Training how to become a strategic cruise ship

There are many companies such a phenomenon: the rapid development of enterprises on the one hand, staff capacity failed to keep pace with business requirements, enterprises need to increase their training level on the other hand, enterprises invested a great deal of time, effort and money, but often training A mere formality, a waste of time and did not effectively raise the level of staff and the core competitiveness of enterprises, whether this is all about how it.

The ability to fit as the center of the performance evaluation system

Ability to establish a competent centre for the performance evaluation system, using scientific methods to evaluate the company's goal of performance management and staff to assess the ability of incompetent staff positions, improve staff skills and the implementation of reasonable incentives.

Enterprise Human Resource Management's core mandate is to the right people, at the right time, suitable arrangements for the post, making Renjinqicai, things Deqi, personnel availability. And the use of competent management staff, through targeted training and management of the staff thinking, psychological and conduct effective guidance, bring into full play people's initiative to achieve the objective of managing enterprises.

To career development-oriented training system

In the long run, the quality and ability assessment can help employees identify their ability to "long board" and "shortcomings", can help enterprises to develop a more viable staff career development planning and more targeted training plans.

Stage in the work rotation

"Norway dead trees, people moved live." New jobs, working environment and content, will generate exciting, fresh and the courage to try the idea. Adopted in different fields of expertise to work in rotation, the staff received an evaluation of their qualifications and ability of good opportunities, at the same time, enterprises have been one pair of various affairs with a variety of perspectives to choose.

Provide challenging work

The terms of staff, upgrade competence of the more specific is a good way to try all kinds of challenging work. For example: in a young administrative staff to object found in the study: the commitment of these people work more challenging, their work will become more efficient, more successful, even to 56, this The situation still exists. Provide challenging task is to help employees achieve the most effective career development, but one of the ways is not complicated.

How do you assess the competence of staff

Evaluation of staff is competent staff with the ability and quality of job quality requirements contrast, therefore, is the key to solve the problem job analysis and evaluation. According to the results, each designed for a post office, this qualification is now working with the people, by the staff of the incompetent. This approach sounds like it is feasible and more objective, but it exists relatively few fatal problem:

1. job analysis of the needs of enterprises invested more energy, and a need for expert intervention;
2. the design of the qualification is not considered as people, compared the possible outcome of competent staff enterprises through low overall, enterprises and employees to create great pressure;
3. with the development of enterprises, the corresponding change jobs, job requirements are also continuously updated, and the job analysis and evaluation work is difficult at any time.

Therefore, enterprises urgently need to find a simple competent assessment model. After a number of enterprises on the job analysis and evaluation, found that between enterprises of different types of staff quality and ability of the requirements have many things in common, that is, influential, self-awareness, interpersonal skills, achievement motivation, ways of thinking, professional knowledge and skills Such as the following six aspects. Enterprises can refer to this general model, in accordance with its own characteristics of their trade, and cultural requirements of the various elements of the definition of quality and ability levels and characteristics described, for the competent staff enterprises of the assessment. On the specific application of this model let us through, for example to illustrate. In assessing a Human Resources Manager of the incompetent, the first to design the posts on the ability of generic requirements (shown in Figure 2), and incompetent analysis (as shown in Figure 3). And then through 360 o assessment methods to assess the human resources general manager of the ability of the actual level. Third, in accordance with the "incompetent degrees = Σ (actual level - good job of requirements)," calculate the human resources manager for the incompetent to -3 degrees at the incompetent response to his degree C + grade.

This business will be able to based on specific job requirements to develop training and upgrading programmes, such as: human resource requirements of his professional self-knowledge, skills upgrading human resources to participate in the seminar and to participate in a company's communication skills training, and so on. After a period of training, be able to conduct a competent assessment, if reached a level B, we can appropriately reduce the intensity of training, increase the intensity of incentives to enable him to play to maximize their real ability to work, and continue to deep Digging its potential.

What is the degree of incompetent staff

Staff of competent staff enterprises refers to the ability, knowledge, skills, physical and occupational undertaken by the coincidence between the level of demand. In other words, is your ability and your personal commitment to the responsibilities and tasks are compatible.

Human resources management in the enterprise, the competent staff of the dynamic nature of the request is rising: the commitment to the duties and tasks with the job, time, different purposes, the request will be different, the higher the position, the greater responsibilities, tasks, the more weight, The requirements of the incompetent will be higher, and in turn, competent staff of the continuous improvement of the work will promote the responsibilities and tasks of the upgrade, thus contributing to the overall operating performance of enterprises continued to improve. Therefore, the correct evaluation of the incompetent staff, upgrade the staff targeted level of knowledge and ability to work, human resources management business is an important means, but also the core competitiveness of enterprises build an effective way.

How to judge competent staff incompetent

Some veterans complained often heard: poor quality of certain employees, the ability of low…… this is an objective reality, subjective or improvisation is not known. Staff assessed how good or bad in the end » This relates to the competent staff enterprises of the problem.

