绩效管理的偏差及管理对策——基于中国移动上海公司绩效管理实践的分析

Possible Deflections in Performance Management and Solutions to Enhance Execution——Analysis based on the performance management practice of China Mobile Shanghai

本文结合中国移动上海公司的绩效管理具体实践,对绩效管理在实际应用中可能存在的误区进行了分析,梳理出绩效管理在流程控制、结果评价、管理内涵及组织保障方面存在的四大类偏差。深入分析绩效管理偏差产生的原因并提出针对性的解决措施,包括通过以平衡记分卡为原理的考核指标体系优化进行科学的绩效细分;以员工绩效考核评定为例,用统计调整处理绩效管理考核结果的统筹平衡;提出基于绩效管理诊断的能力发展方案;阐述了如何健全绩效管理的组织保障,以形成全员参与的绩效文化。作为一种促进企业和员工绩效全面提升的良好工具,通过持续提升绩效管理执行力来优化绩效管理操作、开发绩效管理的应用领域、健全绩效管理体系,从而为促进员工的能力发展与潜能开发、实现卓越绩效提供有力支撑。

This article points out some possible reasons that may lead to misunderstandings when applying performance management.These misunderstandings could cause 4 possible deflections during the process of performance management and we try to find solutions for these situations.A set of improved performance measurement tools based on balanced scorecard could create better key performance indexes.Meanwhile,statistics method can also be used in calculating the evaluation scores.The cross-functional cooperation is also needed to ensure the efficiency and effectiveness of the whole system.Sustained optimization of performance management will be of benefit to employee＇s competency development and performance excellence for both employees and company.