the
assessment was, to the enterprise consulting and more. Here we must first clear
assessment is a continuity of work, not just to the year-end before considering
the assessment of specific policies, by determined the inflation at the
beginning of the year according to the enterprise's overall target plan, that
is, we must first have a clear plan of performance,
UGG
Bailey Button Triplet, from the company to the department to each post must
have approved performance goals, assessment work can be effectively carried out
by the premise and basis. In other words, the company at the beginning of the
first to develop a rules of the game, the employees in the established
objectives and requirements down to carry out work throughout the year ,
year-end appraisal is actually the beginning of the target completion of the
check and evaluation, according to the results of the appraisal synchronization
to consider next year's assessment and incentive policies.
Hrm: you talk
about how the specific year-end appraisal policy developed?
horse:
,
performance appraisal is different from the general assessment of the work, we
advocate the performance and incentive-oriented, performance results, the
results of the work and enterprise development requirements oriented to develop
the assessment methods, specific Balanced Scorecard critical success factor
analysis, Management by objectives, and other tools to create a performance
appraisal system, but no matter what kind of tools should departure from the
company's strategic objectives and direction of specific goal-setting is a down
to every level process, first of all the company's overall objectives to fall on
the executive level, including general manager and deputy general manager,
according to a different division of labor to break down key performance
indicators; each of the leaders in charge of further decomposition to the
subordinate departments; department heads and then refined according to the
internal job division and assessment content positions. down to every level will
ensure that each person's work can be with the company's overall objectives in
the same direction. everyone's work for the company's overall goals in the
struggle in a later determine the level of assessment indicators is to clear
approach to the evaluation of each indicator, the indicator itself requires
several conditions can be measurable, acquisition, statistics, control and
evaluation. selection as far as possible quantitative indicators, even if it is
subjective indicators should also take into account as far as possible the
subjective quantified in terms of the statistical system, management techniques,
to ensure that the index data can be figured out. For example, before we give a
property company clients to develop key indicators of system, our consultants
and company executives believe that the energy reduction rate should be used as
an important indicators included in the assessment of the project department,
but the weak foundation of the company management, energy consumption can not
measurement and statistics, that the results of this indicator is difficult to
draw, you can not play an incentive role of the assessment, this indicator can
only be discarded Another set of indicators in the assessment of objects in
terms of reference controlled, for example, sales revenue is a global index, to
a common management, and his work will not directly related to this is not
controllable. last The indicators can be evaluated to ensure that each indicator
should have an evaluation method for elements that require subjective
evaluation, we should try to set classification, and give a clear definition of
each grade. like Human Resources, Office of Energy indicators are relatively
small, is the evaluation process and the level of service possible to quantify
these go to write a report, for example, this report is good, how to assess, it
is necessary to given the appropriate definition of the different degrees, to
ensure that evaluation eliminate competent influences as far as possible.
the assessment of many companies advocating the 360-degree evaluation. this
way for Chinese enterprises is not fully applicable to .360 degree assessment
West, in China becomes a balance of interests and coordination tools. internal
relations are generally complex, the interests of all aspects of the
relationship should be considered, unlike Western companies so simple. for fear
of a single higher competent evaluation of subordinates is unfair, and then add
a sibling, subordinates and even irrelevant personnel of its evaluation,
ultimately the result must be a level of the average of the reason why many
companies keen to adopt the 360 ??evaluation go staff assessment, essentially
still in its assessment targets set subjectivity, objective and quantitative
indicators, the completion of the performance results are very clear, direct
data available do not need multi-evaluation unless some indicators of ability
and quality evaluations , but most employees understand their competent
leadership, appropriate given his scoring weight set should be higher.
Hrm:
the release of the end of the year award due to the unfair and so cause some
employees have some dissatisfaction with this What do you suggest?
horse:
certainly there will be any kind of evaluation system is not perfect, taking
into account all aspects, after all, the soft-management system. In general, the
performance appraisal system complaint mechanisms, employees can appeal to the
evaluation committee or human resources, but the reason to the full, what is
unreasonable, unfair and not in place, to put forward a reasoned and Performance
Committee wishes to Organization Human Resources re-examination of the indicator
system is reasonable, not only of local audit,
fake uggs, to re-examine the entire
appraisal system if there are problems, not only to give the individual a
compensation, but also in the development of the next annual examination system
when these issues to be considered so as to continuously improve the examination
system.
