About Enterprise Performance Management Problems and Solutions _ Paper Network

Paper Net: Abstract: Performance management is the central human resource management. This paper analyzes the business performance management problems, based on the discussion of how to build an effective performance management system.

Keywords: human resources performance management system complete

Effective performance management can promote the orderly functioning of the internal management mechanism, the management of enterprise objectives, help to improve the competitiveness of enterprises, so it should be from the enterprise to understand the development of strategic performance management, the importance of how to correctly understand and practice of performance management, enhance the capacity of scientific development, has become an important part of business management.

First, the importance of enterprise performance management
1, performance management can effectively promote the implementation of corporate strategic goals. Performance management by the employees personal goals and business goals, improve employee performance to achieve business development goals of an ongoing iterative process, the implementation of strategic management is an important business carrier .

2, performance management, managers at all levels of management can improve the level of performance management is ongoing communication between administrators and managers in the process, to encourage managers to guide employees, training and incentives to continuously improve the management level.

3, performance management can fully exploit the potential of staff through performance management, found that work-related problems, weaknesses and enhance staff capacity to promote employees continue to progress.

Second, enterprise performance management of the main problems
1, the lack of complete performance management thinking. Failed to establish a complete system of performance management system does not sort out the performance management process, performance management, caught only a part of the performance appraisal, performance appraisal is equivalent to the performance management, Performance management will simplify the design for the evaluation form, completion and work to identify, and further performance analysis, performance feedback and communication, improve and enhance the other work is not started.

2, performance management positioning. Performance management positioning deviation is mainly reflected in the performance management objective position is too narrow, often only stay in for the purpose of classification of employees, bonuses, engage in distribution at the expense of performance management is to achieve the ultimate goal performance improvement and enhancement, leading to the real purpose of performance management can not be achieved, thereby greatly reducing the performance management function and role.

3, active participation of employees is low. That performance management is just the work of human resources, managers and employees at all levels of participation is not enough to become passive recipients of performance management. HR performance management task is to effectively target the development of enterprises broken down to departments and staff, organize and coordinate work of various departments, staff involvement and the level of support is the key to the success of performance management.

4, poorly designed performance indicators Performance indicators out of line with corporate strategic objectives between the two is not effective to undertake. Employee performance indicators of the company's strategic goals is not a layer by layer from decomposition, but according to the content of their work not top-down decomposition. Most of the actual operation is no precise definition of the use of a number of indicators to assess staff performance management leading to a mere formality.

5, performance appraisal criteria are not standardized. Vague assessment criteria, failed to do specific jobs for specific analysis, qualitative indicators are too many, difficult to accurately quantify, assess difficulty in enforcement. Examination in the assessment of an individual, often subjective feeling-based, usually based on their assessment of the subjective impression of being carried out, resulting in unfair assessment, evaluation results guide is not strong, affecting the scientific performance appraisal.

Third, build an effective performance management system
Necessary for enterprise performance management out of the traditional personnel management and understanding of the errors, from a performance appraisal to performance management improvement, according to the modern enterprise management philosophy, science and build a complete performance management system to continuously enhance the level of performance, to promote the enterprise's strategic objectives.

1, strengthening publicity and training, to ensure implementation of performance management. Enterprise Performance Management was the result of the above problems, one of the main reasons is that the concept of staff at all levels, skills can not keep up. Must be to the senior leadership on down to the grass-roots staff have focused on the guidance and training to facilitate assessment of who who have been assessing the concept of change, attitude correct, the correct understanding and effective implementation. For business managers, the need to update the concept of performance management to improve performance management capabilities, to fully understand the performance management programs, organizations implement performance management employees. For junior staff, through performance management, to keep abreast of their work problems and lack of clear direction and goals for improvement, so that the individual's ability with the introduction of performance appraisal continue to improve.

2, accurate positioning performance management to improve performance management. The positioning of the performance management performance management goals and direction of the problem. Performance management to assess the current focus on job performance, taking into account the future of performance improvement and strategic goals, its fundamental purpose is to continue to improve individual and organizational performance, and ultimately business goal, therefore, enterprises according to their stage of development and characteristics of the business, corporate culture, to organize the implementation of performance management, to ensure employees' work behavior and work with organizational goals. Links to free download http:/ / www.hi138.com
3, the scientific design of performance indicators, assessment criteria and objective to develop Performance indicators must be in the business development strategy under the guidance of the enterprise of the indicators from the enterprise to the department, by the department to the individual, the layers break down, first according to individual's annual work objectives, combined with the content of the work, the nature of a preliminary performance evaluation to determine the positions of the elements and then to the individual workflow into account the role, responsibility and above, the relationship between upstream and downstream, to the final determine the positions of the various performance indicators and assessment criteria.

4, the effective operation of the performance cycle, the establishment of a complete performance system. A complete performance management should be a performance plan, performance coaching, performance evaluation and feedback and performance results of the application cycle of four steps. The development of performance plans in conjunction with departmental priorities and objectives design evaluation system to determine the position indicators. stage of the implementation of performance counseling to help employees continue to improve its working methods and skills, employee behavior at any time to correct the deviation from the target, and target tracking and modification. performance evaluation to be objective and impartial, and timely feedback, so that employees understand their performance status, a clear next goal. After the completion of assessment, performance appraisal results are applied to salary, promotion, deployment, dismissal and other specific human resource decisions, but also for the designed to provide career staff recommendations, the formation of an effective performance incentive system. Links to free download http://www.hi138.com