Notes localization performance management practice

 The first chapter re-understanding of performance management practices mm
paper come Zhongjue view, knowledge from this practice is essential. Mm Lu
primer
child, watching martial arts movies, usually have a similar story: the hero seclusion in a temple deep in the mountains for years, thanks to a monk or a Road as a teacher, hard skills, or external work, the final acquisition of Dragon martial arts masterpiece like surgery, in order to revenge or for good, not the master kneeling, with hats and the sword, down the mountain away, and started the political arena. behind the story, often fulfilling the old adage: the 2002 year, I considered a full sense of the academic: 1995 to 1999, I was very upset reading psychology at Zhejiang University, a professional industrial psychology mm; 1999-2002 spring, Zhejiang University School of Management I Reading was very popular a professional mm corporate management. Since then, human resource management and forged a bond.
2002 in the spring, I entered one for telecom operators to provide lead-acid battery company, to do performance management. I did not thought about my career with the performance management process is linked, and adhere to the practice for five years. In the past five years, I have been with three different companies, a power company (high-tech private enterprises), telecommunications company (state-owned enterprises), feathers, Inc. (family business). and dramatic result, I turned around, in the summer of 2006, I went back to the first owner mm power company. It was like a bird from the cage fly out, turned around, went back to the cage.
In five years, I accidentally became an active practice in the enterprise in the academic arena. Stephen Chow in classic lines: is to experience.
In five years, I understand the practice of performance management is implemented progressively, step. I have been very confused when there have been a sense of accomplishment. slowly, and I passed a others not quite the same way, the road began to blur, to gradually clear, I call it localization performance management practices. If one day I can have a place in the arena, I would like to give me a martial arts arena outside the human No.: Tuxing Sun.
arena experience is practical viewpoint. In this book, I have an idea of performance management practices expressed, is being introduced in different enterprises of fellow human performance management .
In this chapter, I will work with you to explore three basic questions: What is performance management (what is not performance management)? Why do performance management? how to do performance management
Section reservoir model mm difference between the performance and assessment
I have long said: Management is usually a more popular view appears, is called book, usually painted on a table, list the performance appraisal and performance management differences. I want to change a method of expression, through the story to distinguish between a virtual performance appraisal and performance management of the different ideas. < br> Synopsis:
This story takes place in Zhoushan Islands, the island is characterized by a lack of water, so water is a scarce resource, there are many opportunities. in a town, there is a catch squid born upstarts made a sort of a small boss. He particularly good relationship between the mayor, by a certain relationship, a reservoir in the town contracted. His strategy is to get revenue by selling water.
because he did not time to personally manage the reservoir, beginning, for the natural relationship of trust, he asked his Lao Niangjiu to help him care of reservoirs, and give him a title, called charge reservoir. The position of the job duties is to ensure that the water level in reservoirs maintained at a certain level.
At first, everything is simple. He Lao Niangjiu wage of 600 yuan per month. Lao Niangjiu living by the dam built a cabin, something all right, listen to the radio, the days have to have leisure. Gesanchawu nephew of the boss to report that the reservoir water level. this time to stay in the oral stage management, wages are verbal commitment and no pay agreement, the work report is oral, there is no written plan or assessment.
But over time, family business exposed the shortcomings. the old man lost and lonely at night, sneaking out at night time drinking or playing mahjong. Results Over time, the reservoir water level to fall unconsciously , although not to the bottom of the stage, but the gap is still very evident. nephew bosses have a night Chagang discovered the problem when.
with the problem to be solved. nephew of the boss and the Lao Niangjiu did a job interview, prepared to take some improvements. The basic idea is to determine the introduction of performance appraisal. think of the other reservoirs are popular with painted bamboo scale to measure water level, he decided to borrow the routine.