Senior personnel selection case

1, the project background

In the case of enterprises under the China Telecom Group, directly under the provincial-level branches, the company administered in 17 branches in the province with 70 percent of the national long-distance optical fiber resources, the total length of optical cable has more than 500,000 core-km transmission backbone Network, switching networks, data networks and the Internet has to reach 17 cities throughout the province. Mainly engaged in domestic and international telecommunications networks and various types of facilities (including wireless local loop), and based on the telecommunications network of voice, data, images, the Internet and other telecommunications infrastructure business and value-added services. Faced with increasing competition in the telecommunications industry, the company hopes to strengthen the marketing network terminals and technology, new businesses around the city, vice president of marketing and technical director of the one from the province within the framework of internal recruitment, selection to the scientific nature And effectiveness, the company commissioned a vulnerable human resources management consulting firms, as this selection of activities Zongce Hua, through written tests, interviews, testing and other means, combining with the qualifications and positions the company stressed that the leadership model for the selection of the principle of comprehensive organization Senior management staff of the selection process.

2, solutions

According to the business of an "open, innovation and dedication" spirit of enterprise and "persist in the implementation of a comprehensive innovation, and adhere to the strategic cooperation to the principle of promoting the building of enterprise culture" of the company's strategy, the company set up around the model of the six elements of leadership, combined The selection of post qualifications, we summed up Competition for staff positions should have the eight leadership ability and quality requirements of five, in a targeted manner to the written test, interview subjects design. Selection of the survey questions are based on comprehensive management capabilities constitute elements of the characteristics, combining theoretical knowledge of psychology, in the light of domestic and international measurement tools, several sample tests may be amended, not only focus on the design of a universal and reflects the objectivity. After the survey to be written, computer test questions, live interviews and other procedures, we carried out the test results of the scientific objective of comprehensive analysis and formation evaluation report, the company identification of senior management leadership, selection and appointment of senior management personnel to An authoritative basis.

3, the project results

In the evaluation of the 63 staff in the competitive selection, the former embarked on the 20 all leadership positions, were appointed as the marketing around the city branch of the sum, vice president of the corporate sector.

A year later the project tracking showed that, after the selection of scientific, recruits qualified for the job as much as 90 percent.

Scientific and professional selection of personnel, corporate strategy is an important guarantee for achieving goals.

Group of business leaders competence-building case

1, the project background

A group engaged in the environmental protection industry is one of the group of companies, or a few years ago an independent listed company, due to the rapid development of business and professional development needs, the original direction of the relevant professional business unit into a series of group A公司. As the environmental protection industry, the concept of further extension, new energy into the future business direction of development. In order to support the company's existing business expansion and new business start-up, investment and financing business is gradually developing. A group has been formed so diversified development patterns, but this pattern will be with the company on national policies, macroeconomic environment and market opportunities and grasp the constantly deepening. Companies are now in the stage of rapid development, the Group's effective integration of internal resources, the series of cooperation and coordination between the Group companies operating within the series of leadership and other issues to be resolved upgrade.

2, the key issue

A group should be said in the past few years in the development of high-quality talent through the development, the introduction of advanced foreign technology, the company's unique ability to foster competition, the company has been a leap for the future development of laying a good foundation. However, the company decision-makers in the group led to a higher and more glorious goal, felt from the branch and the existing leadership team in the strategic support of the check. Specific performance in the following:

1. (1) company managers at all levels of the shorter working time, the role of slow conversion, the role of knowledge is not in place, the job responsibilities, can not fully understand the strategic objectives;
2. (2) company managers at all levels are mostly technical management of origin, personal technical background formed a linear mode of thinking, are accustomed to micro-services concern, the macro can not change things very good grasp;
3. (3) the promotion of cadres for promotion is not systematic and progressive training and development, not a systematic training and job training, no experience in senior management;
4. (4), decision-making mode, the function of decentralization of decision-making, decision-making at all levels managers to have a psychological dependence, decision-making ability has not been developed;
5. (5) the company's own development strategy is clearly and accurately, or high-level strategic thinking of the team focused level, but also affected the operation of the strategic decision-making, the ability to seize the opportunities an important factor.

3, solutions

Of easy human resources management through the establishment of the advisory body corporate culture concept and development strategy, the leader in unified code of conduct (leadership model) and the implementation of effective management, a destination guide enterprises to the leadership team independent development potential and achieve self-improvement And upgrade the level of leadership to enhance organizational performance of the purpose and then to build the core of enterprise-class team, the establishment of good corporate culture and core competitiveness, encourage enterprises to the effective implementation of strategic objectives and achieve sustainability of the growth of enterprises to provide a solid management Basis.

