Trend 1: performance management has become the core theme of enterprise management. In the figure, Mr. Zheng enthusiastically shares his successful experience accumulated in Japanese enterprises for many years.
Of course, it is based on the actual situation of Dongguan Xusheng hardware and plastic products Co., Ltd. and his experience! As the saying goes, "people manage people and annoy people", the company vigorously promotes employees with a positive and enterprising learning and work attitude while ensuring basic security. Employees need to provide their own work skills and give full play to their strengths, so as to bring greater benefits to themselves and the company! We should regard the post responsibility as our own career, work hard, take the initiative and complete the responsibility more efficiently! The era of extensive growth of China's economic growth has passed, and the market competition will become more and more fierce in the future. Only enterprises with "hard internal strength" core competitiveness can stand out in the market. On the other hand, a large number of enterprises generally have the problems of difficult internal employee management and insufficient motivation. More and more enterprises pay attention to performance management as an important tool to standardize internal management, stimulate employees' motivation and drive business development.
Trend 2: performance management embodies humanism
I believe that many on-the-job employees work for work, for a salary and a guarantee, as long as they complete their work. In fact, this is not completely wrong, because they said to do these things when they came to the interview, and these salaries, so this situation can be caused. No one is too little money, so the company's adoption of the incentive system will not be tolerated. It has stimulated the enthusiasm and initiative of employees and can complete the work more efficiently. Fundamentally speaking, the traditional performance management system is an incentive system centered on material incentive, which has played a positive role in the early management stage, but with the advent of the era of modern management, The gradual deepening of humanistic management concept has begun to show some defects, such as overestimating the role of compensation, ignoring performance feedback and so on. Dongguan Xusheng hardware and plastic products Co., Ltd. attaches importance to the construction of employee self incentive mechanism and spiritual incentive in humanistic performance management. Through the implementation of humanistic performance management, the enterprise realizes effective incentive and utilization of talents, effectively connects the enterprise and employees, and continuously promotes the realization of organizational objectives.
Trend 3: combination of performance management and long-term incentive
We need to establish a reasonable benefit distribution mechanism, and pay attention to protecting and developing the work enthusiasm of marketing personnel. In any enterprise, the salary system, performance appraisal system and promotion system are the three treasures of human resource management. They are closely related to the income of each employee. A set of scientific and systematic training plan is also one of the benefits provided by the enterprise. If you can make employees feel that working in this enterprise can obtain lifelong employability, display and improve their abilities as comprehensively as possible, and obtain reasonable benefits corresponding to their efforts, is it still worth pursuing some immediate interests? The so-called high salary is the truth. In modern enterprises, "salary = cash income + various benefits + training plans + promotion opportunities + social status" and so on. It is by relying on these systems and reasonable blood transfusion and exchange that enterprises can retain and retain talents and maintain sustainable vitality and motivation.
Performance management can solve the problem of standardizing management and effectively guiding employees' behavior in the short term, but it is also difficult to continuously and effectively motivate internal employees, especially the core employees of the enterprise. The long-term incentive can effectively make up for the short board of the performance management system. The effective combination of performance management and long-term incentive can realize the consideration of short-term behavior and long-term interests, and can also play the role of core talent retention.
