Quantify the functional objectives of 4321 Act.docVIP

 PAGE \* MERGEFORMAT 10 Quantify the functional objectives of 4321 Act Performance management is the focus of human resources, performance management and the target is the top priority, while the functional departments of the goal is management by objectives to quantify the difficulty. Many businesses examination stagnated, stuck, a large part of the reason is that there is no well-designed objective functions. How to design a quantifiable, measurable functions of the sectoral objectives, and many human resource managers has been the tireless pursuit. Here, by quantifying the functional departments of the 4321 law targets will make functions easier to quantify the goal. 4:4 a yardstick: quantity, quality, cost, time, Design objectives, the evaluation objective must be to have standards, measure, measure There are four main types: quantity, quality, cost and time. Functional goal could also be measured from the four dimensions. We can further tap the four dimensions of meaning, thus mapping out a variety of assessment scales. The number of class criteria: yield, frequency, frequency, sales, profitability, customer retention, etc.; Quality class standards: accuracy, satisfaction, pass rates, compliance rates, innovation, complaint rates; Cost Category criteria: cost-savings rate, investment rate of return, depreciation rates, cost control rate, etc.; Time Class Standard: period, the number of days, timeliness, introduce new product cycle and service hours. Pairs of quantitative targets, we can more quantity, measured in terms of cost, such as the number of recruiters, inspection frequency. For the qualitative objectives, from the quality point of view of time there will be more, such as personnel functions of the department satisfied with the services, you can have complained about rates, service timeliness to represent; document drafted by the rate of good or bad can be used to indicate the , the file is a single-pass or be passed several times and so on