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济南企业战略规划教您如何做好绩效考核?

发布时间:2020-10-19 13:33:17 作者:手把手 文章来源:https://www.cclsbs.com 浏览量:

企业90%以上做绩效考核无效或效果不如意,济南企业战略规划整理了,其中有如下11个方面:

More than 90% of enterprises' performance appraisal is ineffective or unsatisfactory. Jinan's enterprise strategic planning has sorted out the following 11 aspects:

1、期望值过高:理想和现实差异性过大,导致考核(企业)与被考核者失落,无信心;

1. Too high expectation value: the difference between ideal and reality is too big, which leads to the loss and lack of confidence between the examiners and the examinees;

2、观念不正确:老板认为是处罚才是管理,员工认为是管理要处罚;

2. The concept is not correct: the boss thinks that punishment is management, and employees think that management should be punished;

3、主导者能力差:主导者没有两方面的能力,企业运作能力和绩效考核能力;

3. The leader's ability is poor: the leader does not have the ability of two aspects, the enterprise operation ability and the performance appraisal ability;

济南企业战略规划教您如何做好绩效考核?(图1)

4、标准制定者能力差:不了解企业整体运作的问题点;

4. The ability of standard setters is poor: they do not understand the problems of the overall operation of enterprises;

5、企业基础不牢固:没有一定的管理基础做铺垫,导致文件挂,人员骂的现象出现;

5. Enterprise foundation is not firm: there is no certain management foundation to pave the way, resulting in the phenomenon of file hanging and personnel scolding;

6、选择的咨询机构差:没有企业实践管理的咨询,盲目的有理论给予企业做绩效项目(绩效标准都不清楚);

6. The selection of consulting agencies is poor: there is no consultation on the practice management of enterprises, and there are blind theories to give enterprises performance projects (performance standards are not clear);

7、咨询公司没有系统考核: 只是表面做一下薪酬设计和制度就当成绩效考核;

7. Consulting companies do not have a systematic assessment: just do a superficial salary design and system as performance appraisal;

8、领导不重视:领导当遇到考核设计到自己核心利益时不懂调整,只知道报怨;

8. Leaders don't pay attention to it: leaders don't know how to adjust when the assessment is designed to their own core interests, only know to complain;

9、企业内的人员标识不清: 没有将正能量和负能量的人员进行识别,导致绩效考核后的效果显现不出;

9. The personnel identification in the enterprise is not clear: the positive energy and negative energy personnel are not identified, resulting in the effect of performance appraisal not showing;

10、无软件系统支持:仅凭一些线下的表单进行管理,导致数据真实和可靠性值得怀疑;

10. No software system support: only rely on some offline forms for management, resulting in data authenticity and reliability is questionable;

11、整体策划能力不足(咨询老师或企业绩效考核负责人):考核面不全、标准不清楚、难以维持实施的权威性。

11. Lack of overall planning ability (consultant or person in charge of enterprise performance appraisal): incomplete assessment, unclear standards, difficult to maintain the authority of implementation.

以上是关于如何做好绩效考核的内容介绍,由济南企业战略规划整理提供,希望可以帮助到大家,如您想要了解更多内容或者咨询欢迎点击我们的https://www.cclsbs.com官网。

The above is about how to do a good job in the performance appraisal content introduction, by Jinan enterprise strategic planning arrangement provides, hoped can help everybody, if you want to know more content or consultation, welcome to click our https://www.cclsbs.com Official website.