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绩效薪酬咨询辅导:简述如何做好公司的绩效管理!

发布时间:2021-01-22 11:50:13 作者:手把手 文章来源:https://www.cclsbs.com 浏览量:

企业绩效管理是企业管理中非常重要的环节,随着创业人士的增多,创业公司在各个城市矗立而起,这时候有人就明白了,现在不是比的是谁更有钱的时候了,企业的员工绩效管理才是主要的目标,做好了员工的工作哪还有赚不来的钱呢?所以企业绩效管理越来越受到企业管理的重视。那么如何做好绩效管理呢?今天绩效薪酬咨询辅导就给大家讲解一下吧.

Enterprise performance management is a very important part of enterprise management. With the increase of entrepreneurs, start-up companies stand up in various cities. At this time, some people will understand that it is not the time to compare who has more money. Enterprise employee performance management is the main goal. After doing a good job of employees, how can there be no money? So enterprise performance management is more and more valued by enterprise management. So how to do a good job of performance management? Today's performance compensation counseling to explain it to you

一、绩效管理主要有以下三个方面的作用:

1、 Performance management has the following three functions

1、绩效管理不仅能促进组织和个人绩效的提升绩效管理通过设定科学、合理的组织目标、部门目标和个人目标,为企业员工指明了工作方向。管理者通过绩效辅导沟通及时发现下属工作中存在的问题,给下属提供必要的工作指导和资源支持;下属通过工作态度以及工作方法的改进,保证绩效目标的实现。在绩效考核评价环节,对个人和部门的阶段工作进行客观、公正的评价,明确个人和部门对组织的贡献,通过多种方式激励高绩效部门和员工继续努力提升绩效,督促低绩效部门和员工找出差距、改善绩效。在绩效反馈面谈过程中,通过考核者与被考核者面对面的交流沟通,帮助被考核者分析工作中的长处和不足,鼓励下属扬长避短,促进个人得到发展;经过这种绩效管理循环,组织和个人的绩效就会得到全 面提升。

1. Performance management can not only promote the improvement of organizational and personal performance, but also point out the work direction for employees by setting scientific and reasonable organizational goals, departmental goals and personal goals. Managers find problems in subordinates' work in time through performance guidance and communication, and provide necessary work guidance and resource support to subordinates; subordinates ensure the achievement of performance objectives through the improvement of work attitude and work methods. In the process of performance appraisal and evaluation, we should objectively and fairly evaluate the work of individuals and departments, clarify the contribution of individuals and departments to the organization, encourage high performance departments and employees to continue to work hard to improve performance through various ways, and urge low performance departments and employees to find out the gap and improve performance. In the process of performance feedback interview, through face-to-face communication between the assessor and the assessee, we can help the assessee analyze the strengths and weaknesses of the work, encourage subordinates to develop their strengths and avoid weaknesses, and promote personal development. Through this performance management cycle, the performance of the organization and individual will be comprehensively improved.

另一方面,绩效管理通过对员工进行甄选与区分,保证人才脱颖而出,同时淘汰不适合人员。绩效管理能使内部人才得到成长,同时吸引外部人才,使人力资源能满足组织发展的需要,促进组织绩效和个人绩效的提升。

On the other hand, performance management through the selection and differentiation of employees, to ensure that talents stand out, while eliminating unsuitable personnel. Performance management can make internal talents grow, attract external talents, make human resources meet the needs of organizational development, and promote the improvement of organizational performance and personal performance.

2、绩效管理促进管理流程和业务流程优化以及企业基础管理水平的提高企业管理涉及对人、对事的管理,对人的管理主要是激励约束问题,对事的管理就是流程问题。所谓流程,就是一件事情或者一项业务如何运作,涉及因何而做、由谁来做、如何去做、做完了传递给谁等几个方面的问题,上述四个环节的不同安排都会对产出结果有很大影响,大大地影响着组织效率。

2. Performance management promotes the optimization of management process and business process as well as the improvement of enterprise basic management level. Enterprise management involves the management of people and things. The management of people is mainly the problem of incentive and constraint, and the management of things is the problem of process. The so-called process refers to the operation of an event or a business, which involves the following aspects: why to do it, who to do it, how to do it, and who to pass it on after completion. The different arrangements of the above four links will have a great impact on the output results and greatly affect the organizational efficiency.
                                   绩效薪酬咨询辅导:简述如何做好公司的绩效管理!(图1)

在绩效管理过程中,各级管理者都应从公司整体利益以及工作效率出发,尽量提高业务处理效率,应该在上述四个方面不断进行调整优化,使组织运行效率逐渐提高。在提升了组织运行效率的同时,也逐步优化了公司管理流程和业务流程。

In the process of performance management, managers at all levels should start from the overall interests of the company and work efficiency, try to improve the efficiency of business processing, and constantly adjust and optimize the above four aspects, so as to gradually improve the operation efficiency of the organization. While improving the operation efficiency of the organization, it also gradually optimizes the company's management process and business process.

绩效管理能发现企业基础管理中存在的问题,对基础管理提出更高的要求,促进企业基础管理水平的提升。

Performance management can find the problems existing in enterprise basic management, put forward higher requirements for basic management, and promote the improvement of enterprise basic management level.