4, implementation steps

1. (1) initial establishment of the factors leading to the Through the corporate strategic planning, cultural ideas, job responsibilities and working environment, and other aspects of clear leadership to the factors.
2. (2) the establishment of the factors leading characteristics According to the actual situation of enterprises, defined performance standards, through the leadership of the key events of interviews, 360 surveys, business models and experts compared the form of database analysis, to further clarify the leadership of the factors. Summary research, analysis and leadership qualities in a strong performance related to the role of nature and characteristics of knowledge, behavior characteristics, in accordance with the principle of developing certain leadership characteristics standards.
3. (3) factors and determined leadership of the standard features Organization of outside experts, under the leadership development, management, application needs, the leadership of the factors and standards of behavior characteristics of extensive discussion and demonstration, eventually establish a representative of industry models, with the characteristics of business leadership model.

5, operating results

Leadership model, we organized a leadership model based on the basis of incompetent leading cadres of the evaluation.

Through the systematic analysis of survey results found that the core team building is the key to the development bottleneck, the selection of cadres, selecting, training and appointment of a lack of standardization, the system has not established mechanisms; mechanisms and improve the system of leadership as the normative acts of the most Basic channels, in the company's role did not play due to the level of individual business managers, technical quality and ability higher but the team management, leadership needs to further improve performance.

At present, A Group is a vulnerable human resources management consulting with the assistance of capacity-building-oriented, performance-oriented mechanism for the survival of the fittest, to strengthen the decision-making and management of scientific. At the same time through a system of leadership development system, at all levels to strengthen leadership and the leadership echelon of the reserve training and guidance, quickly upgrade the leadership team leadership and overall quality, and gradually form a lean efficient, tenacious style, pioneering enterprises Home team.

The performance of the circulation sector pay reform programme

1, the project background

In the case of enterprises established in 1991 and headquartered in Dongguan City, is typical of a private family-run enterprises. 80% of the management of family members by the members of the company to rely on this blood, Dongguan and the cohesion of the pragmatic, professionalism and steady development from small to large, has now become a well-established local beverages wholesale, distribution companies. Currently there are agents of the Pepsi brand, Tsingtao, the Watson's, and other well-known brands. 2 years ago to establish clean water plant, began to develop its own brand of drinking water: health pure water. The rapid development of enterprises and business expansion, highlights the management lags behind, the manpower shortage problem, such as bottlenecks, for which the company decided to use the brain to solve problems in the development of enterprises.

2, the key issue

Of easy human resources management advisory body at the scene through the diagnosis, research found that:

1. 1) Company management responsibilities in the lower right, powers and responsibilities of balance, passive enforcement of the order, lack of initiative and autonomy, between fragmentation, detached from each other, poor coordination.
2. 2) the highly centralized decision-making power company, increased risk of decision-making, lack of staff participation and recognition and does not establish long-term strategic planning and vision and the support system of decomposition, resulting in poor implementation.
3. 3) the company open and transparent system of evaluation and operational problems, the staff of the evaluation methods, procedures, the results do not know, do not know how their performance is being judged; design elements in assessing the lack of jobs in science Analysis, lead to some important work was ignored, so that the specific work of assessing the loss.
4. 4) use the existing salary system, salary structure is irrational, the company's existing remuneration system does not fully reflect less dry and more dry, Ganhaoganhuai income differences, there is no fundamental solution of internal pay equity issue, The resulting decline in the sense of responsibility, initiative is not strong, seriously affected the cooperation between the team and management performance.
5. 5) The trust-oriented employment mechanism impact of the low quality of personnel management, the concept behind the lack of professional management skills, lack of effective guidance to subordinates, the increasingly serious brain drain.

3, solutions

1. 1) Construction of the company's strategy of supporting platform development goals, and establish a business-oriented development strategy, key performance indicators for the content of the business objectives system.
2. 2) establish a basis for the analysis of the work to reach a business target for the core of the performance management system.
3. 3) establish a job evaluation based on market value and performance with the results of interaction with the dynamic competitiveness of the remuneration system.
4. 4) the optimization of the organizational structure, management personnel from the market introduction, promotion of non-family members, breaking the family would replace the operating structure, optimize the existing contingent of cadres.
5. 5) the establishment of training mechanisms to enhance the quality of cadres and staff and skills.

4, operating results

After running the project, the business organizations operating efficiency markedly improved, targeted work focused, streamlined organization set up efficient, particularly in the market and customer response rate has been greatly improved, the project did not run pre-sales performance improved significantly, after a period of Time to adapt, adjustments, and results have been greatly changed. Through the effective operation of the system of managers and key staff played a very good incentive effect. After the end of the project, general manager of the company, said: easy for human resources management advisory body is truly customer-oriented, customer issues as their own problems, solutions, pragmatic and professional work, dedication.

