放弃绩效考核管理,采用绩效预览(国外英语资料).doc

放弃绩效考核管理,采用绩效预览 If you dont love your boss at the end of the year will put you into a certain percentage, or you dont love your employees to do such things as the Anderson School of management at University of California at Los Angeles - Samuel Cabot and you are a stranger. He is a professor of human resources and organizational behavior, and recently published a new book called get rid of performance evaluation.! How do companies stop bullying and start managing - focusing on core events?. Last week, we discussed why he thought the performance review was a bad idea. Were going to study his decision this week: performance prediction. BNET: why is performance appraisal better than performance appraisal? Cabot: first of all, performance estimates are not made annually based on the human resources department schedule. Its when we need to discuss what were doing, and what kind of help the staff wants to get from the boss. Through this process, we understand that we are imperfect people. We need to imagine ourselves as professionals who have no need or make mistakes. We need to find the unique genius in the crowd and learn how he or she can succeed even if they dont have any standard measure of pressure. The job of the boss is to make sure that the employees are successful. BNET: what is the main content of performance prediction? Cabot: first, we need to understand each other: our strengths, our preferences, what we need to ensure further learning and mutual help. Two, we need to meet at any time to review the results, as long as the situation at that time really needs to be taken, rather than being carried out annually. Three, the boss succeeds only when his employees are successful. We need to change the structure of power. We dont need to evaluate employees, we need to evaluate the boss / staff team. Four, we create such an environment, we frankly do not need to be punished, and began to communicate truly open. If we dont trust each other, theres no harm in talking..