A successful performance management 1-2-3 rule.docVIP

 PAGE \* MERGEFORMAT 14 A successful performance management 1-2-3 rule Performance Management How to achieve results, is troubled by entrepreneurs and professional managers in a major challenge. We spent more than two years, to more than 5,000 professional managers (80% of human resources officers, 20% of the other management staff) to do an open-ended survey results show that the most troubled by their management problems, The first three are: first, the performance evaluation; second, to develop incentive pay programs; Third, the department manager is not due diligence, they fail to do performance management, do not focus on human resources management. As we do another one of hundreds of employers for the survey shows that the biggest problem the boss, first, the lack of employee loyalty. Second, how fat salaries and bonuses in order to play the greatest incentive? Third, how to evaluate employee performance / contribution degree? Both polls have shown that performance management is very difficult. I think that any person who did this are profound understanding. Well, is not no way out? Or, what can be done to make performance management be successful? Summing up years of the enterprise management consulting and training to do counseling experience, we summarize ‘successful performance management, 1-2-3 rule’, to share with readers here. The so-called ‘successful performance management of the 1-2-3 rule’, that is, a core, two premises, the three key. Separately below: A core: refers to the core indicators of performance evaluation. Throughout the performance management process, almost all of the work is carried out around the evaluation indicators. Therefore, indicators of performance evaluation is a core. In the enterprise, performance management, is a very basic work, the purpose is to bring you live to do a good, or better than the original. Some companies have done a performance management program, the program has done a perfect special special ad