How Can HR Dispel Employees' Feelings Of Performance?

< p > < strong > method / step < /strong > < /p >

< p > 1., please < a href= "//www.sjfzxm.com/news/index_c.asp" > supreme leader < /a > personal concern and participation < /p >

< p > the company's top leaders are personally responsible for the performance management work as the leader of the company's leading group.

The highest leadership often has a profound influence on the corporate culture, so when the company leader pushes himself, it means the orientation of cultural values.

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"P > 2." to do a good job of training and publicizing "/p" in the interior

< p > the reason why employees feel bored with their employees is often caused by misunderstandings and deviations of performance from top to bottom. Therefore, relevant training must be done before implementation, and a href= "//www.sjfzxm.com/news/index_c.asp" > employees < /a > through various channels to understand and recognize performance management.

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< p > 3., decompose the whole process of < a href= "//www.sjfzxm.com/news/index_c.asp > > performance management < /a >, so that the examination and the examiners are familiar with the operation methods of each stage < /p >

< p > compile the performance plan operation instruction, carry out program training, simulation, implementation and adjustment, and ensure that managers at all levels know how to use the performance management plan.

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< p > 4., a pilot examination cycle is initially formulated, and a trial run at a certain level or department < /p >

In the process of implementing P, we should listen to the opinions of different levels of staff or employees, make appropriate adjustments and solutions to the problems; < /p >

< p > generally speaking, the assessment cycle should be appropriate, the higher the level of personnel, the longer the assessment cycle.

Try to implement departments or personnel as internal propagandist and share experience and experience with other departments.

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< p > 5.. First prize is not punished, let employees see the help of performance management < /p >

< p > in the process of trial implementation, it is best to encourage less punishment.

For employees with poor performance, suggestions for improvement are put forward to encourage encouragement.

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< p > organize every department to set the stage goal, see the process of performance change, and enhance the confidence of the whole staff.

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< p > 6. summed up the experience, the consensus of all staff, the formation of corporate performance culture values < /p >

< p > the success of performance is based on the success of culture. Therefore, refining the formation of performance culture values is conducive to enhancing staff cohesion and good guiding role.

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< p > < strong > notices < /strong > < /p >

< p > performance management and performance appraisal are different in purpose: performance appraisal is to decide rewards and punishments, distribute bonus, raise salary, pfer, promotion and other human resource management decisions through examination and confirmation of executive performance level.

The fundamental purpose of performance management is that punishment is only a means to strengthen the assessment function; the fundamental purpose is to continuously improve the employee's professional ability and improve their work performance, so as to improve their initiative and effectiveness in the implementation of their work; < /p >

< p > > as a direct supervisor in the performance management and performance appraisal, the role is different: the role of performance appraisal is the police, the assessment is to pick up the staff's faults, thus causing the opposition and conflict between the managers and the managers. The role of the manager in the performance management is teaching and training, and the purpose of the assessment is not only to adjust the treatment of employees, but to adjust the treatment is the reconfirmation of the continuous development of staff value; < /p >

< p > performance management and performance appraisal purpose are different: performance appraisal pays attention to result evaluation, staff view is "settle accounts after the autumn", easy to conflict and annoy; performance management attention process is conducive to employee's ability to perform work and behavior improvement and career planning.

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