Fresh recruitment of college students case

1, the project background

The past year to recruit fresh university students, always a branch of the Bank of China × × leadership headaches related to the matter. On the one hand, employment indicators are limited and can take care of human relationships is unlimited. The interests of all parties related to the "sliver" is the thick layer of a dozen children, who do not have to do with who » Leaders in the always difficult decision. On the other hand, how to use a series of scientific and professional personnel selection methods to recruit the necessary talent? » Although the bank is also very much hope that through scientific methods of hiring talent, but do not have the specialized human resources management echelon, nor a well-established professional personnel selection tools. The end of the day, many people come in each of the banks, can truly meet the development needs of the people are not many. This Tuo Renqing, and take relations, relatives, and other breeding rigid employment in the way that banks can not meet the selection aspects of the requirements of market economy, can not reflect a fair and just principles of open market economy, the Bank of China can not cope with this new global competition The form of personnel strategy.

2, the key issue

At present domestic enterprises in the recruitment of the widespread problem can be broadly divided into three aspects: First, the planning of the deficiencies and the other is the lack of scientific third is the gap between professional. Whether the issue is the planning or scientific nature of the problem, in essence, are also human resources and enterprise managers for the professionalism of the result of inadequate grasp.

3, solutions

Of easy human resources management consulting agencies, according to Bank of recent and future strategic personnel requirements, defines the xxxx session of the basic requirements for graduates, in the relevant institutions and posted on the website recruitment advertisements, collecting a large number of students this year's curriculum vitae. Bank consulting firm based on the specific requirements, design a rigorous recruitment programmes and procedures, including written tests, interviews and psychological evaluation of programmes and procedures. That is a candidate for college students speaking, in order to obtain bank of the tickets must be passed three customs: The first is a written clearance, followed by the Commissioner of interviews, the final assessment is heart related.

T questions designed a vocational aptitude test, test test students on the professional aptitude, it can effectively measure the exam-oriented in a career in the field of potential, contribute to exam-oriented bank forecast in its success in the field of occupational Possibility of effective screening in the profession did not succeed in the field of the possibility of exam-oriented people. Therefore written to ensure that banks tend to recruit more professional ability of talents.

Interviews designed with a well-structured, small deviation of the standardized interview programme - the structure of the interview: According to the evaluation of the development indicators, the use of specific problems, evaluation methods and evaluation standards and strictly follow specific procedures, Mian Shiguan through face-to-face with the candidates Verbal exchanges, the candidates to evaluate the standardization process.

Professional psychological assessment tools, students recruited through the psychological evaluation, selection and talent to help banks to help banks to the examination of hiring people to implement effective management, and planning for its establishment lay the foundation for his career.

4, operating results

Each participated in the recruitment of college students have carried out analysis and use of vivid graphics, visual display of students in each of the candidates and ranking results, and their respective characteristics, advantages and disadvantages, from a professional point of view, for each The students were candidates for the interview results to quantify, so that each of the candidates recruited results at a glance, the banks agreed to the Jiaokouchenzan. The interview results, leading to the bank's personnel policy to provide a scientific basis.

The recruitment process has greatly promoted the Bank of China branch in × × recruitment of human resources management improvements, for the banks to create an effective, scientific, and standardized employment mechanism laid the foundation for achieving the banks of the employment system reform mind , Is also × × branch of the Bank of China in human resources management innovation.

Human resources solutions

1, the project background In the case of China, is the largest professional one of the crankshaft manufacturing plant, the introduction of advanced international casting and machining equipment, organized the first-class in Asia with international standards of the casting and machining production line production lines, mainly for more than 30 well-known domestic The Zhuji Chang supporting, as a society and accessories sold the 31 provinces, municipalities and autonomous regions, the domestic market share of 80 percent on sales of 600 million yuan. Given the current rapid expansion of auto consumption market, the auto industry to bring about enormous business opportunities, enterprises in the high-speed development period, while facing the pressure of market competition also highlighted the internal human resources management on the huge gap.

2, the key issue The company open and transparent system of evaluation and operational problems, the staff of the evaluation methods, procedures, the results do not know, do not know how their performance is being judged; design elements in assessing the lack of scientific analysis of positions, Lead to some important work was ignored, so that the specific work of assessing the loss. Company's existing pay system fails to fully reflect less dry and more dry, Ganhaoganhuai income differences, there is no fundamental solution of internal pay equity issue, the resulting decline in the sense of responsibility, initiative is not strong, serious impact on The cooperation between the team and management performance. Because of the job responsibilities do not know, cross-cutting between the company, on the procedures and processes under the Road between the lack of sense of service, internal services response time is too long, on some issues when dealing with a buck-passing, evasive phenomenon occurred, a large number of people An increase of coordination and organization of the internal friction.

3, solutions 1) Construction of the company's strategy of supporting platform development goals, and establish a business-oriented development strategy, key performance indicators for the content of the business objectives system. 2) establish a basis for the analysis of the work to reach a business target for the core of the performance management system. 3) establish a job evaluation based on market value and performance with the results of interaction with the dynamic competitiveness of the remuneration system.