the implementation of this approach, the Lao Niangjiu the work of a number of changes in behavior. He is responsible to the reservoir site every day at noon the water level of bamboo shows the data copied to a working laptop, made the end of month reports. the boss through the report, to see every month and monthly data average. After a month's trial, the reservoir water level from 10.1 meters to 10 meters into an increase of 1%. performance increase, employees and the company have gained benefits, everyone is happy. So the boss's nephew to uncle made a performance bonus, 50. Lao Niangjiu be the first performance of the work motivation, job motivation increased.
performance appraisal Although the initial work, but because the interests of drivers, they often lead to false results for employees. Lao Niangjiu no exception. the first 2 months The owner reported by other villagers, said Lao Niangjiu rigged on a bamboo pole, bamboo pole he put in a late night in the settlement of silt to the reservoir of 0.1 m, which leads to an increase of 0.1 m water level shows, in fact, there is no water increase. nephew boss got angry and, after investigation, found that the report was established. So he's severing of relations, the implementation of Lao Niangjiu the first punishment, the withholding of 50 yuan monthly performance bonus.
order to effectively supervise the work of Lao Niangjiu behavior and performance data authenticity, the boss decided to hire villagers reported the addition of a new position, called enumerators. this post is responsible for the duties to the reservoir site every day at noon the water level of the data copied pole display, copy notebook at work , made when the end of monthly statements, to report to the boss of the month and monthly average of daily data. Since the villagers have been Lao Niangjiu report, so he is not reporting data high. This month, sometimes it rains Sometimes the sun is very toxic, but more days of rain, the old saying should be , made a performance bonus to the Lao Niangjiu 100. Lao Niangjiu enthusiasm for work has improved. reservoir management in the development of a good direction.
, but things never come easy. The first 3 months when the rainy days less , and report the average result is down 2%, then down to 10 meters, there is no performance bonuses. So Lao Niangjiu have opinions, complaints to the boss that the data is not accurate. He believes that some days the wind, Reservoir, there are waves, when statisticians look at the scale of low water level by taking a few, leading to decline in the average month. even statisticians have revenge, he made his possible. enumerators have heard this argument, the very angry, went to boss office, each of the offerings promise that, in order to honor his attitude is impartial, objective data. So Lao Niangjiu and statisticians conflict. This is a family business of family members and frequent conflicts between airborne. < br> boss in order to balance both sides of the conflict, to take some compromise. put forward some ideas for improvement, including the provisions of morning and evening to take the number two, try to choose a calm period, while the town next door to buy the production of wind cover to reduce the impact of waves. the fairness of the assessment has been further improved.
but the summer season, and for a long time is not raining, the water level all the way down, until 6 meters, some places are exposed to stone. to the warning line below. boss Lao Niangjiu criticized, called for measures to improve the water level decline. But Lao Niangjiu complained that their is no way that this is dependent on the weather thing. statistician in addition to providing accurate data as possible, but also does not want to What a way to raise the water level.
employers and employees along the thinking how to motivate staff ignored the initiative, how to find ways to take measures to ensure that goal. This is another of a different idea, called the performance.
So after the first phase of exploration, bosses and older employees, with new staff began to re-direction towards solving the problem.
employers and employees to re-define their common essence of the problem facing: business reservoir difference between rainy and dry seasons. rainy season when water levels rise and very vulnerable overflow, resulting in the collapse of the dam, eventually leading to loss, on the other hand, from the sales point of view, the rainy season when the production of other town's reservoir is very rich, the water market over-supply, sell low price of a barrel only 1 dollar, sales increased production does not mean that synchronization increased; the dry season when water levels drop and soon dried up, leading to water quantity and quality has fallen, on the other hand, from the sales point of view, when the dry season , other town reservoir production also fell, the water market demand, higher selling prices, selling 2 dollars per barrel, higher prices decline, resulting in sales failed to increase. But boss has asked to be the town next door a reservoir is to provide large amounts of water during the dry season supply market, the market share in the rapidly expanding throughout the Zhoushan Islands, and the majority of fisheries boss established a good reputation. Because economic and social benefits are significant, the owner of this reservoir was also elected a area in the CPPCC National Committee members, the people sent to the nickname: the timely rain.
a relative of the other bosses in the provincial capital of children in graduate school, summer vacation came back to join the local testing exercise, do the mayor assistant. So the management of the reservoir is listed into the project during the testing exercise, and set up a project team.
graduate students engaged in a reservoir model to analyze the problem:
First, he identified a reasonable inventory of the upper reservoir and lower limits, denoted by a and b. When the actual water level is between between a and b, the result is qualified inventory, the data is recorded as 1; when the actual water level is greater than a or less than b, the inventory results for the failure, the data recorded as 0.