two year-end summary:
Hrm: What is the year-end summary?
horse: for the end of the year was to summarize it, many companies are
written a report to pay up even if done summarizes did not play its due role, in
fact, the year-end summary is very important, a good summary is a summary and
review of the year work, both achievements and experience, but also includes
questions and also the thinking and preparation work for the following year.
year-end summary and the beginning of the performance goals must be a
combination, sum up the results must be linked to performance appraisal summary
only oriented, we will attach importance to will also work to improve to really
play a role in guiding the year-end summary is divided into several levels, the
company overall, at the departmental level, staff level, the best like a
consulting firm to make a diagnosis as a comprehensive consideration of analysis
of a years of development, summing up experiences, identify problems, a clear
improvement direction.
Hrm: Human Resources HR have to write a summary of
the work of the Human Resources Department to focus on those?
horse:
you
want and the beginning of program-related, provided that the plan must be
strong, such as the recruitment target beginning of the development: how much
hiring, what level of recruitment spend, how much the budget is the same;
training, preparing for what people do training; how to improve the performance
management system , how to award the salary, etc., summing up the work from the
planned date of departure for every task to analyze, which did not finish, which
completed, the finished effect how? not completed or the completion of the bad
reason? Next improvement direction? should be combined with the beginning of the
year and the company's overall requirements to systems thinking, in order to
write a good summary.
Hrm: write year-end summary, how can you write some of
the highlights or color of the place you have any good suggestions? the
horse:
, the color of the place more should not be reflected in the
formal, but real substantive content. do chart data is very good form, but it
must be well-founded, to complete in-depth thinking, in the end what
achievements, what issues, how to improve, so that the leaders convinced the
summary is really a summary of color to write a good conclusion can not be
completely divorced from the reality, there must be good method, such as
seminars, workshops, within the department outside on a particular topic and
discuss each job within the organization departments of Human Resources to be
reality to write a summary report from their work, within the department to be
and discuss and analyze, and then aggregated refined into better human resource
summary.
more importantly, as one of the most important functions of the
company's human resources to get rid of the limitations of the transactional
work, and should strive to play the company's strategic decision-making
partnership role, by summing up the real proposed beneficial to the company's
future development decision-making suggestions, truly promote team building and
growth of the company's human resources is the most important, the value of the
work of such departments can be truly reflected.
Hrm : Some critics say that
the year-end summary is first of all to their own, and only then to the
leadership and others. What is your understanding?
horse:
this is the
year-end summary of the last used where the problem, if the year-end summary
write only look to the leadership would be finished, that is to do sum up the
meaning. We recommend that the year-end summary and assessment, as a means of
year-end appraisal, one of the company executives or department heads, the
year-end summary and year-end report on his work performance assessment linked
to specific operations, the year-end summary of the report on his work as one of
the assessment carried out by means, in the year-end report on his work, the
assessment of those in conjunction with the performance plan make a summary of
the year's work, to accept the assessment and review for the average employee
can not report on his work, collective debriefing will be held within the
department, department heads and their staff and full communication and
exchange, has played the role of feedback and incentives, of course, ultimately
and assessment results to correspond to
therefore, not written summary
written summary. Some companies have each written summary to the leadership, the
leadership looked away with some of the leadership may be via e-mail to be a
feedback or Tan one, then get away, lack of sense of ritual,
UGG Classic
Short Sparkles, and performance goals, and assessment to establish
relations, exchanges and communication, this summary there would be no
incentive, or even contrary will lead to more literary talent rather than the
substance of the people to pay attention.
Hrm: year-end summary and the next
one-year plan?
horse:
concluded and plans are inextricably linked. plan
derived from the summary, summary plan the basis of the arrangements for next
year's work, some continuation of this year, some emphasis to some of the work,
like the work of human resource management is a long-term work is a step-by-step
process, from year to year the purpose of thinking and planning.
Hrm: hr
written summary should pay attention to what you refine HR are some suggestions.
horse:
, first of all not to write the summary of the written summary,
to in-depth thinking, analyzing the pros and cons of good jobs, strengthen the
discussions and seminars, and implement the final should summarize the results,
summarize and plans linked to assessment and incentive linked.
