ZTeHR improve performance management execution China&#39;s human resources information specialist, vice president of UF Software Inc., eHR general manager Performance management should play the &quot;combination punches&quot; - no culture of performance is equivalent to losing the &quot;soul&quot;, and lack of performance management tools are not implemented, the implementation. &quot;Corporate culture, performance management programs and eHR management tools&quot; Performance management called smooth landing &quot;three magic weapons.&quot; Performance management for any hope to gain competitive advantage, long-term survival and healthy development of the organization has a vital role. For this reason, almost all organizations are sparing no effort to build with their own performance management system. However, many enterprises in the implementation of performance management always feel a bit powerless, performance management, poor execution. Focus on four major problems Performance Management Programme in the implementation of the layers of resistance encountered. Main features: Lack of high-performance culture. Recognized degrees and line manager participation is not high, that only the human resources performance appraisal work. Line manager&#39;s performance leadership should be improved. First-line managers do not understand sector performance and the source of employee performance, there is no effective way to master to enhance performance. Had to increase production, reduce the error rate for the purpose of performance management, evolved into the final examination score is only concerned about the usual suspects. Lack of effective performance management and monitoring measures to promote, rigid enough. Part of the whole process of performance management and departments involved in many organizations, poor execution, and execution of the lack of further strengthening the line manager of the performance management of neglect and laxity. Flow of information timeliness, accuracy and poor shared. Between different sectors, between the various work processes, human resources and business systems exist between the &quot;data barrier&quot; is not only difficult to share among the departments are closely related to the operation and performance outcome data, increased the difficulty of the implementation of performance management, enterprise management performance and sector performance, employee performance organic link between the lack of. Time lag in the data using statistical evaluation results are not out of line managers and employees agree, directly affect the performance of the process and results of fair and just. From the above analysis we can see that the effective execution to enhance performance management imperative. Which line managers how to improve performance management acceptance, participation and management capabilities, and improve the quality of performance data, timeliness and sharing, a key part of the solution. Performance Management Trilogy Incentives in a competitive environment, business performance management imperative but can not be achieved and blindly often begin with a larger whole. I believe that, under the business development stage and management infrastructure, performance management can be broken down as a &quot;performance appraisal&quot;, &quot;business performance management&quot;, &quot;full and entire performance management,&quot; the three stages of this &quot;trilogy of performance management&quot; (see Figure 1). Figure 1: Performance management, &quot;Three Steps&quot; Figure 1 shows the main stages in the performance appraisal is delivered through the performance appraisal pressure, creating an atmosphere of performance management, and complete the bonus distribution. And to the stage of business performance management, goal setting is even more emphasized when the strategic orientation and employee involvement, performance improvements of the business counseling and skills upgrading, but in the main still to human resources as the core, is driven by the HR line manager and staff &quot;plan, evaluation, feedback and improvement&quot; in all aspects such as performance management, and monitor the whole process. Just stay in &quot;performance management&quot; after the analysis phase of the monitoring and far from enough only by mobilizing the 积极 of managers at all levels, effectively spur and an incentive for each one Zhixian managers and employees, Shi&#39;s goals with corporate strategy objectives consistent in order to comprehensively enhance organizational performance, achieve strategic objectives, this phase is &quot;full, entire performance management phase.&quot; eHR, multi-building high-performance work systems In many branches, personnel or work processes a huge number of complicated business in and to let all staff involved in the implementation of performance management, while all aspects of performance management to achieve real-time monitoring, the introduction of Human Resource Management Information System (eHR) potential in inevitable. 1. To improve HR performance management execution. A clear corporate strategic objectives and performance management process based on, HR can use the eHR system requirements for line managers and employees in accordance with the system settings, a uniform schedule to complete &quot;plan, evaluation, feedback and improvement&quot;, and other aspects of the work using the mail system to make the necessary tips and supervision, and monitor the whole process, so that performance management process in the eHR system, driven in turn by rigidity of Liu Cheng 进行, HR will become passive &quot;push&quot; service for the active &quot;pull-type &quot;service. 2. Enhance the line manager performance management leadership. Line managers are not passive in the eHR system planning and evaluation results reported, but can use decomposition and setting performance goals and other sectors to strengthen strategic performance targets plans to control and real-time decomposition of the process control operating indicators, and eHR system the performance of real-time view subordinates the implementation of plans, guidance and time to make adjustments. HR performance management is no longer a matter, but a line manager an effective tool for the daily management, line manager&#39;s performance management leadership and execution has increased significantly. 3. To create a fair and just high-performance work environment. Line manager using eHR system to record key events on the performance, which for the final performance evaluation to provide adequate factual basis, effective performance appraisal system to ensure fair, just, line managers and staff are open and transparent participation in the sessions, gradually raise the recognition of the performance management and ultimately the formation of &quot;participation - identity - to participate&quot; in a virtuous circle. 4. To provide accurate, real-time, efficient, non-border sharing of performance data stream. Note that, along with expansion of business scale, organizational level and the increase in personnel, process and content management more complex. In order to enhance organizational flexibility, and improving organizational performance and competitiveness, performance management should not only emphasize the strategic level by level based on performance goals, are more concerned about the departments, the posts and horizontal linkages between people, emphasize the process of optimization and all aspects of the connection point on the smooth, the departments of information accuracy and timeliness of the effect of direct feedback from performance management. In essence, performance management itself is in the chain of information flow throughout the process of building data. Both are based on strategies, based on the performance management process, are all internal finance, production, R &amp; D, sales, marketing, human resources and all departments in the daily operations data suggest an accurate, 实时, efficient, without Bianjie 共享, are more Shenru of to information requests. Design Science&#39;s eHR system not only automatically places from the personnel, time and attendance modules gather information, to the salaries, training, mobility and other sections Shuchu performance results, you can also go through a data interface, the financial and administrative, marketing, service, management, etc. scattered in various departments of the operational information interoperability, organic association, and diverse data needed to extract performance management and timely feedback and business are closely related to the evaluation results to make operational use of performance information really is. This reflects the business information to officers as a link of all business connections, to create high performance work systems, achieved through the company&#39;s business and the full interaction between the strategic objectives of the organization to ensure that the final realization. In short, performance management is not a strict distinction between the three stages of development, and in practical work there is some overlap and repetition, eHR system is not only in the &quot;full, full stage&quot; performance management can play a key role in the implementation of ground. However, no matter at what stage of performance management should play the &quot;combination punches&quot; - no culture of performance is equivalent to losing the &quot;soul&quot;, and lack of performance management tools are not implemented, the implementation. &quot;Corporate culture, performance management programs and eHR management tools&quot; Performance management called smooth landing &quot;three magic weapons.&quot; Among them, the performance culture that values to solve the question of identity, performance programs to address the problem is thinking, and performance management tools are focused on addressing implementation issues, the three-one in order to create high performance work systems and organizational performance improvement and to bring employees and the organization win.
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