Please refer to the following article.
Due to strength, scale and organization. The human resources work of small enterprises is much simpler than that of large companies, and it is easier to communicate between employees, departments and bosses. However, due to the reasons of norms and systems, the human resources work of small enterprises is more important. Small enterprises have many characteristics in human resources construction.
First of all, the core leaders of small enterprises often have paternalistic style, and their words, deeds and ways of doing things often leave a huge brand in the enterprise, which is also determined by their great influence in the enterprise. Small enterprises have few employees and flat management structure, so it is easy to communicate with different employees. At this time, it often determines that enterprises lack institutional concepts, treat subordinates subjectively and arbitrarily, and performance appraisal is not objective enough. This is not because the leaders are short-sighted or the management quality is low, but also because the enterprise is in the start-up period. At the beginning of his business, although Ma Yun didn't understand technology, his eloquent personality charm greatly promoted the early development of Alibaba. Because he himself likes Mr. Jin Yong's martial arts novels, the company's office is even named after Mr. Jin Yong's martial arts novels.
Second, in small enterprises, especially private enterprises, because of their small scale and weak strength, they often seek survival and development with business as the strategic core, rely on employees with outstanding business capabilities, and attract talents through high salaries; At the same time, because the performance of employees is completely measured by business volume or sales volume, the elimination rate of employees is also very high. Because of the lack of employees' recognition of corporate culture, professional ethics and self-learning ability, it may leave hidden dangers for the development of enterprises.
Third, due to the pressure of survival, the systems and processes of small enterprises are often imperfect. At the same time, enterprises may adapt or even make major strategic adjustments at any time in the fierce competition. It is difficult for small enterprises to adhere to an evaluation standard and advanced evaluation methods are difficult to use. Therefore, the employment standards of small enterprises tend to go to two extremes. On the one hand, they recruit some employees with poor comprehensive ability but relatively stable through low wages. This will not only keep the team stable, but also reduce costs. On the other hand, we have no intention of training employees, but make use of the time limit of employees' big exams through continuous recruitment and dismissal, which also reflects the confusion of human resources work.
An evaluation system that emphasizes incentives.
Because small enterprises take business as their main development strategy, and according to the characteristics of employing people in small enterprises, it is very important to maintain the overall stability of the team. At this time, it is necessary to formulate an assessment system based on incentives. Comprehensive target management method, 360 degree feedback evaluation method, chart grade evaluation method, text narrative evaluation method, key event method and special performance reward method must be used flexibly according to the actual situation. The core content of management by objectives is to clearly and accurately define and state employees' work objectives, formulate and point out how to achieve the objectives, allow employees to implement the action plan, measure the degree of achieving the objectives, and take corrective measures to establish new objectives when necessary. This method is widely used in the evaluation of professionals and managers, and is widely adopted by large groups such as Lenovo and Haier. Management by objectives needs to define tasks in clear language. Small enterprises are often in constant change, and there will be great uncertainty in sudden business, transfer of market opportunities, human resources and so on. Therefore, the management by objectives method is not completely applicable to small enterprises. Because the human resources work of small enterprises mostly ensures the stability of core members, the stable part of core members can implement target management and assessment in this way. 360-degree feedback is to let managers, peers, customers, suppliers or colleagues and employees who are evaluated fill out relevant questionnaires themselves and give feedback on employees' work performance. 360-degree feedback can reduce the subjectivity and randomness of small enterprises and objectively reflect the performance and quality of the assessed. In order to ensure the authenticity and fairness of the evaluation, powerful large companies will hire a third party, that is, a professional consulting company to do the evaluation, which will consume a lot of manpower, financial resources and material resources. Because the 360-degree evaluation method has many procedures and a long period, small companies should use it carefully, and small companies emphasize the importance of face-to-face communication, so it is necessary to use it carefully and avoid putting too much energy into it, which really can't achieve good results. The written narrative evaluation method requires the evaluator to describe the employee's performance in the form of written narrative and give explanations on the topics involved. The disadvantage of this method is that the length and content of text description will vary greatly with different evaluators, and the evaluators' writing skills will also affect the evaluation. Therefore, this method is only applicable to a generalized subjective evaluation of the assessed under the same conditions after the standard evaluation. Generally, when investigating the promotion of employees, a written evaluation is attached to the quantitative performance appraisal form. It is best to combine text narration with quantitative tools such as icons, giving consideration to subjective and objective work in evaluation. In the chart grade evaluation method, the evaluator should comprehensively evaluate employees according to workload, work knowledge, attendance, teamwork and other factors, and realize the classification of employees through digital arrangement and text description. However, due to the diversity of enterprises, the chart method often has the same shortcoming, that is, it is difficult to formulate evaluation elements and forms, and different evaluators will have different understandings of the same text description and different opinions on the formulation of evaluation standards. Therefore, enterprises need to carefully consider the formulation and selection of evaluation standards when using this objective evaluation method. Critical event method. This method requires the evaluator to make a written record of what happened, which should explain the work behavior that led to the satisfaction and dissatisfaction of the evaluated employees. The disadvantage of critical event method is that it is difficult to define critical events, and different people often have different understandings. In small enterprises, it is easy for business leaders to judge employees' performance through critical event method and important performance, and an important business or a key business negotiation is likely to become the basic basis for judging employees' ability. At the same time, due to the constant changes of enterprises, the judgment of key events is not always accurate, nor can it be said that one success is enough to deal with all situations.