Second, He developed a tool to EXCEL, to help collect data. He improved the monthly report, the table is still the dates and the average horizontal, vertical forms in addition to the raw data recorded every day, it also added to record whether or not qualified The column, qualified = 1, failed = 0.
Third, he developed together with the boss, the water level in the year the standard, a = 12 ��, b = 9 ��.
fourth, along with his boss developed key performance indicators, called the water level pass rate of p, p = the number of qualified / total * 100%.
fifth, according to the first 3 months of the original data, at this stage the water level pass rate = 75%. so sure the passing rate of the water level in the year target = 78%, while according to the characteristics of seasonal determine 10,11,12 1,2,3 months of January and the target level pass rate = 75%, 4,5,6 , 7,8,9 months the water level pass rate = 81%.
Sixth, the use of recorded data EXCEL links designed to automatically calculate the formula.
Seventh, the design of incentive programs, which is the monthly 600 yuan is divided into fixed income and wage income variable, fixed income = 500, float income = 100 yuan.
eighth, the performance appraisal was linked with a floating income. When the reservoir is equal to 78% pass rate than when Performance Appraisal Score = 100, assessment grade A, reward factor = 1.5. When the water level pass rate of 75% or greater and less than 78%, the performance appraisal score = 90, assessment grade B, reward factor = 1.2. When the water level 72% pass rate of greater than or equal and less than 75%, performance evaluation score = 80, assessment grade C, reward factor = 1. When the water level pass rate of 70% or greater and less than 72%, the performance appraisal score = 70 points, appraisal rating of D, reward factor = 0.5. When the water level is less than 70% pass rate, performance evaluation score = 60 points, appraisal rating of E, incentive coefficient = 0.
ninth, and in accordance with experimental results of the pilot reward.
graduate students called the boss, the reservoir managers and statisticians held performance management training sessions, this program will be carried out in detail. because the more popular interpretation, Lao Niangjiu and the villagers are aware of this program a representative of meaning.
to dilute the taste of family business, to achieve matching of personnel and positions, graduate positions proposed trial competition for the boss. According to the results of competition for the villagers as a charge reservoir, Lao Niangjiu as enumerators.
stimulation in the program , the new reservoir competent approach changed in the past. His focus on how to control the level of water increase the water level pass rate to be rewarded. through market research and analysis, he has taken many measures to achieve his goal:
First, he's the other side of the reservoir it created the first underground reservoir, so the reservoir, which aims to excess water stored during the rainy season. Meanwhile, leading to the beach where he built a canal, the purpose is too much rain When a part can be spilled out. Again, he and across the sea, a town of Ningbo, has signed an agreement to ensure that during the dry season, when a lower price to buy water.
so that when the rainy season, he through the water to the reservoir, or under the rain, when water level exceeds the maximum alert level emergency, he put the water through the canal into the sea, to ensure that the water level does not exceed the daily limit a. When the dry season, he passed the water reservoir into the reservoir, or to the very dry when the water level below the warning level limit of the critical moment, he purchased through the low water of Ningbo, to ensure that not less than the minimum daily level of control through this b. He basically realized the water level in the 78% pass rate target, which won the award. but in the rainy season when the large backlog of inventory, reduce market supply during the dry season, when a large number of wholesale and increase market supply, through the dry season high prices, so that full-year sales increased by 50%. timely title by the local fishing company boss presented to the reservoirs. Register Now owner of the Reservoir Limited. in this case one o'clock passed to his brother's wife.
that put the focus on how to take measures to try every means to achieve goals is called a performance
ideas circle theory II mm internal relations and management performance
the past few years that the establishment of human resources management system, there is usually a reference called the internal relations, of these issues we need to integrate human resource management and business links, may be able to find out the cause and effect.
