasingly circulates to the performances feedback and the improvement, unceasingly promotes. The performances management first step is the performances goal hypothesis. The performances goal request satisfies concrete, may weigh, may realize, and the timely request, and is decided the work goal achieves or not key aspect. Cannot hold the key point, or said the goal too is tedious, is all disadvantageous to the staff and the organization goal realization.The performances system scientific nature also manifests in the performances communication, the performances appraisal result utilization and so on. The communication passes through to entire performances management process. The good communication channel and the communication method realize the performances management necessary condition. Will lack the communication or the ditch canal impeded all inevitably creates the management process the barrier and is invalid. But the performances appraisal result realization, like has not been able appropriately to utilize including the rewards and punishment and the feedback, the necessity affects the staff to the performances supervisory work enthusiasm and the confidence level.3 Effective performances management foundation.3.1 Good enterprise culture atmosphere.The enterprise culture is enterprises core value orientation; it has included acupuncture needle industry management idea, values, and management pattern and enterprise image and so on. It has the crucial to enterprises human resources management result influence, is the performances management most basic foundation. The good enterprise culture environment mainly includes:1. This enterprise takes the staff own growth as well as their work performances, but is not the big stick -like perhaps guardians -like management way;2. This enterprise has the full authorization and the responsible culture. A department manager must to from already the department takes the complete responsibility, simultaneously also must fully be authorized. Has the control subordinate, promotes the subordinate, the decision wages increase scope, the bonus assignment, subordinate training and so on the right which arrives.3. This enterprise has the open style communication culture. Including the strategic target public, the performances public, the rewards and punishment public, training is public and so on.4. Bring employers into line with the staff the performances management in the main body group. The staff not only is by the inspection, also is the inspection, fully displays the staff to participate in the management the enthusiasm, the initiative.Above the enterprise culture essential factor is restricting the performances management success or failure. In turn, the performances management effective implementation also can become the outstanding enterprise culture a constituent.3.2 Explicit strategic target localization.The enterprise needs to have an explicit strategic localization, but enterprises management goal is the enterprise strategy concrete application. The success performances management is unceasingly decomposes enterprises strategic target, through the explicit responsibility division of labor and the effective communication method, carries out in each staffs behavior. In other words, the performances management target is take enterprises strategic target as the basis, establishes each department and individual performances target and the standard. In under strategic guidance premise, in enterprises value chain, each pitch point (department) the activity can obtain unified and the effective synchromesh.Does not have the strategy, the strategy not to be clear about or various departments, the staff did not understand the enterprise the strategy, the performances management does not have explicit the unity, or pauses in short-term or the local interest consideration, has lost the potency which the whole enhances.3.3 Reasonable organization overhead construction and unimpeded service flow.The enterprise organizes the overhead construction the establishments can be able effectively to implement take the enterprise strategys the premise. The reasonable organization overhead construction meant the realization enterprise strategy each work all has the responsible department, between various departments all has the explicit responsibility division of labor, also non- responsibility power overlapping. The service flow unimpeded is unimpeded, each superintendent and the staffs all can accurately the cognition role, own in enterprises service chain, the value chain be in any type the position, can make the big contribution for the enterprise strategy implementation.The performances management only has in the organization overhead construction is reasonable and under the service flow unimpeded premise, can implement the PDCA system, can enable the plan, the implementation, the appraisal, the feedback flow the effective realization, causes the staff performances and the enterprise performances can the comprehensive promotion.3.4 High level leaders correct guidance and force impetus.When we approve the human resources to take when the enterprise the main resources, and regards it for the core competitive ability important constituent, then on the full reason said that, the performances management is one of business management core contents. Because it not only limited has decided the business management result, also directly affected the staff, specially is the core staff to enterprises loyalty, affected keeps the person to the human resources management important task whether could achieve.Because of this, the high level superintendent does not have the reason to affect this item the overall situation, affects the enterprise core competitive ability, and even closes the entire enterprise life and death supervisory