Four aspects of performance management

      Performance management aims to improve the efficiency and profitability of enterprises, and also to improve their comprehensive ability and professional quality.In order to win the performance, enterprises should first implement the three aspects of the problem, one is that the managers and employees need to reach a consensus on the goals and how to achieve the goals.Second, performance management emphasizes communication and mentoring, rather than simple task management.Third, performance management should focus on the process of achieving the goal, not just the result orientation.Next enterprise boss should have a clear understanding that performance management is to have a certain quality of staff, and review the results shall bear the responsibility of stages, and in the process of reaching behavior, ability to ascend, and promote employees to achieve good performance of a closed-loop management process.
      But performance management should be focused on, on the one hand, the performance management is planned rather than judgment, focusing on the process rather than evaluation, seeking to solve the problem instead of finding the wrong place.On the other hand performance management is a powerful rather than a threat, performance management is aimed at performance improvement and the enhancement, calls for the joint efforts of both managers and employees, the process can be summarized into four areas: planning, guidance, evaluation and reward.
1. plan in performance management
      First, develop a plan of performance targets and measure, performance targets are divided into two kinds: one is the goal: to do, to achieve what the results, the goal of the targets is derived from the company, department, market demand, and personal goals, etc.The second is the behavioral objective: how to do it, and the goal is to make sure that what you want to achieve and how to do it will help you achieve your goals better.The good goal (SMART) principle refers to the specific (more detailed objective of the reflection phase).M means measurable (quantifiable);A means achievable (achievable);R refers to relevant (consistency with company and departmental goals);T refers to time - based (stage time).Second, the discussion of the target plan.In determining the SMART goal planning, the organization staff to discuss, promote employees to reach consensus on a target, and to clarify what each employee should reach the goal and how to achieve the goal, jointly set up challenging and achievable goals, good communication between managers and employees is the precondition of consensus, clear their target decomposition, it is the basis for the effective guidance.Third, determine the outcome of the target plan.Through goal planning meeting to both managers and employees to communicate clearly and accept, establish effective working relationships between managers and employees, listen to and support the staff, so as to determine the monitoring point in time and way.
2. Guidance in performance management
      After identifying the stage SMART goals and clarifying their goals through the meeting, the focus of the manager's work is to provide guidance to employees during the implementation of their respective goals.There are two ways of tutoring: one is the conference style: the process of conducting the tutoring through formal meetings;Two informal: refers to the use of various informal channels and methods to provide guidance to employees.The guidance of people achieve their goals and performance should be a manager's daily work, in the process of tutoring both nod to staff performance, and to achieve the goal of staff to help and support.Help guide to achieve the desired goals and provide support, while both sides timely revise the goals and move towards achieving the goals.This is also an understanding and monitoring of how to achieve the goals (behavioral goals).It is important to note that good communication is the foundation of effective mentoring.Employee participation requires employees to be able to describe their goals (or performance) and evaluate their goals.Effective counselling should be: (1) with the realization of the goal, the mentoring communication is continuous;(2) not only in some formal meetings, but also on the importance of informal communication;(3) define and strengthen the expectations of achieving goals;(4) motivating employees to exert impetus on employees;(5) get feedback from employees and participate directly;(6) target and target of results.
3. Evaluation of performance management
      At the end of the stage work, evaluate the stage performance, so as to objectively and fairly reflect the stage performance, the purpose is to plan for the standard of performance was summarized, which realize the performance assessment, constantly sum up experience, promote the next stage performance improvements.By comparing the actual performance with the target performance, the performance trend of the performance is clearly described and summarized.Before the periodic performance evaluation, information collection, especially to achieve goals in the process of information collection, communication and integrated both employees and managers have the information, through the meeting in the form of periodic performance evaluation, including comparing actual performance with the expected performance, the manager's feedback, support and encouragement, performance improvements, this stage summary, determine the next phase of planning, etc.In the process of evaluation, managers have better communication skills, such as questioning, listening, feedback and motivation.The contents and procedures of general performance evaluation include the following aspects: (1) measurement: measurement principles and methods;(2) evaluation: evaluation criteria and sources of evaluation data;(3) feedback: form and method of feedback;(4) information: the gap between past performance and performance goals requires improvement of performance.The standard of general evaluation is to select the main performance indicators KPI (quantitative and qualitative indicators) to evaluate the outcome goals and objectives of the performance.
4. Remuneration in performance management
      In terms of personal return based on assessment, the form of individual performance return includes salary, bonus, equity, benefits, opportunity, authority, etc.To determine the reasonable achievement and incentive oriented performance compensation, the enterprise is generally implemented by the salary system combining the post function with performance management.Through staff positions of KPI (key performance indicators of employee), to evaluate the position of the output performance, the key performance evaluation, and comprehensive appraisal work ability, work attitude, etc., and combining them with reward, the practice of these are now very popular.