How to resolve the pump

As the pump performance management system is a problem. Therefore, it can not be descriptive, stop the. This requires from all sources together start from the overall system level to solve.

First, from the conceptual level, in order to the following areas:

To fill the vacancy in place: From the company level, the most important is to improve the standards, clear lines of responsibility, which is responsible for the functional departments, which is responsible for the competent from a straight line, each of the two sides in charge of to what extent. What is the result of the violation of incentive measures. With a radius of the rules only through the establishment of the establishment, from the source to solve this problem.

To overrun the returns: The main functions of the staff is changing concepts. Reduce the functional departments and supervision departments is the power of thinking, right in the head. By strengthening services to various business sectors to provide counselling and support to handle business-led sector of the common problems encountered in support of various business units work effectively carry out the work.

Dislocation to the front view: most competent to do is change their role, strengthening management responsibilities. To the departments responsible for the overall operation. Not only to personal business standards is more important to set standards for business team, under the charge of the use of the hand to complete the task, rather than a glittering, a lone hero bile.

Secondly, measures levels to achieve the following areas:

Staff training: As everyone knows, the establishment of rules and regulations easy to change people's concepts difficult. As many enterprises over the years there have been assessing the pump, many people have long been accustomed to this, many parties and the staff did not realize their mistakes. Therefore, training on the pump to change this situation is essential, especially in the enterprise's senior management staff and to change. This requires the design of the corresponding training courses, such as: understanding the role of managers, line manager of human resources management, management skills upgrading, and so on. Training through a variety of forms, such as: Open training, newspapers, websites, Board Index so that people realize that the original wrong ideas and practices, at the same time, but also teach them the correct method of implementation, so that they know they should do .

Job analysis: The job of forming a staff position statement, specifying each person should do. As a straight-line managers, must be fully responsible for the management of the department, in addition to identify sectoral objectives, but also clearly pointed out that his subordinates have the guidance and supervision, training, assessment of responsibility. Wan Bucheng under the mandate, to take charge of dereliction of duty jointly and severally liable. From the written and sort out the system in charge of the responsibility.

Organizational structure carding: combing through the organizational structure design, the functional departments and business functions clearly defined functions, a clear Zequan Li relations. General principle is: the main functions from the coordination of supervision and support services, the company-level examination of a major event, focusing on pre-and post-processing, the inspection is to comply with all the common system. And business management staff is in charge of professional duties. Heads of departments responsible for the business under the core functions and objectives of the implementation of inspection and supervision. Departments also need to work day-to-day responsibility for a straight line.

The establishment of evaluation: assessment, can effectively change the pump status of the two-tier Paper. So that employees in accordance with the hope that the business direction. Evaluation indicators in the design, not only for a specific line of business indicators, but also a corresponding staff training targets, and under the related indicators, pass indicators to managers and employees firmly tied. Functional departments have the appropriate performance targets, indicators of business support, employee satisfaction indicators, from the business services sector in the assessment, so the sense of service functions will be greatly enhanced.

The sharing of responsibilities, such as quality, technology, staff turnover rate, and other indicators, a straight line and functions of the competent departments have the responsibility of management, the need for shared responsibility, according to the two sides bear in the proportion of indicators in the design to design the appropriate weight . With this common goal, forcing a straight line and functional departments in charge of all staff from the overall situation, a comprehensive point of view the problem. At the same time, Wan Bucheng are subject to punishment, but also to force the two sides bid farewell to the original confrontation, to sit down and discuss ideas to solve the problem, the two sides on the same front.

In the evaluation process, according to who ordered who to implement the principle of assessment. Specifically, the straight-line issued to staff in charge of indicators, and to complete the results of the examination staff, examination results and feedback functions. And functional departments need to identify the company's overall assessment of the principles and standards, training staff how the assessment, the department summary examination results, feedback examination results to the company decision-making. In this way, a straight line under the charge of the responsibilities and goals can be effective supervision and according to its lack of counselling and training to become a real manager. The functions of departmental staff to avoid the embarrassment of laymen experts inspect the situation, assessment and management on emerging from a two-tier Paper.

Incentives: Incentive policies are essential, material incentives such as pay, incentives and penalties honor the terms, these measures should be closely linked with the examination results, so that more employees to change their behavior, suitable for enterprise development. Liang Zhangpi further into the pump of a skin.