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Recommendation sequence and sequence of salary design and performance appraisal
The main factors affecting performance are employee skills, external environment, internal conditions and incentive effect. Among the four factors that affect performance, only the incentive effect is the most active and energetic factor. Performance management is to stimulate people's initiative and enthusiasm through appropriate incentive mechanism, strive for the improvement of internal conditions, enhance the skill level, and thus enhance the performance of individuals and organizations.

Encouraging people to do things is a very complicated management activity. First of all, motivating people to do things involves the full interaction between managers and managed people, which requires managers to fully understand and grasp the needs of managed people and take appropriate incentive measures to motivate them to achieve their goals. In this process, the personality characteristics of the managed are very important factors. It is precisely because of the great differences between eastern and western cultures and national personality characteristics that "motivating people to do things" should be flexible and adaptable. In the practice of performance management, factors such as economy, society, historical development stage and national personality characteristics must be fully considered. Only in this way can we really motivate employees to improve their enthusiasm and promote enterprise performance. Secondly, in the process of "motivating people to do things", we cannot ignore the necessary supervision and control. It is not feasible to pin the fate of enterprises on human self-discipline, and it is necessary to balance incentive and restraint control.

Shui Mu Zhixing Performance Management Consulting Company specializes in performance management consulting and training. Accumulated a lot of performance management models, tools and methods that are more suitable for China's development stage and Oriental personality characteristics.

The main feature of this series is the combination of theory and practice. On the one hand, the model, tools and methods of salary performance are the combination of western classical management theory, oriental personality characteristics and social development stages; On the other hand, this book not only systematically introduces relevant tools, models and methods, but also cites a large number of practical cases, which greatly increases the practicality.

I wish Shui Mu Zhixing greater development, and sincerely wish this series of books can provide effective and practical performance management solutions for middle and senior managers and human resources workers.

Professor and doctoral supervisor of Tsinghua University Institute of Economics and Management.

Jin's performance appraisal has always been regarded as a difficult problem that puzzles the development of enterprises. A scientific and reasonable salary system is particularly important for the long-term development of enterprises, and salary design and performance appraisal, like brothers, have always been complementary, mutually restrictive and mutually promoting. Therefore, the publication of this book will certainly provide strong guidance and support for the salary design and performance appraisal of enterprises and institutions at all levels in China, and will certainly push the management level of enterprises to a new level.

This book is the third monograph of "Shui Mu Knowing and Doing Performance Management Practice Series". Since its publication, the first two monographs, Design and Implementation of Salary Management Scheme and Design and Implementation of Performance Management Scheme, have been well received by readers. The explanation of salary management and performance management is widely quoted by Baidu Encyclopedia, Baidu Know and MBA Think Tank Encyclopedia. Shui Mu Zhixing 3PM salary system and TP performance system have been widely used by many enterprises. Now, salary design and performance appraisal are related.

One of the characteristics of this book is the combination of theory and practice. On the one hand, the model, tools and methods of human resources are the combination of western classical management theory, oriental personality characteristics and social development stages; On the other hand, this series not only systematically introduces relevant tools, models and methods, but also cites a large number of practical cases, which greatly increases the practicality.

The second feature of this book is conciseness, detail, appropriateness and lively layout, which is conducive to reading experience and avoids boredom; Expert tips and management cases are highly targeted and enlightening.

This book has a chapter *** 12, the first six chapters are about salary design, and the seventh chapter-12 is about performance appraisal.

The three core issues of salary management system design are internal consistency and salary structure, external competitiveness and salary level, employee maturity and salary composition. The first six chapters of this book elaborate on these aspects and provide solutions.

Two core issues in the design of performance management system: first, performance appraisal should be fair and just, and performance management can really improve the performance of individuals, departments and organizations; Second, performance appraisal can be effectively promoted, and performance management can enable enterprises to achieve strategic goals. Chapter 7 of this book-1 1 expounds these aspects and provides solutions. Chapter 12 is the actual case data of various enterprises and functional fields.

Shui Mu Zhixing Performance Management Practice Series is the experience summary and ideological crystallization of Shui Mu Zhixing Management Consulting Company's performance management practice for many years, which embodies the wisdom of Shui Mu Zhixing and provides a systematic solution for solving the difficult problems of enterprise performance management.

The author has been engaged in salary performance management consulting and training activities for many years, and has more than 100 successful cases of salary performance management in various enterprises.

Thirdly, it is suggested that the concept and tools of performance management should be combined with the personality characteristics of orientals and the stages of social development; The performance management method should match the company's development strategy and the management style of the company's decision-making leaders.

Thanks to Shui Mu Zhixing's new and old customers, Shui Mu Zhixing's employees, Shui Mu Zhixing's partners and readers, your's support and encouragement contributed to the publication of this book, and I hereby recommend this book to colleagues in performance management!

Finally, I would like to remind you that Shui Mu hr36 1 specializes in hr sharing and career growth, and the latest knowledge, experience, tools and cases of compensation performance management of Shui Mu Zhixing are presented in Shui Mu hr36 1. At the same time, the latest and most comprehensive hr recruitment information will be released in time, so please pay attention.