4, operating results After running the project, the business organizations operating efficiency markedly improved, targeted work focused, streamlined organization set up efficient, particularly in the market and customer response rate has been greatly improved contract compliance rate from 65 percent to 88 percent, The company's general manager, said: a company really easy for enterprises and allow services to enterprises focused, pragmatic solutions, professional work, work, and expressed the hope that with a human resources management consulting easy to establish long-term cooperative partnership.

Case perennial adviser cooperation

1, the project background × × × companies by the joint venture between the two listed companies, is located in Shanghai Pudong Jinqiao Development Zone, is a specialized in the production of automotive exterior enterprises. Shanghai GM Company, and FAW-Volkswagen, and other famous Zhuji Chang in supporting services, product quality and distribution efficiency, the high degree of recognition, Zhuji Chang for many years been rated as excellent providers. With the rapid development of enterprises, corporate management obviously felt from the management of ageing, management experience of the dominant position of enterprises, such as high-speed growth of constraints, so easy to employ a human resources management consulting firms help companies standardize human resources management, for Jiangyoufalie the establishment of the company's management, fair and objective incentive model. Project period, in order to promote the project results to the company-wide, further changes in the middle cadre management concepts, and the layers of pressure on the company to operate transmission companies to continue consulting with a easy to maintain cooperative relations, signed the consultancy contract year, to employ a vulnerable The Advisory division of the company's full-time consultants.

2, diagnosis and projects to define the problem According to × × × company human resources management analysis of the status quo, a consultant easy to think that although the company currently has projects in a vulnerable group under the guidance of established norms of relative performance management system and target system, but because the company responsible for human resources staff The change too frequently, companies operating within the grasp of the lack of skilled personnel, managers at all levels of performance management and the significance of the role is not enough awareness in place, and no day-to-day management activities in the use of the concept of performance management work, the performance appraisal Implementation is only to play in assessing the role of non-performance management role.

3, Solutions In this analysis, based on a recommendation from the consultant-the following aspects in the consultancy guidance: 1) performance management system run counselling to help enterprises under the operation of the changes in a timely adjustment of target system and establish a performance appraisal system and complement the management system, the company management staff at all levels in performance management skills counselling, counselling at the same time improving the performance management The promotion and development work. 2) counselling, training Enterprise Human Resources Department staff in promoting the skills of performance management system. At the same time under the current management business management skills and inadequate human resources management of the overall strength of the problem of inadequate and proposed the following recommendations: 1) against the existing management staff in management capacity assessment, targeted by the proposed upgrade management skills. 2) the consultant cooperation, by a consultant for enterprise-existing normal work in human resources advice, answer questions and help enterprises to establish a management model and management tools. 3) According to the survey results management capacity, carry out series of management philosophy and skills training. 4, the project results Yi in a consultant and the joint efforts of enterprises, the enterprises of the performance appraisal work has been on the right track, managers at all levels will be gradually developed with the goal of performance appraisal as a routine management work to do, the use of objective management tools decomposition sectoral objectives To help staff planning the use of performance management thinking of the staff working to improve. The enterprise has been made for three consecutive years been rated as outstanding common suppliers, the leading domestic product per capita profitability of outstanding performance.

Design is completed on

Upon completion of the design objectives must be checked, so as to avoid the process of implementation of prevarication, aliasing, conflict, or even to nothing situation. Check the contents include:

First of all, whether the corresponding resources to support the goals, whether there is reality. Many enterprises like setting goals, ahead of target, the impact on the industry at every turn before the top three, the result is that it exciting, do not start up, the enterprises did not consider the reality of the situation and the allocation of resources will inevitably lead to the implementation of the objectives die a natural death.

Second, the objectives are in line with the principle of SMART. That is, the specific (SPECIFIC), measurable (MEASURABLE), can be reached by the (ACHIEVABLE), the reality (REALISTIC), time-bound (TIMEBOUND). If the target is not clear, employees have to understand deviations in the examination can easily sparked a diplomatic row.

Third, whether the goal through from top to bottom. Supervisors focus on whether employees are reflected on the target, whether as the focus of their subordinates to work » If the goal from top to bottom in the wrong, inconsistent, it will lead to the objectives and results between the deviation or even nothing.

Finally, about whether the goal of coordination. The goal of this department and other departments whether the objectives of the conflict » If there is such a situation, although the department completed a very good goal, but at the expense of other sectors as the price target to complete, so even if completed, the company also failed to consider the whole.

Therefore, after careful thought, full lines of communication, the department repeatedly about coordination, so as to create a truly enforceable, worthy objective.

The goal is immutable?

Some enterprises are often the targets have not changed throughout the year, an old faces, these objectives will often failed to keep pace with changes in objective assessment became Zouxing Shi. Goals must be based on changes in the situation promptly adjust. What are the needs of the market, customers What are the requirements, the target must be timely reflected. What is the focus of enterprises » What can evaluation; enterprises concerned about what, what can examination. But the reality has changed, the objective should be not only timely adjustment, assessment criteria, can also target weight at any time, so as to reflect the focus of the operation of enterprises.

