performance organization

generally speaking, there are three ways for performance organizations to evaluate employees, as shown in the figure.

(1) direct supervisor assessment

The employee's direct supervisor will have a comprehensive understanding of the employee's daily work performance, so the direct supervisor is usually the best appraiser. They will provide all kinds of information about employees' job performance, job shortcomings and potential, and can evaluate employees' personal job performance from the perspective of organizational goals.

In most catering enterprises, employees' direct supervisors are responsible for their salary promotion and promotion. If employees are assessed by direct supervisors, their performance and rewards can be combined. The main disadvantage of direct supervisors as appraisers is that their personal prejudice, contradictions with employees or personal friendship will affect the objectivity and impartiality of job performance evaluation.

(II) Employee Self-assessment

When organizing employees to conduct self-performance evaluation, we should pay attention to the following four points.

(1) Encourage employees to evaluate themselves correctly, and tell employees that the evaluation results should be compared with other evaluation results.

(2) Employees are evaluated according to a relative standard (such as below average, average and above average), instead of being evaluated according to some absolute standards (such as excellent, good and poor).

(3) give performance feedback to employees.

(4) Keep the evaluation results confidential until the deviation of the self-evaluation results is corrected.

(3) Peer assessment

In the work of group projects, the employee's contribution, communication ability, reliability and initiative are usually evaluated by his colleagues. Because of the close working relationship and frequent daily contact between colleagues and the employee, they may make an accurate evaluation of the employee's work performance, which can supplement the supervisor's assessment and help eliminate prejudice. However, if the reward for employees is competitive and based on the evaluation of colleagues, it will cause conflicts of interest among employees, which will affect the effectiveness of the assessment.

Management by Objectives

Management by Objectives (MBO) is rapidly popularized in enterprises all over the world because of its effectiveness in organizational performance management. This concept pays special attention to the use of employees' contribution to the enterprise, stimulates employees' self-management consciousness with goals, stimulates employees' consciousness of action, and gives full play to their wisdom and creativity.

(1) Requirements for management by objectives

(1) Let employees participate in the formulation of work objectives and clarify responsibilities, rights and benefits.

(2) In the process of target implementation, fully trust employees, make appropriate authorization, let employees implement "self-control", and strive to complete the work target.

(3) Assess subordinates by objectives, evaluate achievements, reward them, stimulate employees' enthusiasm, and ensure the realization of the overall goal of the enterprise.

(2) content of target management

(1) target characteristics. For individuals, setting specific goals will improve job performance and improve the efficiency of individual and organizational activities.

(2) target difficulty and acceptability. Generally, the harder the goal is to achieve, the higher the expected level of job performance, but if the goal exceeds the acceptable level, the effect of the goal will be reduced.

(3) feedback. If the feedback mechanism is established at the same time as the goal, the work performance can be further improved.

(V) Management by objectives program

Generally speaking, enterprises should implement management by objectives according to the following procedures.

1. before setting goals at the top

, the top executives must be clear about the corporate purpose, mission and more important goals they want to grasp in the future.

when setting targets, the supervisors of all departments should also establish standards to measure the completion of the targets, but they must be assessable targets, such as timely maintenance rate, percentage, cost standard, complaint return visit rate and so on.

2. clarify the role of the organization

in the process of achieving the goal, the relationship between the expected results and responsibilities is often ignored, which should be noted. For example, in setting the goal of putting a new product into production, the directors of research, sales and production departments must carefully coordinate their work.

3. Subordinate goal setting

After the relevant general goals, strategies and plans are communicated to the subordinate supervisors, the superior managers can start working with them to set their goals.

The role of superior managers is extremely important here. They should ask their subordinates the following questions: What contribution can they make? How can I improve my work? What are the obstacles? What prevents you from achieving a higher level of performance? By doing so, many problems that hinder performance can be solved, and many constructive opinions can be absorbed from the knowledge and experience of subordinates.

goal setting is not only a continuous process, but also an interactive process. It may be difficult to set goals from the top and then assign them to their subordinates.

(VI) Implementation of management by objectives

The management by objectives method links the assessment with the strategic planning and training programs of enterprises, and evaluates the performance of employees according to their work objectives, which makes the performance assessment free from human factors and quantifiable, thus obviously reducing the subjectivity in the evaluation. It is not only applicable to front-line departments but also to second-line departments. Generally, the following steps can be followed when implementing the management by objectives method.

looking for the target

take the personnel administration department of a catering enterprise as an example, and specifically understand the operation steps of each link of the performance appraisal method, as shown in the figure.

2. Clarify the requirements of the goal

When setting the goal, let employees participate, which is conducive to the realization of the goal. Even if the work objectives are not fully realized, employees will not shift the responsibility to their superiors. On the contrary, employees will be able to deeply reflect on their mistakes in their work. The person who realizes the goal is also the person who sets the goal, that is, the superior and the subordinate work together to set the work goal.

3. Check whether the target has been achieved

When the subordinates complete the annual work target or exceed the work target, the performance appraisal will be easier, but when the subordinates fail to complete the work target, they should be cautious in their performance appraisal. Human resource managers should pay attention to distinguish whether it is caused by objective reasons or insufficient working ability.