Due to the management orientation of small enterprises and the emphasis on stability and development, no matter what assessment method is adopted, small enterprises should adopt a salary system that emphasizes incentives, and promote the development of the company by stabilizing talents, cultivating talents and establishing an efficient talent team.
Scientific application: the principle of performance evaluation of small enterprises
In the small business forum, I strongly feel that some small businesses want to be stronger and bigger. At the same time, I deeply understand the people-oriented enterprise spirit. Some small enterprises with a strong sense of scientific management even specially invite consulting companies to design evaluation systems, which often cause certain earthquakes within enterprises for various reasons. It is often easy to copy books in the evaluation system, which is not suitable for the specific situation of enterprises; Either the system is too complicated to be implemented in enterprises, which has caused some negative effects, and employees will think that the company's management reform is just an armchair strategist, which has dampened their enthusiasm.
For small enterprises, the performance appraisal system should not be too complicated, and scientific procedures and systems should be gradually established. Combined with the enterprise's own situation, determine the key assessment indicators of the enterprise. Establish the process of evaluating the accuracy of the system and the evaluation procedure; Establish the comprehensiveness of assessment content and the focus of assessment indicators; Formulate strategies for evaluation and company change.
First of all, no matter what kind of evaluation system is formulated, it is both strategic and realistic, and it is the embodiment of the long-term strategy of the enterprise. Therefore, it should be considered as much as possible when discussing and formulating, and the feasibility of the procedure must be fully considered, which directly affects the execution of the evaluation. Generally speaking, an overly standardized and perfect system will be difficult to implement. For example, some enterprises set the assessment cycle and assessment methods more comprehensively. For the monthly exam, there are six or seven single-person assessment forms, and it takes two or three days to finish the interview. Nearly half of the time is spent on assessment every month, and department managers and employees are tired of filling out forms and talking, so they have no time to do business or do their own work. Although a perfect evaluation system is ideal, it should not be suitable for enterprises, and the design of enterprise system must conform to the actual situation of the company. Small companies can set the evaluation cycle to quarterly or semi-annually.
Secondly, for small enterprises, performance appraisal must be strictly based on the company's business development strategy, including sales, profits, customer expansion, market share and so on. We must emphasize the incentive measures in implementation. We must constantly adjust the evaluation system of changing enterprises according to the development and changes of the company's business. Company leaders rooted corporate vision in the transformation and development of enterprises. Interview with employees through dinner, karaoke singing or training, actively understand the working status of employees, motivate employees in an appropriate way, ensure that employees correct their shortcomings and promote their self-growth.
Third, in the implementation of the evaluation system, we must fully communicate with the leaders. Because in the operation of small enterprises, there are often many family members involved to ensure that everyone is equal in the evaluation and implementation process. It is necessary to persuade leaders to change the randomness and subjectivity in the implementation process. Before the implementation of the system, everyone was equal. Create a good institutional atmosphere and learning atmosphere.
The implementation of this system is based on the premise of giving consideration to the interests of both companies and individuals. In the process of implementation, we should not only tell employees that the implementation of the new assessment system is conducive to the growth of enterprises, but also ensure the survival of the fittest. This is an evaluation trend that can be ignored at any time and in any country. As one of the core contents of modern human resource management, performance appraisal is not only to eliminate or promote the assessed, but more importantly, to motivate and guide employees to achieve a win-win situation of employee growth and motivation, rather than a zero-sum game in which employees are hurt and exploited by enterprises.
Small enterprises in various industries have many characteristics of their own, and their scale, technology and strength are all in the growth stage. Complex and expensive performance appraisal system is not suitable, so the purpose of evaluation system should be to emphasize motivation, re-implementation, business performance guidance and.
As for wages, guaranteed wages are necessary. Benefit salary is unfair to tell the truth, and it will lead to emotional instability of employees. In severe cases, employees may change frequently, forming a vicious circle. ...
Because the salary fluctuation of employees will be obvious, unless the efficiency of your wholesale bank is improved, I think it will be affected by seasonality ... or in other words, you have to reform the treatment of employees, which shows that there are several problems in your wholesale bank ... just as an outsider, I am not sure. ...
I have a little suggestion ... for reference only.
Guaranteed salary+welfare salary+bonus
You also want to motivate employees. ...
You should also think that the quality of wholesale business should be closely related to employees ... The key to formulating a strict employee management system is to implement it, just like "you are joking" ...
Be kind to employees and make them feel happy working here ... so you will get good work efficiency. ...
There are many things you know very well. ...
+Bonus and benefit salary should be realized. ...
But don't be stingy ...