绩效管理

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什么是绩效管理

首先，绩效管理的目的是实现组织的战略目标，提升组织效能，促进组织和员工共同成长。这里要注意的是，绩效管理不仅是为了实现战略目标和促进组织发展，还要促进员工的成长。

其次，绩效管理的核心内容是工作目标的制定和目标实现的过程。简单来说，绩效管理的内容，就是“制定目标——实现目标”这样的一个循环往复的过程。

第三，绩效管理是一个持续的管理过程，即上下级之间就绩效管理，进行持续的沟通、辅导、改进和提升的过程

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What is performance management

First of all, the purpose of performance management is to achieve the strategic objectives of the organization, improve organizational effectiveness, and promote the common growth of the organization and employees. It should be noted here that performance management is not only to achieve strategic objectives and promote organizational development, but also to promote employee growth.

Secondly, the core content of performance management is the process of formulating and realizing work objectives. In short, the content of performance management is a cyclic process of "setting goals - achieving goals".

Third, performance management is a continuous management process, that is, the process of continuous communication, coaching, improvement and promotion between superiors and subordinates on performance management.

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如何做好绩效管理

第1个环节：绩效目标与计划

这个环节是绩效管理的起点，正所谓“好的计划是成功的一半”。只有制定了正确的目标，企业和员工才能朝着正确的目标前行。所以，这一环节非常的重要。

这一环节的主要工作包括：

（1）明确并分解公司的战略目标；

（2）制定与分解部门的绩效目标和KSF；

（3）制定个人绩效目标和KSF；

（4）沟通目标并达成绩效承诺，签订绩效合约或绩效目标责任书等。

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How to do well in performance management

Step 1: Performance Objectives and Plans

This link is the starting point of performance management, which is the so-called "good plan is half the success". Only by setting the right goals, can enterprises and employees move towards the right goals. Therefore, this link is very important.

The main work of this link includes:

(1) Define and decompose the company's strategic objectives;

(2) Formulate and decompose the performance objectives and KSF of the department;

(3) Develop individual performance objectives and KSF;

(4) Communicate goals and achieve performance commitments, sign performance contracts or performance target responsibility letters, etc.

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第2个环节：绩效实施与辅导

如果说第一环节（绩效目标与计划）是绩效管理成功的一半，那么这个环节（绩效实施与辅导）则是绩效管理成功的另一半。因为再好的目标和计划，如果没有好的执行和实施过程，都是无法保证完成的。而在企业管理实践中，这个环节却被绝大部分企业和管理人员所忽视，这也是很多企业推行绩效管理不成功的重要原因。

这一环节的主要工作包括：

（1）落实并完善绩效实施行动计划；

（2）监控绩效目标的进度及其完成状况；

（3）反馈员工在绩效实施过程中的问题，进行及时的沟通和辅导，帮助员工纠正目标偏差，不断改进绩效；

（4）观察、记录和收集与绩效相关的各类信息，包括业务数据、访谈调研记录、投诉或反馈信息等

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The second link: performance implementation and coaching

If the first link (performance objectives and plans) is half of the success of performance management, then this link (performance implementation and coaching) is the other half of the success of performance management. Because no matter how good the goals and plans are, they cannot be guaranteed to be completed without good implementation and implementation process. However, in the practice of enterprise management, this link has been ignored by most enterprises and managers, which is also an important reason why many enterprises fail to implement performance management.

The main work of this link includes:

(1) Implement and improve the performance implementation action plan;

(2) Monitor the progress and completion of performance objectives;

(3) Feed back the problems of employees in the performance implementation process, communicate and coach in a timely manner, help employees correct the deviation of objectives and continuously improve performance;

(4) Observe, record and collect all kinds of information related to performance, including business data, interview and research records, complaints or feedback information, etc.

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第3个环节：绩效考评与反馈。

应该说，这一环节是我们很多企业都很重视的环节，而且也是花费时间比较多的环节，甚至很多企业的绩效管理只是在做这个环节，就误把这个环节（绩效考评）当成了绩效管理的全部。而事实上，这个环节并不是像我们很多企业所做的那样重要。因为这个环节本身并不是企业价值的创造环节，它只是一个考核评估的环节，其目的是验证绩效目标的完成状况，对员工的绩效结果进行考核评估。

这一环节的主要工作包括：

（1）收集、统计和整理绩效数据；

（2）结合绩效数据和绩效计划，考评各级组织和人员的绩效结果；

（3）对考核结果进行反馈，并进行面谈沟通等。

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The third step: performance appraisal and feedback.

It should be said that this link is a link that many of our enterprises attach great importance to, and also takes a lot of time. Even many enterprises' performance management is just doing this link, so they mistook this link (performance appraisal) as the whole of performance management. In fact, this link is not as important as many of our enterprises do. Because this link itself is not the creation of enterprise value, it is just a link of assessment and evaluation. Its purpose is to verify the completion of performance objectives and evaluate the performance results of employees.

The main work of this link includes:

(1) Collect, count and sort out performance data;

(2) Evaluate the performance results of organizations and personnel at all levels in combination with performance data and performance plans

(3) Give feedback on the assessment results and conduct face-to-face communication.

                               
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第4个环节：绩效激励与发展。

这个环节的主要目的，是解决员工的动力问题，也就是如何来激励员工，让员工能够更好地去完成绩效目标。激励的方式有很多，有物质激励和精神激励（马斯洛需求层次理论），不同层级和类别的员工应采取不同的激励方式。

这一环节的主要工作包括：

（1）实施薪酬激励：奖金分配、薪酬调整、长期激励等；

（2）提供人事决策：职位升降和人事调配、评优评先等；

（3）促进职业发展：根据考核结果，制定绩效改进计划和能力发展计划，促进员工的职业发展。

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The fourth link: performance incentive and development.

The main purpose of this link is to solve the problem of employees' motivation, that is, how to motivate employees so that employees can better achieve performance goals. There are many incentive methods, including material incentive and spiritual incentive (Maslow's hierarchy of needs theory). Employees of different levels and categories should adopt different incentive methods.

The main work of this link includes:

(1) Implement salary incentive: bonus distribution, salary adjustment, long-term incentive, etc;

(2) Provide personnel decision-making: position promotion and demotion, personnel deployment, merit evaluation, etc;

(3) Promote career development: according to the assessment results, formulate performance improvement plans and capacity development plans to promote the career development of employees.