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How to design performance appraisal system and cost control
There are five classification methods for performance index system:

First of all, according to the content classification:

1. Organizational performance indicators

2. Department function indicators

3. Work responsibility indicators

Second, according to the evaluation time classification

1. Annual assessment indicators

2. Daily assessment indicators (quarterly assessment indicators, monthly assessment indicators, weekly/daily assessment indicators)

III. Classification by indicator type

1. Message management

2. Cost management

3. Workload management

4. Safety management

5. Time management

6. Satisfaction management

Fourthly, according to the concept of balanced scorecard.

1. Backward indicators focusing on results

A) finance

B) customer category

2. Process-oriented leading indicators

A) operation category

B) learning and growth courses

Five, according to the needs of human resource management classification

1. Front-end postal ethnic index database

2. Back-end postal racial index database

3. Control Station Race Index Database

4.R&D Post Race Index Database

The design methods of enterprise/organization key performance appraisal indicators (KPI) include brainstorming, balanced scorecard, three-point method, Drucker's five-point method, strategic goal decomposition method and so on.

Each method is analyzed and explained below.

BSC method

Balanced Scorecard is the starting point of constructing enterprise index system.

Definition: Balanced Scorecard becomes a tool for strategy implementation, which puts the company's strategic objectives into the operation action plan, and then sets performance appraisal indicators and target completion values.

Dimension: the viewpoint or lens of observing the organization and analyzing the strategy, which mainly includes four aspects: finance, customers, internal operation and learning and growth.

Features: The balanced scorecard system emphasizes the coordination and balance between different performance areas; Excellent performance in a particular field often cannot make up for poor performance in other fields.

trichotomy

This paper analyzes the key success factors of an organization with the idea of trichotomy (growth strategy, operational efficiency and organizational structure).

Growth strategy:

Achieve the growth of core business with profit as the goal (impact on key performance appraisal system: set profit target as the performance index enjoyed by middle and senior managers).

Seize business growth opportunities (impact on key performance appraisal system: measure performance indicators such as new product sales, new product promotion process and corresponding distribution channels)

Strengthen channel development (impact on key performance appraisal system: set participation channels as performance indicators of sales company managers)

operating efficiency

Optimize media mix (impact on key performance appraisal system: take media effect and brand strength as key performance indicators of marketing department)

Systematic distribution management (impact on key performance evaluation system: measuring store furnishings and dealer management of sales companies)

Improve the effectiveness of sales promotion (impact on key performance appraisal system: measure the effectiveness of sales promotion by marketing department and sales department and the quality of sales promotion budget formulated by marketing department)

Improve the planning ability and technical ability of all links in the supply chain (impact on key performance appraisal system: link the specific targets of performance indicators with supply chain planning)

Improve efficiency and cost management in the supply chain (impact on key performance evaluation system: performance evaluation indicators cover all activities in the supply chain)

organization structure

Strengthen the structural optimization of functional departments of the whole system (impact on key performance appraisal system: middle and senior management share the responsibility of cost control)

Drucker's Five-Point Method —— Five Test Indicators of Organizational Performance

1. Market position and its changing trend

-Position in the market, rising or falling, direction of market improvement, market situation of related substitutes, etc.

2. Organizational innovation

-the market effect of innovative products (whether innovative products are ensuring and promoting the company's market position), the innovation cycle of products or services (from the beginning of research to the period when they are put into the market as successful products or services), whether the success rate of innovative products is improving or deteriorating, etc.

3. Productivity

-All factors (capital/raw materials/labor) put into production: the balance of output minus the value of purchased parts or services, and at the same time, it is necessary to carefully analyze whether the productivity of each factor is steadily improving.

4. Liquidity and cash flow

-when increasing profit income by expanding sales, if liquidity or cash flow weakens, it means that enterprises have "bought" the market instead of "buying", which is very dangerous.

5. profitability

-the production capacity of the resources that the enterprise generates profits, that is, the company's ability to earn profits. Capital composition, profit fluctuation of new investment, quality and composition of profit.

Strategic goal decomposition method

Performance indicator decomposition process: performance indicators are decomposed into employees in various positions according to the principle of top-down and starting from organizational goals. Steps are as follows

Step 1: Transform the organizational strategic objectives into organizational performance appraisal indicators.

Step 2: decompose the organizational performance appraisal indicators into various departments.

Step 3: Break down the department performance appraisal indicators into posts.

Step 4: Break down the annual performance appraisal indicators into daily ones.

The core idea of exponential decomposition

Past (process analysis system technology) is the first method for enterprises to establish performance evaluation index system. On the basis of defining the focus areas of KPI indicators, according to the business process and departmental support of the enterprise, the index elements are decomposed and transmitted layer by layer, so as to convey and implement the strategic objectives and performance indicators of the enterprise to every employee in each position and organically combine the whole company.

Fast (Functional Analysis System Technology) is the second method for enterprises to construct performance appraisal index system. Starting with combing the organizational structure and post system of enterprises, the post responsibilities are described in a modular and professional way, and then the annual and daily performance appraisal indicators are designed in combination with the actual performance goals, and a complete performance appraisal index system is established.

I hope the above answers can effectively solve your problems, and welcome to have more in-depth exchanges with you in performance management.