绩效考评的另一面（The other side of performance appraisal）.docVIP

绩效考评的另一面（The other side of performance appraisal） The other side of performance appraisal The director of human resources of a company very depressed recently, some time ago, according to the sales staff monthly assessment system fuzzy shortcomings, the human resources department led to redesign it, didnt expect the high hopes of the new system implementation after backfire, produced some worrying phenomenon. The traditional approach is determined by the Department of independent sales targets, the end of the month, according to a certain proportion of sales from bonuses to the Department, the Department in charge of distribution. According to the popular view of performance appraisal, this kind of bonus allocation based on the subjective judgment of department head is not enough motivating to employees. In order to promote the sales staffs enthusiasm, the human resources department will sell the personnel sales goal achievement rate and the bonus coefficient hook, has set up the ladder type reward mechanism: Unexpectedly, after the implementation of the policy has appeared in such circumstances as sales target is more challenging, part of the sales staff not only focusing on sales, but will reach a rate of accurate control in the 80%-81% month, to ensure that every month can reach a rate of more than 80%. Even more troubling is the subtle changes in the companys atmosphere after the implementation of the new policy. Before this, although no traction incentive mechanism, but the Department of the sales target, will take the initiative to identify some mission impossible focus on product sales, to set their own goals and its positive atmosphere is very strong. After the implementation of the target performance appraisal, many people began to focus on sales goals, and the company bargain, but lost the previous entrepreneurial spirit, the company atmosphere changes worrying. the other side of the coin The above embarrassing situation is common among many Chinese ente