work, merely gave a department- human resources control section to complete. In fact, the human resources control section took a function department does not have the command jurisdiction and the order power to other departments, if cannot have the high level leaders force support, human resources manager also only can the person call how.4 Several questions in the performances management implementation process should be paid attention to4.1 Performances management division of labor and coorperation .As mentioned earlier, performances management defeat important reason is has distinguished clearly in the management process respective responsibility. Distinguishes clearly the responsibility is the performances management organization safeguard. The concrete division of labor tries to state as follows:1 the human resources control section, in the entire performances management process, is the supporter and the inspector general. The concrete responsibility includes:(1) Designs the performances appraisal system; (2) Is the valuator which the participation performances apprised provides training; (3) Supervises and the appraisal performances appraisal system implementation. 2 the intermediate deck superintendents main function decomposes the organization goal which the department undertakes, and instructs and helps the subordinate implementation program goal, the intermediate deck superintendent is the performances management essential main body. They undertake the responsibility mainly has:(1) Rests on the enterprise the developmental strategy and the KPI system, is clear about this department year and the quarter strategy goal and the management key; (2) Designs this department two level of KPI, responds the enterprise strategy and a level of KPI system from the department responsibility; (3) Organizes the department performances inspection;(4) Links up the determination improvement goal and the plan with the subordinate. 3 the high level superintendent, has in the performances management body primary interest;(1) is clear about the mission and the pursue; (2) Determines the enterprise strategy plan;(3) Organizes and the design strategy succeeds the essential factor and the finance evaluation criteria;(4) Organizes to draw up the enterprise year after the management strategy goal, provides the resources and the policy support; (5) Organizes to draw up the company level the KPI system. 4.2 Enterprise performances and staff performances conformity.The enterprise overall performances have included the enterprise performances, the team performances and individual performances. The overall performances omni-directional promotion can enable the enterprise the resources to obtain the best use, causes the enterprise in the core competitive ability a stair. The author thought may achieve through following several aspects:1 the human resources superintendent participates in the entire enterprise strategy plan, the human resources superintendent may carefully examine the enterprise from the human resources angle the overall strategy, simultaneously from the overall angle, joins staffs performances and the overall strategy;2 records the branch customs station using the balance (BSC) the principle to decompose the enterprise strategy into the essential performances target (KPI) the system, guaranteed the enterprise strategy carries out each staff;3 realizes the PDCA circulation management, achieves the plan -monitoring - examination and critique - improvement the overall process effective operation. Benign to the performances circulation is the management movement which we hoped.4.3 Performances management already must pay great attention to the result, also must take the process.The performances management attention is the entire process, it has already contained the performances inspection result, also includes the performances goal the hypothesis, the performances application and the feedback, these four modules are indispensable. The performances inspection result has contained the performance, the efficiency, the accomplishment promotion, it certainly is the enterprise to staffs request, is the board of directors to the high level superintendents request, says from the big aspect, also is the society to enterprises expectation. But the result production is through a series of behaviors, impel through cannot the few flows and be facilitated.In the entire performances management process, in is clear about the overall goal and in respective performances target foundation, carries on tracing and the weight to the performances goal, through continues the unceasing performances communication and the performances face-to-face talk guarantees the performances to be possible the execution and may achieve the nature. From the performances plan contract pledge to the performances appraisal and the improvement confirmation, all cannot seep the inspection with by the inspection positive communication trace, and therefore achieves the ability, the quality and the performance directional promotion.4.4Performance inspection and the quality appraised should be played equally attention .The performances examination and critique aims at the work which in the enterprise each staff undertakes, applies each kind scientific qualitative and the quota method, to staffs actual behavior, the work effect and its carries on the inspection and the appraisal to enterprises contribution or the value, is overall assessment which to staffs Germany, can, be industrious, twist. We not merely must pay great attention to the staff performance the performance, makes the contribution to the company, also must grasp staffs moral value orientation as necessary, their work manner and behavior performance.In the real life, we are not difficult to discover certain staffs have talent non- Germany the