Question 2: How to effectively implement the excellent performance model and the support of the "number one" are the prerequisites for the successful implementation of the excellent performance model.
The initiative of enterprises, the call of * * * and the pressure of competition are all the driving forces to implement the excellent performance model, and the enterprises that pursue Excellence and achieve Excellence are the fundamental and source driving force for entrepreneurs. The first core value of excellent performance model is "visionary leadership", which shows that "visionary leadership" is the key and fundamental to implement excellent performance model. The strong support and lasting promotion of the "number one" is the premise of the successful introduction and implementation of the excellent performance model, which is promoted from top to bottom. The performance system engineering advocated by Yang Siming, the current chairman and CEO, has become the company's work guide and an important part of Nangang's comprehensive competitiveness. Under his leadership, the leadership team of Nangang is good at learning, brave in innovation, keeping up with the pulse of the times and the forefront of the world management discipline, and always adhering to the enterprise spirit of "hard work, pioneering and innovating". It is the choice of Nangang entrepreneurs to pursue Excellence and create a national quality award.
The modernization of enterprise management is first of all the modernization of ideas. Major management activities are never purely technical issues, but a complex system engineering, which is often how far away the idea is, how far the success is. If enterprises want to introduce excellent performance model, the first thing to be solved is the ideological problem of why they should introduce it, otherwise they will encounter great resistance in the implementation process, especially from culture. Why should we implement the excellent performance model? Where is the advanced performance excellence model? Nangang has established the guiding ideology of implementing excellent performance model, that is, constantly improving the modern management level of enterprises, improving the comprehensive competitiveness of the company, and creating a harmonious, efficient and outstanding century-old new Nangang; Strive for the national quality award as the phased goal. When a change may threaten people's vested interests, it will be * * *, resulting in low execution and implementation effect, and it is more likely to lead to failure, resulting in the phenomenon of "two skins" of saying and doing, and the excellent performance model of enterprises is organically integrated with the existing management system and takes root. The attitude and determination of the "number one" is very important, because this is itself a "number one" project.
Question 3: How to implement excellent performance management in combination with your own work? First, you have to figure out a few questions, and then you will know what you should do. What is performance management first? Performance management means that you can constantly achieve the goals you set before, and the goals you achieve will promote the overall development of the organization.
One more thing, you have to look at what your job is. It is very important to know what you have done and to what extent. In human resources, this is called job responsibility.
Finally, you should understand what the standard is for every job you do. Do you know what standard performance management is called performance index? The last question is when can you finish this work? You can finish it within the specified time, which proves that the performance is excellent. If there is any delay, find out the reason and continue the above steps.
Question 4: How can enterprises effectively implement the excellent performance model? The performance management of many enterprises is difficult to implement, or has not achieved the due effect of performance management. The problem is that they often fail to grasp the key points of the implementation of performance management, thus solving the difficulties in the implementation of performance management, leading to the implementation of performance management becoming a mere formality and not playing a real role in achieving the business objectives and improving the performance of enterprises. Then, how to grasp the key points of performance appraisal and overcome its difficulties is a key problem that performance managers should seriously study and solve, so that performance management can really play its role and enterprise goals can be successfully completed. The research of Bert Consulting shows that the implementation of enterprise performance management should focus on the following five aspects-
1. The importance of company leaders and the ability of middle-level cadres determine the effectiveness of performance management. Performance management is a management system to achieve enterprise goals. From this brief definition, business leaders must attach importance to the development of performance management, because as business leaders, their responsibility and task is to lead all employees to complete the business objectives of the enterprise. Leaders attach importance to and personally participate in performance management, which plays an important role in the whole enterprise and affects the active participation of middle-level cadres; Therefore, the improvement of middle-level cadres' performance management ability will lay a certain foundation for the organization and implementation of performance management.
2. The decomposition and implementation of key performance indicators is the premise of performance management. Key performance indicators are an important part of performance plan in performance management; In addition, key performance indicators play an important role in achieving business objectives. It is particularly important to emphasize that the process of decomposing and implementing key performance indicators is top-down. Through decomposition and implementation at different levels, the realization of enterprise goals can be implemented in the actions of every department and employee. In this way, the performance indicators implemented by various departments can truly reflect the close relationship with the business objectives of the enterprise.