If the business this time of the Shang Buqu sales of new products, new product sales could be included in the assessment indicators; If the employee has opened a sales situation, the need to expand the results, then you can adjust the standard, increasing sales targets; If you need special emphasis on the importance of an indicator, this indicator can be the appropriate weight increase.

Benchmarking is the goal, that is, baton, referring to Where, where the staff will take place.

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The more comprehensive the better goal?

Many enterprises designed to target large, more than 10-point, Deloitte and Touche to performance, work habits and work discipline, or even three Wujiangsimei love everything sale, and every part of a certain weight. This goal may seem detailed, a person can fully reflect the true performance, in fact eyebrows beard Yi Bazhua. Too many goals, employees will not only lose focus, but not easy to breed mentality. They will think: After all, a goal only a fraction of the weight, not really.

Therefore, in the design when it is necessary to highlight key goals, to focus on tilt. Now often used is the key performance indicators (KPI), through the posts critical success factors, key responsibilities of the output of the enterprises that KPI, to grasp the core and key employees. Generally speaking, the design goal of 3-5 can, to ensure that its targets to cover 80 percent of the work. At the same time, a key goal in the entire goal of absolute weight, so as to arouse sufficient attention to ensure that enterprises can successfully completed the major work.

In addition, the rules and regulations can be used to check the work, you do not need a separate assessment objectives. For example: staff regulations and discipline, such as late leave early, related systems for punishment, and then a double penalty on the assessment.

Daily routine, simple, do not need to set goals, such as: telephone, cleaning, summing up plans, such as regular meetings. These efforts are necessary to complete the goal or assist the process, the results of their work can be reflected in the goals, you do not need another examination. Here will encounter a problem, no assessment of the work, the staff will not do, how do » At this time we can increase the capacity of attitude assessment, and strengthen the system and cultural development, or to charge a temporary weight, and other measures to avoid such a situation.

Important work should be a target?

Crucial, if should do very well, the staff has already formed good working habits, we can no longer consider the inclusion of targets, no longer assessment. Here the most famous example is the Haier factory, while employees in the urine of the story. When employees of professionalism to a certain extent, this provision has become outdated.

If some of the key indicators, there is no scientific accumulation, management data do not support, then we can only pain Geai, used to replace other indicators, based on a good time to wait until the set as a goal. Such as: commodity turnover rate in many enterprises is a more important indicator, but in hand account of the circumstances, it is difficult to accurate statistics of value, then the information systems and training can be launched as a corporate goal of this stage .

Pay great costs, management costs of big goals, also included in the assessment does not need the time being objective, because it is easy for the assessment and evaluation into the situation. If the customer satisfaction index, although a very good indicator, but often difficult to investigate or that the data is untrue, then we can give up this target, the use of other easily measurable targets to replace, such as the rate of customer complaints, Or units, sales growth targets. Training is also available in the same indicators such as return on investment of such indicators, because of such indicators to be measured, takes great cost, productive, then you can temporarily or not to replace the use of other indicators.

All the work needed to target?

Goal is not the full content of examination, evaluation of the staff, to a large part of the work is the standard assessment.

Our daily work can usually be divided into two categories, the first item of work, that is a limited time, stress clearly the result of the work of complete independence and the other is procedural, in accordance with the processes that stress efficiency and accuracy of the work. The project type of work we can use objective assessment, and work processes can use the standard assessment.

Item of work is intermittent, often the results of change, uncertainty of the results, such as business employees, such as research and development staff. For such work, the focus of this month, the output next month and may not be completely the same. At this time we can design short-term targets for examination, while the next stage of assessment objectives may be changed.

The process of the work cycle, mainly on the basis of norms or work processes to carry out such work daily, monthly or even every year are the same. Such as: drivers, cleaning, accounting, operatives and some other types of work, such work is not mandatory vehicle mileage per day, every day sweep rereading, the number of daily print documents such as appraisal. Then we can determine its standards and norms, so that they comply with the implementation on the line. And such standards or norms do not need to change each month, or even for a very long time remaining unchanged.

Some posts are standard and objective assessment together, such as: such as financial manager of work, notes examine the risk of errors, accounting rate registered in time, every day is to be completed areas of work, you can use the appropriate standards of assessment, And the submission of financial reports, fund-raising, and so is the stage of the work, you can use objective assessment.

All targets must be quantified?

Design target is the core part of performance evaluation. However, many enterprises on how to design goals There is the understanding, with the result that an examination of the deviations and errors, or even a mere formality.

All targets must be quantified?

