What Are Performance Management Systems?

The Performance Management System is a system for managing the performance of organizations and employees. The system is like setting up a management platform for various management systems of the enterprise. It is the bond of various management systems. Through it, the operation effect of each management system is verified.

Performance management system

The performance management system (Performance Management System) is

At present, Chinese enterprises must not only meet the globalization of the world economy, but also adapt to the transition period of our economy. Facing many opportunities and challenges, many companies are exploring ways to improve their overall performance and improve their performance.

The development of the performance management system has gone through a historical evolution process. In this process, performance management has gradually transitioned from initially focusing on results management to focusing on behavioral processes, and finally organically combining the two with the company's long-term development Strategic integration.

In the early 20th century, the return on investment model (ROI) developed by DuPont and General Motors was applied to the integrated management of multi-sector companies. By the middle of the 20th century, multisectoral companies had budgeted again

The management system of an enterprise includes three core systems: marketing system, operation system and products development.

18 important tips for performance management systems

Tip one: Develop performance indicators and standards based on the results of the work done.

There is an important disagreement here: whether the evaluation of performance is aimed at the final result or the behavior in the process. Because monitoring behaviors takes a lot of time and there is often controversy over what behaviors are good, it is much easier to evaluate the results of a completed job and what is good for a job It's also easier to get a consensus. Therefore, we advocate the development of performance indicators and standards based on the results of the work done.

Tip two: If you want to compare performance with

Performance management is a dynamic process of communication based on agreements reached between supervisors and employees. The agreement for employees

How to successfully implement a performance management system

The performance management system is built on the basis of Work-flow, Job analysis, Organizational Structures, etc. Therefore, if these foundations are not established, start with the basics, and not be too anxious. Because everyone has nt done anything about performance management. Why do we need performance management? Our work is not very good without performance management. There are many bonuses every year. When we engage in performance management, we turn people s hearts into yellow. This is the human resource management work. This person has become the target of criticism, and there is no way to not want to go ahead.

You can make a mere scoring of performance evaluation first, without having to do any BSC or designing KPIs. Some scoring and scoring will score to the end. This is the source of performance evaluation and the originator of performance management. For the application of results, do not make an idea on the original salary of the employees. The company needs to re-allocate a performance bonus for performance evaluation, otherwise the performance evaluation will become a change in the business owner's deduction of employees' wages. The resistance is circulated within the company and is as indefensible as the plague. The depth of the poison is only known to the company's HR, only the researchers in the human resources industry know it the most, only the business owner knows the hardship, and only the employee has the deepest complaint.

For a company's performance management system to be implemented smoothly, only human resources managers, employees and business owners working together on a performance management platform will become a reality.

Issues to be aware of

1. Don't confuse performance management with performance evaluation. Some companies believe that comprehensive performance management is to design a series of forms, which are filled out once a year and completed at the end of the year. Even after the evaluation is completed, the performance evaluation is overemphasized. In fact, employee performance management is a complete system, including four basic links: performance planning, performance implementation and management, performance evaluation, performance feedback and interviews. The performance management process is a process of continuous communication between managers and employees, and performance evaluation is only one of them. In a link, the two cannot be confused.

2. Involve employees in the entire process of performance management. Some companies believe that performance management is the management of superiors to subordinates. Performance plans are formulated by managers, and employees are only responsible for the specific implementation. There is no need to participate in the formulation of plans. In fact, employee performance management is a system that requires managers and employees to participate together, negotiate the formulation of performance plans, and agree on key issues. Through continuous communication to ensure the successful completion of performance plans, employee participation is very important.

3. Performance management is not a stick that forces employees to work harder. Some companies only use performance management as a restraint method for employee management and place excessive emphasis on punitive measures. Their understanding of performance management is one-sided. A good employee performance management system not only has an evaluation function, and measures employee performance like a ruler, so that managers can find the gap between employees 'work and expected goals in a timely manner; it has a communication function to comprehensively improve managers' communication awareness and skills, and Improve the management level of the enterprise and the management quality of managers, promote good communication between enterprises, and also have an incentive function. By establishing a sense of responsibility and mission of employees, give full play to their capabilities and values, and maximize their incentives. Performance management is an effective management system to help employees complete their work and promote the common growth of employees and the company. It is not a stick that forces employees to work harder.

4. Don't let the results of performance evaluation flow in some forms. Some companies only use the results of performance evaluation to pay employees' bonuses, and they are not linked to employee compensation, employee training, job promotion, employee personal growth and development opportunities, etc. The low degree of correlation between personal goals and overall corporate goals inhibits the incentive and evaluation functions of the employee performance management system and limits the role of the system.

5. Pay attention to performance feedback and interviews. Some companies do not report the evaluation results to employees in a timely manner after the performance evaluation is completed, so that employees cannot understand their own performance, and there is no way to improve performance; or some companies just notify employees of the evaluation results. Failing to interview employees about the evaluation results made the original differences more and more and affected employees' future work. It is very important to feedback the assessment results to employees in a correct and effective manner. Not only can they indicate the direction of their efforts and improve the performance of employees, but they can also stimulate the enthusiasm and enthusiasm of employees, thereby improving the organizational efficiency of the enterprise.