, year-end
benefits
Hrm: the issuance of year-end welfare which form? year-end awards
Anything else?
horse:
the end of the year welfare practice in all types
of enterprises, in addition to year-end awards, as well as festival bonus,
travel, training, housing subsidies and other forms. the end of the year Award
for the best and work performance throughout the year linked to the work of a
reasonable payment to ensure that their incentive. In addition to the end of the
year award, the additional year-end benefits more or GSP, is should enjoy, but
also best not to be treated by the level difference of level or position, like
some companies organize tours when executives go to a good place for the middle
to the general place, some business to arrange medical separate, so the
following employees feel bad.
Hrm: physical examination, and activities in
the form of year-end awards are good, you feel like this br> From the
perspective of the amount of the company early next year would be all welfare
programs should be included in the total remuneration budget which recommended
the treatment from the perspective of corporate culture identity, and give you
an end of the year to encourage and comfort.
Hrm: the significance of the
end of the year benefits the entire welfare programs which.
Ma: That is the
end of the year welfare in the regular salary outside of a form of subsidy
benefits, give us a comfort to encourage a , expanding training, will all sense
of identity, is mainly in this area. In fact, salary is the staff are most
concerned about, which is the welfare significance of the implementation of the
embodiment of this sense of belonging and identity.
Hrm: GSP welfare system
or discriminatory welfare system, what good way to handle this problem?
discriminatory
horse: executives and staff, and easily lead to the
dissatisfaction of the general staff. but can also be categorized view, such as
year-end awards must be based on performance of different different arrange
training everyone needs to accept training can be the difference, it is
acceptable, but for example tourism, travel abroad, as just mentioned, senior,
mid-level domestic scenic spots for this difference in the final staff on the
psychological impact is quite large or as small as possible as class festivals
fees or differential, because it is specified is not dark, that is to say in
public, out surface that is as fair as possible.
Hrm: There is some cases we
understand that, at the end of the year to provide employees with what types of
benefits, ranging should meet the needs of which aspects of the concept of
enterprise should be how much it costs to provide staff with the welfare of the
treatment is no good, how to resolve the situation difficult to reach?
horse:
businesses and employees the information symmetry,
UGG Short
Sparkles, enterprise unilateral implementation of the behavior of welfare
programs, many of which are unilateral, can not say that employees want to give
him, which is the objective reality is inconsistent because the needs of
individuals, only from all common requirements, from the company's stage of
development, geographical environment, industry specific characteristics, to
develop better welfare programs as a human resource managers, must stand in a
relatively high level look at this issue, and welfare programs to develop the
one hand, combined with the status of human resources, such as satisfaction
surveys can be done to see which are the concern, which are not satisfied, team
spirit, cohesion is good in this targeted enact and enterprise development
requires a combination of welfare programs. breweries such as one of the three
cities in Hubei, the annual growth of 30-40%, has become the industry leader,
but the paradox is that human resources can not keep up the pace of development
and requirements. staff main from the local recruitment or train themselves, so
their talents concern is the stability of the stronger, have a long-term
development in the local. From this perspective, they develop a welfare plan,
including to relieve the employees of mortgage interest, and resolve employee
families of placement, etc., similar to these benefits to enterprises now can
not do so for different types, different stages of the enterprise or to vary
differences
Hrm: For some people the end of raise or welfare has increased
the requirements, how to balance this interest, to resolve this potential
crisis.
Ma: Some people will inevitably ask for a raise must be to face.
provided or a request for company pay system is sufficiently robust and perfect,
such as a reasonable salary structure and levels, promotion of the rating
process. if he proposed a raise, have sufficient grounds for departure from the
system finds that it is reasonable, of course, the normal salary increase does
not meet the system requirements, and provide a reasonable explanation of
course, not a raise. Therefore, the assessment of the company's promotion and
salary management system must be standardized, systematic, open and transparent,
each employee should understand and accept,
replica uggs, so that does not appear to
suddenly pay claims if every staff salaries are one-on-one negotiations out
would be in trouble, if the pay system is perfect, it is to use rules, to
determine the system, so salary improvement of standards should and must.
four, next year plans to
Hrm: For next year's plan developed from the
simple to talk about your personal thoughts.
MA:
just talked about, or
to starting from the summary, look at the work which well what there is to be
improved, must first specific analysis based on internal and play based on
changes in the external environment to make judgments, and combined with
external competitors, and come to next year's targets, focus and direction, and
then develop reasonable advance planning and resources with arrangements, the
final plan to be decomposed to guarantee the progress and implementation of each
department. fact plan, summary, assessment, welfare is a complete cycle of a few
things need to in an overall framework for the system to go on thinking and
arrangements.
the