The goal of many enterprises design, Yanbi Chen "quantitative." In these enterprises, the enterprises of every task, we must have a clear digital standard, and it is easy assessment. In fact, all quantitative targets are unrealistic and do not quantify the ultimate goal of the design goals. We design objectives is to achieve the ultimate objective assessment and evaluation can be. "Quantitative" only purpose is to achieve such a method, there is a "measurable."

Generally speaking, the "quantitative" refers to the business sector, while the functions of working only through the transformation of indicators to quantify the achievement of objectives, such as: time, quantity, quality, cost, and so on.

Unable to quantify the work to achieve "measurable", mainly through the establishment of a clear evaluation criteria to achieve. Such work to deal with people, services, text type system, such as qualitative work, they are often unable to quantify with a simple evaluation of its inherent quality. At this time, we can work through the standards, a clear description of the work output and division level, so that people can distinguish good or bad quality of the results will be clear at a glance.

For example, a market research report, how to evaluate the results » Some people say that can be completed in time, to evaluate the frequency, but Xizhimojie are some things can not really evaluate its merits. If we make the following description, it is easy to distinguish between quality of work.

1. comprehensive integrity and reasonable analysis in place, a feasibility proposal, but the proposed measures were adopted after the creation of a higher economic efficiency;
2. comprehensive integrity, in place of reasonable, feasible proposal;
3. comprehensive integrity, in line with the basic format requirements;
4. lack of content, do not meet formal requirements.

Objective assessment of six major breakthrough Mistakes

Design target is the core part of performance evaluation. However, many enterprises on how to design goals There is the understanding, with the result that an examination of the deviations and errors, or even a mere formality.

Systems thinking, closed-loop design

Assessment of the problem is not the existence of a single, but the companies involved in all aspects of the front may be behind because of the fruit. Must therefore be to the overall vision, the system of thinking to solve. The performance of the scientific system can not be separated from a clear development strategy, a clear analysis of jobs, there are also inseparable from the design of incentive pay, these are interlocking ring, one can not do, common support from the integrity of the evaluation system. Therefore, in the design of performance appraisal, these links should be relevant to consider and design, to ensure harmonization. Otherwise, the simple assessment of the evaluation will be a stop-gap measures feet, press the gourd with Piao dilemma.

The so-called closed-loop design is the work of, there must be implementation, inspection, control, upgrading and other areas. So from a performance evaluation of the operational level, Invensys to change a test of concepts and practices, from simple points to a results-oriented thinking in all directions to solve the problem, target setting, process management, assessment rate, performance improvements are part of a Not less. But also through the system design and training Xuanguan so that employees understand that performance management throughout the managers and staff work every day, not just the examination several days. The performance targets set from the beginning until the end of the performance improvement, managers and employees must maintain continuous communication.

In addition, the entire enterprise is in charge of assessing the work of another core. If the assessment on the charge of incompetence, performance appraisal can not simply create a performance. Therefore, in the assessment process, should bear the primary responsibility for, and the process of guidance and performance improvement, is in charge of the core functions of duty, can not these work Shuaishou pushed to the Human Resources Department. Competent to learn how to change roles, from supervisors, managers, coaches to the staff, counsellor transition. Not only competent to make a clear understanding of their roles, but also caused him great attention paid to performance appraisal, in particular the staff counselling, improve work performance as a competent assessment of the important goals.

The lack of communication between counselling

First: to ignore the outcome of the process

Now a lot of corporate performance assessment, always tend to result as a primary factor, performance hero is also strongly pursued the target enterprises. But that many on the resulting health problems: staff through what means the goal of complete » Is dedicated to overcome the difficulties danger achieve its objectives, or yielding to follow the development of the market and Zuoshouyuli » Or at the expense of their long-term interests at the cost of the manner in which to take Yinzhenzhike by personal gain .

For example: A completed a goal and B were not completed, the award who » There is no doubt that should be a reward, B should be punished. But careful analysis will be completely different conclusion: A high-speed growth in the region, effortlessly completed on the target, in fact, than his competitors grow faster and more. B and the market has saturated, highly intense competition, B through fine cultivation of the market, strengthen its dealer services, and effective promotion, to avoid a continued decline in sales, while sales of our competitors are substantially reduced. This should be the reward is a B rather than A, but against the staff, we have the wrong incentives.

To ignore the outcome of the process, it is easy lead to only superficial, resulting in the wrong incentives, incentives would be wrong to convey the wrong signal to the staff, resulting in quick success of the staff. Staff just now, do not look at the future, some impact on the sustainable development of enterprises were not concerned about. Thus, short-term boost their efficiency, but the long-term corporate earnings may be impaired. For example, some enterprises will be a big reason for the twists and turns, its common reasons are: In order to rapidly increase revenue, operational staff blind to the dealer Distribution, low-priced walk; Although such a short period of time sales of big, happy, but in the end Corporate profits are low or even losses.