3. Whether the performance indicator standard is set reasonably and effectively is the key point in the performance plan. Many department leaders can't control performance execution and performance evaluation, which is actually closely related to the setting of performance index standards. In the implementation of performance, only when the standards of performance indicators are clear can the process of tracking the completion of indicators have a basis; In performance evaluation, only by defining the standards of performance indicators can we judge the degree of performance indicators. Moreover, the basis for setting performance indicators comes from the requirements of performance tasks (that is, the requirements of the customers you serve). Only when the requirements of customers are met and recognized by customers, the performance index standard has full significance. Therefore, in the process of performance management implementation, how to set reasonable and effective performance index standards is the key point of performance planning. When formulating performance standards, we should especially master the following (SMART) principles:
1) concrete: concrete performance or achievement;
2) Measurable: quantity/time/quality/cost;
3) Agreement: both the superior and the subordinate agree;
4) Reality: challenging but practical;
5) Relationship with enterprises: It is closely related to the success of enterprises.
Only in this way can we gradually master the method of formulating performance index standards.
4. Performance feedback is the key to implement performance management. In the process of performance management, many companies often ignore the very important process of performance feedback. Performance feedback is the key link for us to repeatedly discover the efficiency, gaps and problems in our work. Only by constantly improving our work in the process of implementing performance management can we promote the continuous progress and effectiveness of all the work, and at the same time play a corresponding role in promoting the enterprise to achieve its business objectives.
5. Performance communication is a link that cannot be ignored in the whole performance management process. Many companies often ignore performance communication in the process of implementing performance management, which will lead to a series of problems. For example, the leader sets the performance index standard too high, and lacks the necessary support and guidance for his subordinates, which will cause his subordinates to think that they can't finish it anyway, but perfunctory and don't ask the results, which will lead to the failure of the task. The key to the effectiveness of performance evaluation and performance feedback lies in communication: no matter how effective subordinates are, effective communication will inspire subordinates who have achieved results to be more enthusiastic and cheer up subordinates who have not completed their tasks and strive for the next time ... >>
Question 5: How to establish an excellent performance management system? Reprint the following information for your reference.
Construction steps of performance management system
The first step is to determine the strategy.
The second step is to break down the key tasks.
The third step is to decompose the key factors.
The fourth step is to draw a strategic map.
The fifth step is to turn key factors into performance indicators.
The sixth step is to clarify the mission of the department.
The seventh step is to implement the indicators of the company and various departments.
The eighth step is the design of exponential elements.
Step 1: Determine the company strategy.
To implement strategic performance management, the company should first sort out the strategy and make clear that the main work of the company's strategy is to confirm the strategic issues:
-enterprise mission system statement
The task system mainly includes the mission, vision and core values of the enterprise. The so-called corporate mission is the role and responsibility that enterprises should play in social and economic development, that is, the reason and value of the existence of enterprises, and the corporate mission is relatively stable. Vision is also called vision, that is, what kind of enterprise the enterprise wants to be in the future. This is the picture that the enterprise will always strive to achieve, and it shows the expectation and pursuit of the organization for the future. Core values are the standard for enterprises to judge right or wrong, that is, the standard for enterprises to identify and oppose. Core values are the norms of all employees' behaviors. The overall strategic goal is the concretization of the enterprise's mission and the greater goal pursued by the enterprise.
-The theme of development strategy appeal
Development strategy is also called group strategy and company strategy. The development strategy mainly describes the business scope of the enterprise, the existing business portfolio and the fields to be entered, the development strategy of growth, maintenance or contraction, the choice of products, regions and customers, whether to adopt single business or diversification, whether to adopt related diversification or unrelated diversification, etc.
-The theme of competitive strategy appeal
Competitive strategy is also called business unit strategy. Competitive strategy mainly describes how business units compete, and whether to adopt low-cost, differentiated or centralized competitive means according to strategic advantages and market scope.
-The theme of functional strategic appeal.
Functional strategy mainly describes what efforts have been made to enhance competitiveness, such as what measures have been taken in finance, marketing, human resources, logistics, production, research and development, procurement and so on. Support and coordinate the company strategy and business strategy, and the functional strategy emphasizes concreteness and operability.
An organization's task system has long-term stability, even for a long time, it will not change greatly, and its development strategy is relatively stable, and it will not change much in the medium and long term. Competitive strategy needs to be adjusted in time with the change of market competition, and functional strategy is a concrete measure to support and coordinate the company's strategy and business strategy.
Step 2: Draw a strategic map
After determining the strategic goal of the enterprise, a series of assumptions contained in the enterprise strategy are transformed into a series of concrete causal chains. Draw a strategic map through causal chain. The idea of strategic map drawing is to use the decomposition method of value tree model to decompose the strategic objectives of enterprises (of course, it can also be KPI indicators, which are usually not detailed at this stage, so strategic objectives are used to describe the strategic map of enterprises) from top to bottom, in turn, according to the logical relationship between finance, customers, internal operations and learning and growth. The strategic map integrates different measurable goals on the enterprise balanced scorecard into a causal chain, thus linking the expected results of the enterprise with the driving factors of these results. Strategic map is an intuitive expression of the causal relationship between strategic objectives of enterprises, which integrates the four levels of objectives of the balanced scorecard to describe the company's strategy and the path to achieve strategic objectives.
