绩效数据收集困难的原因及对策之一（Reasons and Countermeasures of difficulty in collecting performance data）.docVIP

绩效数据收集困难的原因及对策之一（Reasons and Countermeasures of difficulty in collecting performance data） After the performance management system test run, A human resources department began to collect the performance evaluation data of all departments in two months. The HR Manager suddenly noticed that several data were not available from the product department. She immediately found the product manager and asked her about the KPI data collection. Product manager feedback to her, data can not be promptly submitted responsibility in the operations department. The human resources manager has also found the operations manager. I dont want to pay, said the operations manager. Its not the financial department that gives me the data. I cant do it.! The HR manager was pushed to the finance department again, and when the manager of the finance department saw the human resources manager, she immediately complained to her, the amount of data collection in our department is too heavy.! I still have a lot of data collection, how can I do? They dont give me the raw data, and I cant get the final data. The HR manager went back in a circle and found that the problem was not solved at all, but he became even more confused. She called the performance management officer and asked her about the process of performance appraisal, and the performance management officer was dazed. The evaluation results can not come out, accounting and wages have not paid on time, next target is not the basis of a lot of things, let the human resources manager at her, playing drums in the heart, and even began to doubt whether the performance management system can continue to operate. This situation has occurred more or less in many companies, especially in the initial performance management systems. Where is the crux of the problem? We can usually analyze it from three levels: organization, process and staff. 1, from the organization level: level of A company strategy and goals are very clear, the introduction of perf