The performance management system of science and its significance

"Performance" in the word "performance" is performance, the results of the work; "efficiency" is the efficiency of the work process so-called performance management is to allow each employee to establish performance goals, understand the performance situation, to help employees overcome performance problems and timely feedback incentives, and ultimately improve the overall performance level of daily work.

First, the establishment of performance goals
Enterprise management process to achieve set targets rely mainly on individual employees and their overall values ​​between unity. True performance management, performance targets established in the performance management system is the first and the core position. Scientific performance goals within the enterprise can form an effective incentive mechanism to fully mobilize the staff and the enthusiasm of enterprises to create value, to lead the company's healthy competition. I believe that the establishment of performance goals should include at least the following aspects:
1. Performance goals must go through to be able to achieve here contains two meanings: First, the establishment of performance goals should not be too low, low is lazy. Easy to form the blind optimism and complacency, resulting in idle resources and low efficiency , making the development of enterprises lack intrinsic motivation. Second, performance goals should not be too high, the high-fear. easy to make people fear the formation of the psychological and unnecessary pressure to the negative impact on the performance of the complete general, performance goals should be established the employees pay 80% of the efforts to achieve the most appropriate level of performance, such a goal not only help to spur employees into full play the initiative of all, digging their own values, but also to have the ability, leaving the pursuit of value-added and increased staff space, and promote healthy competition within the enterprise.

(2) performance goals to be quantified, it has the scientific, flexibility and operability. Performance goals and quantitative criteria can be based on different enterprise management mode and scale, combined with the current economic environment to determine, focusing on science, taking into account the flexibility nature, pay attention to operability, so that the status of performance goals and business matching, business trends and match to match with the current economic environment.

3 performance targets to be facilitated, to make every employee fully aware of. Employees to create the main body of performance, only performance goals so that each employee has a clarity of understanding, it helps employees the right of self-positioning, a clear self- responsibility, design planning, completion of performance goals. is so targeted, the more clearly depict the bull's eye, the arrow was pointing the more accurate, the more accurate shot. In addition, managers will be in a timely manner whether the performance goals of the feedback to employees to help staff work plan amendments to ensure that performance goals are met.

Second, performance incentives
Performance objectives to establish the scientific level of performance in large part to enable businesses to maintain a relatively stable state, but by no means the highest state. For the highest level of business performance, maximize value creation, in addition to the performance goals established science, but also should establish an effective performance incentive mechanism.

The essence of performance incentives to complete performance under the staff give appropriate material (external and spiritual (internal) returns to the formation of performance incentives for employees to complete performance-based rewards obtained in a predictable clearly state that employees make their own very clear what kind of behavior, what kind of efforts to pay, to what kind of results will be what kind of returns that clearly states the work will help guide the staff correct attitudes, norms work behavior, increase enthusiasm, stimulate the pursuit of work, and ultimately establish a complete performance linked with personal income, corporate profits and employee performance management dual course, performance incentive mechanisms should also take note of several issues:
1 To provide adequate staff, they value in return, the performance incentive mechanism is a prerequisite to play a role in the performance incentive mechanism is referred to in return for not only the performance of employees has been completed, the reality of retroactive benefits, also refers to the employees for the future, based on their own performance and performance to complete the expected benefits, which requires companies to establish performance and reward clear link between their role is not sure in the past, but rather to guide the future, to guide staff in order to obtain the return The heart and instinct of hard work, making the performance of the creative process will not return and stagnation, the opposite will return because of the presence of new staff to promote more fully tap the potential completion of a higher, better performance, so can provide to employees enough, they value the return of performance incentives can play a role in the premise.

2 to extrinsic motivation and intrinsic motivation to do the balance of external incentives, including salary, bonus, stock, travel and other material rewards, as these returns is relatively fixed in time, the content is relatively independent, with relatively stable characteristics, so can also be called immediately and return essential. intrinsic motivation include the appreciation, gratitude, sense of belonging, interesting work, promotion and growth opportunities, good working environment and other non-material elements, such incentives in time and content have a very strong correlation with extrinsic motivation than the intrinsic motivation is more permanent, to help people and businesses to form long-term development and the pursuit, so external companies to give employees incentives, but also should focus on internal incentives for the construction and use. Links to free download http://www.hi138.com
3. Timeliness and fairness for the future benefit is expected to play a role in the performance of real incentives, and expectations for future benefits is based on the vested interests of the first to deliver the timely and effective basis, it should focus on performance incentives vested interest in the timeliness of feedback. In addition, the fairness of the performance incentive mechanism is also a problem can not be ignored, fairness in performance incentives in return does not mean absolute equality (equality of the absolute return of unfair means in itself, it is a qualification, a qualification in that each employee have a very clear understanding of what their behavior, what kind of efforts will pay, to what kind of results will be what kind of return, and can equally participate, Therefore, the performance incentives in the pursuit of fairness is "starting point" of equality, "end" of the difference.

In a modern enterprise, to determine the performance and establish a clear set of development needs in line with its own performance incentives, is the company to attract and retain qualified personnel, developing the talent of business relations. Links to free download http: / / www.hi138.com