-On the financial level, it mainly expounds the measurable financial results produced by the business activities of the enterprise, which reflects the company's appreciation of shareholder value.
-At the customer level, pay attention to the customers and market segments that the company expects to acquire, and how the company can meet the needs of internal and external customers.
-The focus of internal operation is what core business processes the company must be good at and conform to the company's core values, so as to attract and retain customers in the target market and meet shareholders' expectations for financial returns.
The focus of learning and growth is to obtain these breakthrough achievements and success, and what kind of core knowledge and innovative spirit organizations and employees need.
Generally, each goal of the balanced scorecard only needs two performance indicators to accurately express its meaning, and we can try our best to control the goals of each dimension within three. Professor Kaplan and Dr. Norton, two authors of the balanced scorecard, believe that each level of the balanced scorecard needs 4 ~ 7 indicators, and 16 ~ 25 indicators can basically meet the needs. Among these four levels, the financial level is 3 ... >; & gt
Question 6: What exactly is the excellent performance management model? Below 30 points, I will briefly explain it by using the method of "excellent performance management model" in the process of providing consulting services for some foreign-funded enterprises. If there is anything wrong, please criticize and correct me.
1, an enterprise expects to surpass the world's peers within three years: a. Product life, under the premise of the same cost, the enterprise is 8 years, and the world's first is 10. After three years, the enterprise must reach 12 years, and the contract signed with customers is 1 1 year. B the production capacity under extreme conditions, under the premise of minus 35 degrees and minus 40 degrees, ranks first in the world, producing 3,500 products. After three years, the enterprise must produce 4300 products, and the contract signed with customers is 4000 products; C. The annual internal and external loss cost of an enterprise accounts for 0.2% of the repayment rate, ranking first in the world. After three years, enterprises must reach 0.08%; D the annual per capita net profit is 950,000 USD, ranking first in the world. After three years, the enterprise must reach1150,000 USD; E annual working capital 18 times, ranking first in the world. After three years, the enterprise must reach 25 times; F. The annual profit increase rate of members of industrial chain alliance is 2 1%, and the enterprise must reach 25% after three years; G. The comprehensive satisfaction of cooperation among members of industrial chain alliance ranks first in the world with 85.3%. After three years, the enterprise must reach 9 1.5%. (As there is a confidentiality agreement with the cooperative enterprise, the above indicators and data are all analog data. )
2. In order to achieve the above-mentioned overall transcendence within three years, about 55% of the system management modes adopt the method of "excellent performance management mode", and about 45% of the system management modes follow the systematic methods accumulated by enterprises for many years, from comprehensive and accurate management decision-making budget of enterprises to detailed index decomposition, implementation of specific objectives, comprehensive upgrade of system management methods and comprehensive introduction of audit supervision.
3. From the management decision-making level to the grass-roots employees, we should systematically train the innovative management mode to ensure that the comprehensive ability of each member fully meets the post ability requirements.
4. Revision, simplification and optimization: tables, systems, standards, processes, guides, work instructions, etc. To meet the operational needs of the new model.
5. In the whole improvement process, always pay attention to the practical application of "potential failure mode and preventive countermeasures", operate the "inter-departmental performance management team" and optimize all the links that should be optimized continuously and timely.
6. In short, my experience tells me that the excellent performance management model is a systematic management model, which can effectively surpass the world leaders and ensure that I can quickly become the world's number one.
Question 7: What are the methods of excellent performance process management? Compared with management modes such as quality system and environmental system, the biggest feature of excellent performance management mode is that it is an open mode. In the whole evaluation criteria of excellent performance management, there are no standard answers for 7 modules and 23 items, but more than 200 questions are put forward for specific problems.
If 9000, 14000 is a judgment question, then excellent performance is a question and answer question. Therefore, in the standard of excellent performance, we can't find specific process management methods and suggestions. But according to the requirements of "process", how to identify the key process? What if the requirements of key processes are determined? What if the design process? How to ensure the effectiveness of the process? In order to answer these questions, the following management methods are generally adopted: (1) Identify which are the value processes and which are the supporting processes by combing the strategic map; Through fishbone diagram, causal analysis diagram, etc. Identify the resource requirements of key processes and the related requirements achieved by the process; Through target management, project management, collaborative management, PDCA, 5W 1H, etc. To ensure the effective development of the process and the realization of the results.