Second: only assessment rate, the performance did not improve

Performance evaluation, the staff did not complete the task, what are the reasons . Is internal or external factors, organizational factors or personal factors, is the lack of knowledge, skills, poor attitude or a problem. All these require careful analysis. Through interviews, we will soon find employees with good performance of the real reason for the poor, help employees understand its shortcomings. At the same time, will find that the impact of the completion of the performance of the company and external problems. According to charge less than their subordinates and to improve the upgrading of the appropriate methods to help their subordinates to remove the external obstacles in their daily against the lack of staff to strengthen counselling, such employees will be able to quickly upgrade the skills, performance will be completed faster and better. At the same time, employees have the skills and performance improvement, and strengthen the work of its staff in confidence and enthusiasm, to further improve future performance, enterprise performance showed a benign cycle.

However, many enterprises do not precisely these extremely valuable and lasting impact on employees and business performance of the work. Many companies went out of the competent and unwilling to communicate with subordinates interview, the interview is perfunctory or going through the motions, why not staff performance standards, the real question is what, what do not, what are the difficulties, what are the ideas of these I do not know all are. On the other hand, the lack of counselling and improved, no problem for the staff to make the appropriate solutions, we can not help the performance of the staff behind the completion of tasks, against the risk of punishment, and this led to the issue time and again the emergence of three , The simple repetition of the mistakes committed. This assessment will cause great dissatisfaction with the staff. The performance and skills of staff in situ Dazhuan, the demands were ignored, has also led to the decline in confidence in the staff, resulting in the assessment of the situation worse. In fact, the only assessment points, multiplication and division summary for addition and subtraction, such a thing, primary and secondary school students will do. Unfortunately, many enterprises are still in the evaluation of the level of primary and secondary school students.

Third: for the wrong role

Many managers of enterprises only stay in the level of work, busy day to do their own things, the work of subordinates simply issued orders and after inspection, and not really take charge should assume the role. Many competent subordinates do not think counselling to help subordinates growth is its due responsibilities. In the enterprise, we often see that many highly competent own business, but performance under the mess, but at this time, he is often considered to be incompetent subordinates, rather than their own management problems. Of course, under the lack of guidance, also in charge of the Ziniang to taste the bitter fruit of that work under often the problem, only on the charge of fire-fighting every day to busy, the real core of valuable work is not done, this led to their goals can not be completed, Unable to work for the performance of value-added enterprises.

In addition, although some charge understand their own role, but the lack of relevant management knowledge and counselling skills, not subordinates of performance problems, can not help their subordinates out of its predicament. In fact, Dumu difficult forest, a high performance team is in charge of a competent officers, directors not only responsible for their own performance, but also responsible for the performance of their subordinates. As a bridge connecting link between the preceding enterprise, in charge of incompetent or not, whether or not recognize their own role, which directly determine the success or failure of assessment, which is in urgent need of many enterprises assessing the short-board increase. Otherwise, the better the performance appraisal, may also be incompetent managers distortion of the study.

Enterprise assessment became formalism

Zou Xingshi examination of a variety of reasons, from my contact with many enterprises, a key reason for the existence of fuzzy assessment is wrong or even understanding, leading to the unscientific practices and disappointing outcome. In fact, the integrity of the performance appraisal system should include: planning, process management, assessment rate and improve the performance of the four major areas. However, many enterprises, the concept of performance appraisal was artificially narrowed considerably, and only remain in the performance appraisal programme on the development and evaluation points. The lack of process management and performance improvement of two very key elements. Performance appraisal has become the lame to walk, resulting in performance appraisal was less than the desired effect.

Now many enterprises still remain in the examination table built early, late stage of assessment, early enterprise departments at all levels busy setting goals, scoring the end of vigorous examination, assessment Kougong Zi. Assessment is completed, no people are concerned about the examination, no one of the reasons for poor performance, no one on track for improved examination results. In the process of the implementation stage, how to staff, the staff how to solve problems, no one is Moren Guan asked. Only have to wait until the assessment, people rushed to fill in a form and rate忙活a while, in peacetime, assessment work has nothing to do with the matter. As can be improved and timely guidance, although this assessment done a lot of work, but did not enhance the performance of work, the problem still exists enterprises, the performance is still marking time, or even decline.

Assessment of the performance with fixed

Performance appraisal has been popular in domestic enterprises. Many veterans of their enterprises as "panacea", have hired consulting firm to design performance evaluation, and then individuals, strong implementation. But years have passed, the reporter visited some enterprises in the survey found that when: many companies are now assessing the performance of Yanqixigu, a mere formality. The original expectations of performance appraisal can ultimately improve corporate performance, but found that performance appraisal did not bring about the performance of high-performance even worse. This is why » Performance appraisal in the end to what had » How to play their due role in performance appraisal »With these enterprises are generally concerned about the issue, Sinorama reporter interviewed a human resources expert, Jinan of easy human resources management consulting general manager of the company - Miss Chen Ming.