3、绩效管理保证组织战略目标的落地

3. Performance management ensures the implementation of organizational strategic objectives

绩效管理能促进和协调各个部门以及员工按照企业预定目标努力,形成合力,能将企业经营目标分解落地,促进企业经营目标的完成,从而保证企业近期发展目标以及远期发展愿景的实现。

Performance management can promote and coordinate the efforts of various departments and employees according to the enterprise's predetermined goals, form a joint force, decompose and implement the enterprise's business objectives, and promote the completion of the enterprise's business objectives, so as to ensure the realization of the enterprise's short-term development goals and long-term development vision.

二、如何做好绩效管理呢?

2、 How to do a good job of performance management?

1、企业绩效管理的准备阶段,必须完成绩效管理的所有准备工作。在这一步工作,人力资源工作者需要做的是在演出之前促进动员和宣传工作。包括统一公司对绩效管理的理解。必须让员工了解我们希望通过绩效管理和达到绩效的标准来实现的目标。

1. In the preparatory stage of enterprise performance management, all the preparatory work of performance management must be completed. In this step, human resource workers need to do is to promote mobilization and publicity before the performance. Including unifying the company's understanding of performance management. Employees must be made aware of the goals we want to achieve through performance management and performance standards.

2、绩效计划工作在企业绩效管理工作中。绩效计划工作是分层进行的。1。它是公司主管和部门经理对每个部门工作目标的分解和确认;2。每个部门的直属经理和该部门的直接员工分解并确认每个职位的具体工作目标。3。人力资源部总结了所有部门的绩效计划,并衡量与公司整体绩效管理目标的一致性。终于达成协议,确定绩效计划。

2. Performance planning work in enterprise performance management. The work of performance planning is carried out in layers. 1。 It is the decomposition and confirmation of the work objectives of each department by the company's directors and department managers; 2. The direct manager of each department and the direct staff of the Department break down and confirm the specific work objectives of each position. 3。 The human resources department summarizes the performance plans of all departments and measures the consistency with the overall performance management objectives of the company. Finally, an agreement was reached to determine the performance plan.

3、企业 绩效管理的绩效实施阶段。通常不认为此步骤是由人力资源部门完成的,何做好绩效管理,具体作流程有哪些呢?无干货,不分享 但应由直属经理与其所属部门的员工共同完成。在绩效实施阶段, 人力资源部负责工作协调, 并提供专业咨询并帮助各个部门完成绩效评估。

3. Performance implementation stage of enterprise performance management. Usually, it is not considered that this step is completed by the human resources department. How can we do a good job in performance management and what are the specific procedures? No dry goods, no share, but should be completed by the direct manager and the staff of his department. In the performance implementation stage, the human resources department is responsible for work coordination, and provides professional consultation and helps each department to complete the performance evaluation.

4、绩效管理的绩效评估阶段。在此阶段,工作的完成主要是完成工作的人或直属经理评估其本部门员工的绩效。如果公司实施360度评估,它还可能需要相等或从属的评分维度。

4. Performance evaluation stage of performance management. At this stage, the completion of the work is mainly to evaluate the performance of the employees in the Department by the person or manager who has completed the work. If the company implements 360 degree evaluation, it may also need equal or subordinate scoring dimensions.

5、绩效管理的绩效反馈阶段。所谓的效果反馈,将员工的考核结果反馈给员工自己。其目的是员工如何在下一步中提高绩效,当然, 绩效改善也是绩效评估的核心目的。当然, 绩效反馈还为下一次员工培训提供了基础和方向。

5. Performance feedback stage of performance management. The so-called effect feedback is to feed back the assessment results of employees to employees themselves. Its purpose is how to improve performance in the next step. Of course, performance improvement is also the core purpose of performance evaluation. Of course, performance feedback also provides the basis and direction for the next employee training.

6、绩效管理的绩效改进阶段。绩效管理一直为公司的业务服务,绩效改善阶段必须与公司下一阶段的战略目标保持一致。根据公司的要求及其当前员工的绩效水平,进行适当的优化调整。努力实现业务目标。

6. Performance improvement stage of performance management. Performance management has been serving the business of the company, and the performance improvement stage must be consistent with the strategic objectives of the company in the next stage. According to the company's requirements and the current performance level of employees, make appropriate optimization and adjustment. Strive to achieve business goals.

7、完整的绩效管理过程结束。该档案的档案。此调整正在调整中。工作必须继续。绩效管理是一个无休止的工作循环。重复的工作,绩效管理始终是一个动态的管理过程。没有定型。学习灵活使用它。

7. The whole performance management process is over. The file of the file. This adjustment is in the process of adjustment. The work must continue. Performance management is an endless work cycle. Repeated work, performance management is always a dynamic management process. There is no stereotype. Learn to use it flexibly.

以上就是全部的解释,如果您想要了解更多关于绩效薪酬咨询辅导的相关知识,请咨询网站客服https://www.cclsbs.com.

The above is all the explanation. If you want to know more about performance pay counseling, please consult the customer service website https://www.cclsbs.com.


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