Why human resource management practices can touch the core of business management? one of the reasons is that human resource management through (Business). business varies: in a hunter's field of vision, hunting rabbits is the main business; in the field of vision of a fisherman, fishing is the main business; in a farmer's field of vision, corn is the main business; in a shepherd's field of vision, grazing is the main business.
hunters, fishermen, farmers, shepherds can be collectively referred to as the boss.
business to achieve, it needs a certain tool, hunters, tool is the shotgun; for fishermen, the tools are fishing nets; for farmers, the tool is a hoe; on the shepherd, the tool is a whip.
However, the realization of the business, but also with the power of others: Hunters need one or a pack of hounds, or a group of fishermen need a cormorant, one or a group of cattle farmers need, or a group of shepherds need a shepherd. dogs, cormorants, cattle, shepherds can be referred to as employees. < br> The choice rabbits as main business, or choose the direction of new investment (fish, corn, sheep) as a business, and how to get the rabbit (or fish, corn, sheep) in the process is called business (Business). business is the boss has always been a major issue of concern, known as corporate strategy. If the world is divided into two kinds of knowledge, the above description is about the purpose of learning.
following description is about the means of knowledge.
how dogs to do things for themselves? how to do things for themselves cormorants? how to do things for themselves cattle? how to do things for themselves Shepherd? This is a hunter, fisherman, farmers, shepherds need the next concern. how allow others to do things for themselves? is called ongoing exploration and efforts, greatly enriched the into the boss's vision, known as the Human Resources (Human Resources). how to motivate employees, make them do things for themselves, form the next Key words: Human Resource Management (Human Resources Managemeng).
this sense, Human resources management is inherently noble. However, the nobility have the time reduced to slavery. Although, from the management of the birth of the day, human resources management as one body contact octopus legs, with parent as a single entity, but more implied. Over the past history, the boss is the leading human resource management. synthesizer in one. However, the advent of historical stage of differentiation, degradation of human resource management body for the octopus tentacles of the most inconspicuous of a small, known as the Personnel Management ( Personnal Management), attached to the administration of the slightly larger tentacles and breathing. This is the fate of the ups and downs of the witness.
lonely. continue to divide stage, human resources management from personnel management transformation, as the pupa of butterflies, through the process of evolution . expand, deepen, and ultimately focus on performance management (Performance Management). This is a regression, just like your mother to child.
an inspiration to us in this circle: human resources management focus is not on human resources and management; the same performance appraisal is not the focus of assessment, and in performance. Performance management is the hunter how to catch more attention to problems and take the rabbit means. to performance, equal to the management of back problems, business problems, business problems .
Therefore, human resource management is in a circle: it from birth, there is nobility of mind; the birth of the son of it, it can your mother to child, back to an ancient source of the problem.
Section dogs stories mm Performance management and incentive ideas about the evolution
In 2002, a popular online story about the dog's motivation, it is classic. I'm from the network Readers share.
Synopsis:
kinds of scenarios, mock hunting, said: to a meal and run, he ran to the lives of the! br> br> , small businesses, always with the problems in the development and change. from the Romance point of view, almost always through the process from simple to complex. has never been a time when companies in just the birth of incentive programs to implement complex . It is like a man, just born, thinking is very simple, slowly as experience increases, it becomes complicated.
management significance of this story can help us simplify the analysis of all business issues. story in this network, there are four key words: the boss (Hunter), business (hunting rabbits), employees (dogs), means (the bones and meat). For the story of human resources management generally are able to escape the reality of this model range. really interesting.
IV Shang Yang mm Performance Management can help organizations change
Bacon said that history can make wise read. can often explain a lot of historical events in the history of reality. Let us From the ancient Chinese story of a historical look at the role of performance management.
