作者：深圳沟通翻译公司
沟通深圳翻译公司翻译作品：
"People-oriented"performance management
Man is the most important in enterprise management, the most fundamental and most active factor. In recent years, langfang city in hebei province postal-delivery logistics branch company adhere to the "people-oriented, realize the employee and enterprise best fusion" performance management concept, through to the enterprise strategy, the establishment of goal setting, monitoring coaching, performance evaluation and incentive and improvement, performance management to penetrate to the daily production operation and management of the process, the enterprise and staff development goals closely, the realization enterprise harmoniously healthy development.
Create conditions the smooth implement performance management
Performance management is a cycle, the system of management process, including goal setting, communication counselling, feedback the improvement, the assessment. Performance management in different performance assessment, it is not simply the decomposition of the index of evaluation, but stressed the managers and employees agreed goals and objectives. Langfang express logistics through continuously detailed, perfect the 232 job description, made clear the ZeQuanLi of each position, and constantly changes according to the work ZeQuanLi revision three pillars, straightening out relations management level, and at the same time, regularly organized all kinds of performance management training, to ensure that performance management work effectively promoting, achieve the effect.
No clear, can achieve the objectives, assessment index cannot survive, langfang express logistics performance management of assessment index set link and work milestones, the company in November. According to each department will investigation, industry development, customer structure, with mail, per capita disposable income per capita, the company five years of planning and other information, prediction in next year's main financial index, through two-way communication, issued in December next year's performance management evaluation index. In addition, langfang city branch has also made 19 link work flow and standards, the company business training material and the employee manual ", and other basic system, make the assessment more quantitative, thinning and standardization.
The whole process of performance management is a two-way or learn a lot from interactive process, if not a good communication atmosphere, not a common goal, is difficult to achieve good results. Langfang city branch in daily work much attention to create a mutual trust, respect is with the person this organization culture, they compiled the handbook, clear company philosophy, five year plan, rewards and punishments regulation, marketing words art, laws and regulations, services such as language, pay attention to advance remind, during and after the event, counseling incentives; The party branch was established and the basic-level trade union, always involves human, financial, incentive measures important matters such as, must pass a party branch research, ZhiDaiHui through; Organizations in all kinds of training, improve employees' comprehensive quality; Regularly carry out product experience, birthday wishes, holiday sympathy staff parents, post changes, talent competitions, letter of intent rationalization proposals, blood donation, donation, training, party and other activities, and rich employee life, the enhancement enterprise cohesion; Set correspondent team, our "day · land, human," newspaper, from the mental level manifests the enterprise the employee's care, help people cheer up, firm the confidence.
Adjust measures to local conditions flexible implementing performance management
Performance management way since the 1940 s has basic use into five categories, one is action and time management, more attention to unit of time the number of work; 2 it is goal management, pay attention to complete the result of work and goals of the decomposition; Three is the comprehensive quality management, pay attention to the results of my work and the quality of the work; Four is the competence management, also call quality management, more attention to how to adapt to the market, motivates staff to innovative consciousness of management; Five is the overall performance management, also called the balanced scorecard management, pay attention to the comprehensive index set, with emphasis on the balance of the expected goal. No more than five kind of way to advanced and the points behind, the key is how to creative use of the most suitable performance management measures, langfang city branch in specific performance management work focuses on the following three principles.
(a) the principle of layered evaluation
To department manager with the balanced scorecard management. Index set including financial index, customer, internal control index, index growth index four categories and into the month, season, year three cycle to examine.
Researchers used to function of total quality management. In functional staff of assessment index on the set, basic duties in accordance with the formulation, the outstanding work that month to complete results and quality, the inspection cycle for a month.
Researchers used for marketing management competence. In the evaluation index in the enactment of both stage income index, and the customer's development and foster, also want to consider the marketing personnel the ascension of their comprehensive qualities, the monthly or specific project cycle assessment in two ways.
For researchers used to embrace target management. For staff to make out to embrace the performance assessment measures include a provision for performance-based pay according to quantity, both the services index. Way to relatively simple, feasible, easy to understand, the staff can calculate every day of their profits.
Researchers used for processing time and action management. Processing staff including sorting and transport personnel, through the statistics unit of time to complete the business volume, piecework assessment, and auxiliary make delay, quality evaluation indexes fault classification.
(2) the classification of evaluation principle
A FenDang coefficient. Each county (city, area) in accordance with the income of the last year's sales and profits than than of two scores into class a and class b and three kinds of evaluation. The company's Courier enterprise and logistics enterprise to a class, the general department, the finance department, human resources department, the nets control department for class.
Implements classified hooks. In the department manager in monthly examination, will position assessment and post salary hook, performance evaluation and the performance of the link all salary, bonus and the year inspection quarter/link up with, at the same time in year-end scores will department manager named outstanding, good, good, qualified and incompetent five files, direct and promotion, employment, dismissal hooks. Other researchers a position, performance, workload and performance evaluation of wages hook model, performance management results and promotion, transfer, training, remove hooks.
The categorization weight. All kinds of index is determined, according to enterprise's development direction, organization goals, the focus of development and different post, set different weight indicators to performance oriented guide enterprises to realize anticipate goal.
(3) the full implementation of the work efficiency to hang.
原文地址：http://www.chinapostnews.com.cn/epaper/html/2011-09/06/content_31569.htm
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