A study of the problems in performance management of enterprises (1) where are the difficulties in performance appraisal?

How to solve it?

The performance appraisal of the government is difficult to locate the examiners themselves and examine the real purpose.

1, assessment personnel generally also belong to the position that can not be directly linked to performance, but also the organs are generally leaders. Under the traditional concept, there will be "two positioning relaxation", relaxation of their own assessment, relaxation of the leadership assessment; 2, the purpose of performance appraisal both sides know that bonus payment has a basis, it is not right to do well, but the direction is correct, but the positioning of marketing agencies is correct.

If we can not (directly or indirectly) reflect the performance indicators, the assessment index is wrong, and the situation that is not linked to performance assessment positioning is "examination form, nuclear relationship, meaningless".

Research on the existing problems of enterprise performance management (two) how to balance the results of the assessment of the Department and the marketing branch?

At present, the examination results of government departments are often only a few points, while the marketing department scores are more closely combined with their performance, and the points are often more stringent.

If the above two positions are settled, the solution to this problem will be solved.

First, the differences between the assessment of the existence of the organs and the marketing are not caused by themselves. They are related to the positioning of the examiners and whether the assessment indicators are correct or not. Second, after all the performance indicators are finally reflected on the performance indicators, all the problems are not problems; third, (ultimately) the job responsibilities of failing to achieve the performance indicators are meaningless and negligible, because merit, hardship and fatigue can not produce performance, so it is worthless.

A study on the problems in performance management of enterprises (three) how to establish the evaluation index system of the marketing departments of the organs and counties?

The design of evaluation index system must meet three conditions: systematization of factors, achievement of indicators and standardization of assessment.

The systematization of factors mainly refers to the design framework and train of thought should be self-contained; the achievement of indicators refers to the direct or indirect design of indicators, which is linked to performance and performance. The standardization of assessment refers to strict operation process and standardized assessment process, and puts an end to relationship doctrine and reduce subjective color.

Research on the problems of enterprise performance management (four) which way should the performance appraisal be adopted to reflect fairness?

The combination of self assessment and first rate assessment can only occupy a very small proportion of other peer or subordinate examination.

The key to self-evaluation is to combine the job description with the job description, and the examination must be combined with the job description to reflect the index part.

Research on the problems of enterprise performance management (five) how to make full use of the results of performance appraisal?

The results of performance appraisal must first be made public, and disclosure can be fair and fair. This is the application of form; secondly, the evaluation result should realize the function of encouragement. Only one incentive is to reward and punish, and the examination is for motivation. Finally, the assessment results can not relate to other factors outside the performance, especially not political or emotional factors.

Research on the problems of enterprise performance management (six) how can employees truly understand performance management?

Concept education plus practice guidance.

Concept education is the theory of performance management, the theory of development and the theory suitable for its own enterprises. The purpose of conceptual education is to discard prejudices and face up to performance.

Practice guidance is the extension and proof of concept education, and is also the purpose and significance of performance management. It is necessary for employees to recognize from the thought to behavior that performance management is the lifeblood of enterprises and individuals.

Research on the problems of enterprise performance management (seven) how is performance appraisal linked to employee career?

To achieve mutual promotion between the two purposes.

If the design of performance appraisal index is combined with individual career, it can better urge the examiners to recognize the importance of assessment. Career planning and design are generally more general. If we pass the performance appraisal indicators, we will be more conducive to a clearer recognition and deficiency, so as to facilitate the development and adjustment of individual career planning.