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.