Because excellent performance is an open system, which emphasizes the differentiation of individual enterprises, the application of management tools and methods is not fixed for different industries, different enterprises and different management stages of enterprises. The key is to choose a management method suitable for the enterprise and in line with the actual management situation.
I hope to have some reference for you.
Question 8: How to promote the excellent performance management model and its implementation effect? 1. Guide enterprises to systematically implement the "excellent performance standard" of management;
2. Promote enterprises to realize management innovation;
3. Promote continuous improvement of enterprises and maintain and enhance their competitiveness;
4. Cultivate the management talents of the enterprise to ensure the long-term success of the enterprise;
5, become a benchmark for other enterprises to learn, improve the visibility of enterprises.
Question 9: How to effectively implement the excellent performance model 1 in enterprises? The importance of company leaders and the ability of middle-level cadres determine the effectiveness of performance management. Performance management is a management system to achieve enterprise goals. From this brief definition, business leaders must attach importance to the development of performance management, because as business leaders, their responsibility and task is to lead all employees to complete the business objectives of the enterprise. Leaders attach importance to and personally participate in performance management, which plays an important role in the whole enterprise and affects the active participation of middle-level cadres; Therefore, the improvement of middle-level cadres' performance management ability will lay a certain foundation for the organization and implementation of performance management.
2. The decomposition and implementation of key performance indicators is the premise of performance management. Key performance indicators are an important part of performance plan in performance management; In addition, key performance indicators play an important role in achieving business objectives. It is particularly important to emphasize that the process of decomposing and implementing key performance indicators is top-down. Through decomposition and implementation at different levels, the realization of enterprise goals can be implemented in the actions of every department and employee. In this way, the performance indicators implemented by various departments can truly reflect the close relationship with the business objectives of the enterprise.
3. Whether the performance indicator standard is set reasonably and effectively is the key point in the performance plan. Many department leaders can't control performance execution and performance evaluation, which is actually closely related to the setting of performance index standards. In the implementation of performance, only when the standards of performance indicators are clear can the process of tracking the completion of indicators have a basis; In performance evaluation, only by defining the standards of performance indicators can we judge the degree of performance indicators. Moreover, the basis for setting performance indicators comes from the requirements of performance tasks (that is, the requirements of the customers you serve). Only when the requirements of customers are met and recognized by customers, the performance index standard has full significance. Therefore, in the process of performance management implementation, how to set reasonable and effective performance index standards is the key point of performance planning. When formulating performance standards, we should especially master the following (SMART) principles:
1) concrete: concrete performance or achievement;
2) Measurable: quantity/time/quality/cost;
3) Agreement: both the superior and the subordinate agree;
4) Reality: challenging but practical;
5) Relationship with enterprises: It is closely related to the success of enterprises.
Only in this way can we gradually master the method of formulating performance index standards.
4. Performance feedback is the key to implement performance management. In the process of performance management, many companies often ignore the very important process of performance feedback. Performance feedback is the key link for us to repeatedly discover the efficiency, gaps and problems in our work. Only by constantly improving our work in the process of implementing performance management can we promote the continuous progress and effectiveness of all the work, and at the same time play a corresponding role in promoting the enterprise to achieve its business objectives.
5. Performance communication is a link that cannot be ignored in the whole performance management process. Many companies often ignore performance communication in the process of implementing performance management, which will lead to a series of problems. For example, the leader sets the performance index standard too high, and lacks the necessary support and guidance for his subordinates, which will cause his subordinates to think that they can't finish it anyway, but perfunctory and don't ask the results, which will lead to the failure of the task. The key to the effectiveness of performance evaluation and performance feedback lies in communication: no matter how effective subordinates are, effective communication will inspire subordinates who have achieved results to be more enthusiastic, cheer up subordinates who have not completed their tasks and strive to complete their tasks next time. Therefore, as management cadres at all levels, in addition to being familiar with business and technology, they need to constantly improve their communication skills, which will promote the effective work.
A private enterprise, without a mature human resources department, is in the stage of rapid business development and attaches great importance to business management. It hopes to use performance management methods to evaluate various business indicators and link them with bonuses.
Solution:
Performance management can effectively help enterprises improve their management level. To solve this problem, the most important thing is a simple and practical evaluation index system to measure the development of enterprises. Therefore, it is not necessary to build a performance appraisal system, and it is very important to obtain satisfactory implementation results at a relatively low implementation cost. ...& gt& gt