What Is Performance Management Planning?

The performance plan is the process of communicating between the assessee and the assessor on the work performance that employees should achieve, and implementing the results of the communication into a formal written agreement, that is, a performance plan and an evaluation form. On the basis of an internal agreement. The design of the performance plan starts at the highest level of the company, decomposes the performance target layers into the subsidiaries and departments at all levels, and finally implements them into individuals. For each subsidiary, this step is the business performance planning process, and for employees, it is the performance planning process.

Performance plan

The performance plan is the communication between the assessee and the assessor on the work performance that the employee should achieve

From a "noun" perspective, the performance plan is a contract about work goals and standards during the assessment period;

From a "verb" perspective, performance planning is the process by which leaders and subordinates fully discuss what work should be completed and what standards are reached to form a contract.

Performance plan is a powerful tool for performance management, which reflects the commitment

The main work items of this post in this performance cycle.

Measure work items

Whether it s for a company

The first step is the training of basic performance concepts

The second step is to explain the development goals of the company

The third step is to break down the company's development goals into specific goals for each department

The fourth step is for employees to develop a draft performance plan for themselves

The fifth step, the manager reviews the performance plan formulated by the employee

Step six,

Huitong's sales performance has been good for one year. The company's leader decided to increase salary for employees, so the human resources department designed a

The performance plan is divided into three levels: corporate performance plan, department performance plan, and personal performance plan. Generally speaking, the company's performance plan will be broken down into department performance plans, and the department performance plan will be broken down into individual performance plans; the completion of the individual performance plan of all employees in a department supports the completion of the department performance plan, and the coordination and completion of all department performance plans supports the company Completion of performance plan.

The performance plan can be divided into annual performance plan, quarterly performance plan, monthly performance plan and so on. Annual performance is broken down into quarterly performance plans, and quarterly performance plans can be further broken down into monthly performance plans. The formulation of quarterly and monthly performance plans is based on annual and quarterly performance plans, and at the same time, external environmental changes and constraints on internal conditions must be considered.

The significance of the performance plan is the contract of work goals and standards

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The first step is to define what the goal is

The second step is to clarify what the performance indicators are.

The third step is to clarify what the key performance indicators are.

The fourth step is to clarify the implementation ideas and steps of each key performance indicator, and what changes should be made by managers and employees, and form a consensus plan for both parties.

The main components of the employee performance plan and evaluation form are as follows:

1. Assessor information: by filling in

In many of the cases we consulted, we found

Follow the seven steps of the design process to elaborate the design of the employee's personal performance plan.

1. Definition of job responsibilities

The definition of job duties and responsibilities is mainly a written description of the key business content of the target job and the main work results to be achieved through job analysis. It is mainly done by the human resources department to assist the company's senior managers. Defining job responsibilities is the premise and basis for setting key performance indicators and designing performance plans. After the job responsibilities have been defined, you can begin to set key performance indicators for them.

2. Set key performance indicators

This step is mainly to develop measurable, quantifiable and representative key performance indicators for the assessees based on the company's strategy and business plan, and description of job responsibilities. According to the key responsibilities of the subordinates and the key performance indicators of the department (person), the managers at all levels communicate with the assessees to determine the key performance indicators of the assessees. In general, in the selection of key performance indicators, we must strive to be scientific and reasonable in order to give play to the role of incentives and constraints of performance management and maximize the performance of employees.

3. Work goal setting

There are great differences in the nature of work in different positions within the company, and not all positions can be measured with quantitative key performance indicators. For example, functional departments, many of which are macro-management, and have qualitative content. . Therefore, similarly, managers at all levels need to communicate with the appraisers, combined with the company's development strategy and business development plan, according to the job description and job nature of the appraiser, and incorporate some long-term, process, and auxiliary key tasks Evaluation of work objectives as an important supplement and improvement to key performance indicators.

Weight distribution

Weights are an important part of the performance indicator system. Through the analysis of factors such as the nature of the job, the job characteristics, and the control and influence of the operation of each assessee, determine each category and each indicator, the overall setting of the work goal and its The importance of each item in the entire index system is given corresponding weights to achieve scientific and reasonable assessment.