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Enterprise Performance Analysis and Evaluation

Enterprise Performance Assessment Analysis and

hc360 Huicong

the habits and natural approach. Although there are core competencies, learning organizations and team-building and other management methods, but the performance management and appraisal by the enterprise managers are still the biggest concern and most frequent use, and high expectations, the academic who managed the implementation of the enterprise The quality of strategic performance management, business excellence and mediocrity as a watershed. Although the enterprise performance management and evaluation are so valued and widely used, but the performance management and appraisal as one of the methods of business management, after all, can not alone take on the important task of enterprise management development, it needs to manage other aspects of corporate and foundation support match, or will be stretched. Implementation of performance appraisal in which many companies have success, but also a failure.

First, expectations of the effectiveness of performance appraisal performance management (Performance management) of the ideas and methods developed in the West has many years of development and accumulation. According to the different stages of development and different management objectives, the Western companies in terms of performance management and assessment developed many methods and theories, targeted management of the common law, KPI key performance method, the balanced scorecard method and the EVA Economic Value Added,[link widoczny dla zalogowanych], etc. Each approach actually has a corresponding environmental management concepts and applicability of the assumption, not that way for all enterprises.
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As the Chinese market and competition increased the degree of competition, performance management and evaluation of ideas and approaches are also being gradually a large number of companies in China to learn and use , has also been more and more Chinese entrepreneurs attention. It was predicted that performance management and appraisal will be the future of the Chinese enterprises to cultivate a world-class competitiveness of the most important management system, but also to guide the development of Chinese enterprises from extensive development to the importance of lean tools and instruments.

performance management, performance appraisal as the most crucial part of the letter sent to those who have too much of their expectations. In general, the companies hope to many through the performance appraisal to address the following issues: Rui Bo industry enterprise performance management efficiency test in the nuclear line management analysis and countermeasures.

1, the company's strategy and the specific work at all levels together to staff a clear direction of the struggle to avoid the busy staff at a loss, resulting in waste of resources and energy . Behavior and stress of modern enterprise management objectives of consistency and maximize the value of employee behavior, and to achieve this goal is simply to business development goals - including the overall goals and objectives of the work - and the individual employee goals and behavior Uniform to be by the value of logical analysis, corporate performance objectives and work standards of conduct define the decomposition of the decomposition of matching business goals to each employees.

2, no place to hide so that workers do not work hard, be duly disposed of, so that people are motivated to work hard to ensure that the staff at each level business efforts and effective work can not let South Guo cheating This is the performance appraisal and promotion of the functions of supervision.

3, the liberation of time management, performance indicators and performance through goal setting, managers can no longer participate in the work of subordinates specific administrative services, thus saving on the lower level managers in the administrative instructions and the time spent on supervision.

4, to identify strengths and weaknesses of staff and personal characteristics of classification for personnel selection provide the basis for promotion and demotion out to optimize the structure and configuration of human resources.

5, escape responsibility and pressure, without the performance evaluation of the situation, the development of enterprises of all responsibility and pressure are concentrated in the top management body, just failing to consult subordinates do not need to take responsibility and pressure, the pressure chain performance appraisal can everyone assume corresponding responsibilities.

Second, the issue of performance appraisal performance appraisal inventory Although many of the advantages of business aspire to, but in reality have emerged among the Chinese companies a lot of problems and unsatisfactory. The key is not true measurement and evaluation of the performance status of each person.

1, good old doctrine, examination results is monotonous, so that assessment becomes a mere formality, but no effect of the most responsible persons for headache is their no difference between the results of performance appraisal and are Superior. Would have liked to employees through performance appraisal poor child to distinguish good and bad, but the other one to the hands of examination results, evaluation results found that all the staff almost all the same, and are in good and excellent location, good and bad sections on the is empty, although the meeting stressed again and again, but the results remain as before.

2, assessment leading people away from the team atmosphere of cooperation has not implemented performance appraisal loss of internal staff time to more cordial relations between, we also cooperate in the work better. However, the implementation of performance appraisal,[link widoczny dla zalogowanych], the whole atmosphere of the company suddenly changed, and employees in order to safeguard their own interests at work is no longer of interest from the business point of order, but first of all to protect their own interests, meet colleagues for the work difficulties in the past, as applied to the hand is not aid, but to sit and watch their mess full of loopholes.

3, dry and more, subtract the number wrong, not only failed to improve the motivation, but passing the Selection Committee so that employees do not want to do more work in the time of performance appraisal is not the lead in organizing the company is still relatively easy to work,[link widoczny dla zalogowanych], and commanded who do will come to do. However,[link widoczny dla zalogowanych], after the implementation of performance appraisal, staff not willing to assume more work, more things will go wrong for fear of more and more mistakes will be deducted in the assessment of natural more money,[link widoczny dla zalogowanych], the enthusiasm of the staff, falling instead of rising.

4, no real assessment of people being led to disgruntled employees who need the equipment, inter-departmental coordination to complete the work of multiple positions, is difficult to clearly define the responsibilities of specific positions to forcibly placed in Some employees who are assessing employees grumble so, the disaffected, thus affecting the effectiveness of the work.

Third, the source is unclear what cause the problem see the flow of Che, many enterprises in the emerging issues in performance appraisal is not the source of performance appraisal itself, but rather the operation of the business decision based on performance appraisal management.

1, value system is not clear, management relations are not clear and many domestic enterprises are in the development of strategic deficiency state, a strategic lack of so-called core business competitiveness, relative competitive advantage, the key success factors and key organizational capabilities are vague, and in the standard performance management and appraisal of them, they both are essential prerequisites.