Qin Shang Yang is one of the prime minister, like the role of the current Premier. His story is legendary and management significance. According to legend, the King of Qin to help him achieve political reform, moving a lot of brains to carry out the national mobilization. Unfortunately, people accustomed to the previous living habits, not too willing to participate in innovative projects raised by Shang Yang, the overall enthusiasm is not very high, people watching and waiting mostly psychological. This makes Qin reform has been deadlocked state. For this reason, many advisers convened Shang Yang, team work, and finally came up with a way.
One morning, Shang Yang posted at the gate sent a reward notice to the effect that, Who put the gates of a wood, from the east to move west, give gold twelve. Flanagan wood to put under the gate.
twelve gold was not a pen in a small number. buy do not look for real estate is estimated that the mortgage banks, but enough to marry a wife of the. Many people are curious, especially some young eager young man is. but we are hesitant, on the whole is more of discussion, really motivated into action The no. No one can really believe that official cash held the money, after all, this thing is too easy, but it has never been honored over the past official year when the campaign's commitment to the common people. quarter of a promise is more important than extremely heavy cloth, after all, only a The Legend of idealism.
under the so-called generous rewards, there must be brave husband. It is a testament to another old saying, man-made financial death, dead birds for food. not stand the interests of drivers, and finally a young man named Yong, In order to change the fate of poor family, to come forward, Chunghwa Cigarette, and the wood from the east moved west.
Shang Yang immediately sent for a notary. and when the difference is called capital of Yamen escorting twelve gold, Chuichuidada, escort to the epigenetic the door. news spread, stir in town, people excitedly spread the news. Many people regret that I did not take action on their own, several people with depressive tendencies induced depression, and later Xuanliangzijin the. Hua Tuo's successor at the time at home report to the court's recommendations for the prevention of depression, but the court did not attach importance to.
However, because of this incident, Shang Yang made the public trust, and make a series of reform measures have had the support of the people. Shang Yang was in the diary said that he aims to do this is to help the court to change.
This is the first case of performance management, reward notice was the first incentive program. Shang Yang was recognized early on that any reform must by changing people's psychology and behavior, especially in old habits in order to achieve results. Shang Yang did not tell other people's point is, how to change a behavior linked to the implementation of pay incentives. It's no wonder people are always selfish majority. < br> V mm fishpond accurate positioning performance management model for the role of human resources management framework
how what works? Similarly, performance management and how it functions?
HR's inevitable that all have to do the psychological geese are swans will do everything possible to refer to a variety of perspectives to illustrate the importance of human resource management. which is often quoted on various occasions bosses saying: . It has many meanings, so it is also very vague. Nowadays, many personnel managers keen to mention of HR and HRM are actually two very different concepts. distinction between the two different concepts will help us accurately understand the human The role of resource management.
Nanjing University Business School Dean Professor Shuming Zhao, mentioned in a book a view point out this truth.
scientific significance is that the causal relationship between variables. variable total There are three: the independent variable, dependent variable, intermediate variable. the independent variable because the dependent variable is a result of the intermediary variable conditions. Human Resources (HR) is the independent variable, organizational performance (PM) is the dependent variable, human resource management ( HRM) is the intermediate variable. Conclusion: Human resource management is human resources and organizational performance in an intermediate variable, is the condition.
Comments:
have psychological or statistical background the reader should be very familiar with this model. hold everything The personnel manager of human resources management will put the location of the argument, do everything possible to be linked with organizational performance, to exaggerate the role of human resources management only. Held incompetence of the personnel managers tend to ignore the mediator is able to detect human resources management and organizational performance. I want to fish through a metaphor about the interpretation:
Synopsis:
this story also took place in Zhoushan Islands. there is a fishing boss fishing in recent years, more and more difficult because not The new line of business is not engaged in fish farming. He passed between the mayor, the town contracted another reservoir fish.
reservoir is actually a fish social hierarchy. Different fish live in different levels of water, For example, silver carp, bighead carp living in the top, grass carp, carp living in the middle, such as loach live in the bottom.
the number of fish, types and characteristics determine the size of resources, which produce the fish year-end that have a significant impact. We refer to these defined variables (fish Resources), including three factors: fish size, structure, personality.
fish is defined as the dependent variable output end of the year (fish performance).
but different years, the fish harvest will be very different. What kind of conditions can make the fish more long, listed faster, more fresh taste? For example, the right feed, the water's oxygen content, blackfish into fierce intense exercise for other fish. We call these conditions are defined as mediating variables.
Conclusion:
human resources management as oxygen, the key is to environment conducive to fish growth, and ultimately create benefits fish.
how human resources management work exactly the answer, also helps to explain how performance management works. They are the intermediate variables, in theory, is the condition. Model VI mm
learn from the perspective of understanding the value chain for Performance Management Performance Management
we have from the perspective of the overall business to understand it. this point is the value chain.
let us come to Buddhism some analogies.
why Buddhism developed in China is so? In fact, some do not string together a coherent part, we will find that Buddhism has achieved a value chain operations. whether it is intentional or not.
Tang Seng pilgrimage The first part of the story provides a clue: learn. However, the Indian language of Sanskrit Buddhist scriptures, Buddhist monks and ordinary people in China do not understand, you need the second part: Translating. translated by being around the temples and monks spread of religious people to form the third part: the Scriptures. read in scripture is a product, or Ching Ming in the ancestral temple, or do Qubing misfortunes usually sold by the Party B, a process called the first four areas: to sell by the. The fifth part is called preaching, because not everyone understands the true meaning of scripture contains, so that the young monk chanting, Youkouwuxin. The high technical content of work, usually held by the monks in order. which When we increase the link called: Tripitaka.
available from the Porter value chain model point of view, learn like procurement, translation is like R & D, chanting like production, sales by like sales, preaching like the service. The Scriptures like warehousing. This is what I think a discovery. more interesting.
my other observation is that the process of chanting is the process of performance appraisal. This is what I observed an old woman chanting think of the countryside. say to everyone Listen.
The distinction according to There are several levels of difficulty. The simplest is to Ami Tuo Buddhist scriptures. this after only one sentence, that is, Namo Ami Tuo Buddha. memory, the worst and most obscure old woman stuttering generally After reading this selection. the difficulty is called the Heart Sutra by slightly higher, than the most familiar Well, the old woman stuttering or more clearly a strong interest in Buddhism will choose to read it through. hard to point, called the Diamond Sutra. probably more than 1,000 characters, many illiterate old woman did not back down, so not qualified for this job can only hold a candle, Yangtianchangtan. of course, more difficult, and I no longer listed.
each person has a string of prayer beads chanting. prayer beads is the counter, that is performance evaluation tool. you go to observe the old Mrs. chanting site, you will find them again after each finished, it will toggle a prayer beads. When the call after a full string of prayer beads (eg, 12), they will affix a mark in this verse (like the appraisal forms and signature confirmation), said the completion of qualifying production 1. The difficulty of the fast read Scripture, prayer beads are allocated quickly, Scripture seal is also fast, also many daily production.
but the Buddha is very fair. performance is linked with the pay. the difficulty is low, although production of more, but the selling price is also low. generally the higher the pay, or the difficulty of texts produced will be more. This is karma.
interesting phenomenon is that the Scriptures also includes salaries thoughts. like a piece-rate wages, more work, but the single standard of pay increase as the difficulty of chanting.
so strong incense around the temple and the activities of folk Buddhism development is justified. can be said that performance management is everywhere, as long as you use the performance management vision to search.
mm section VII, similar to other methods of performance management is not called martial arts people usually
guilty of a common problem, is that the martial arts world, only the gate of the camp is genuine, and should dominate the political arena, the other should be attributed to heresy and the like. do HR is no exception. The truth is, before the birth of the performance management, has long existed a lot of effort and performance management have the same approach, but also in the continuous development.
The first method is to update the machine. the production line replacement, usually bring efficiency doubled.
The second approach is statistical control. on average, maximum, minimum, difference between two sets of data ...