中/EN
Your current location :HOME >Company News > What is performance appraisal? How to do performance management?

What is performance appraisal? How to do performance management?

TIME:2020-09-30 SOURCE:admin VIEWS:222 times

Case: British Telecom Global Services’ performance management system

BT Global Services has taken several steps to effectively implement a performance management system called “Performance Maximization”. The purpose of this performance management system is to manage and develop employees in a more sustainable way while creating a high-performance culture. British Telecom Global Services is a global communications service company with more than 20,000 employees. After obtaining the support of management, the company’s first step was to conduct a series of communication tasks, including a seminar for senior managers. The purpose of this is to send a clear signal to employees, so as to clarify three questions to them: First, why design a new performance management system? Second, what role should employees play in it? Third, how do these different roles help the company achieve success? Then, in order to ensure the participation of business managers and their investment in this work, the second step taken by British Telecom Global Services is to train these managers to let them understand how important their roles are to the company’s success. At the same time, the training also includes two aspects: first, how managers should work with employees to set effective goals; second, how managers can help employees achieve personal growth by providing feedback and coaching coaching. The company must also review and clarify the roles of employees to ensure that they understand what the organization expects of them and how important their work is to the success of the team, department, and the company as a whole. After that, BT Global Services will continue to monitor the performance management system, collecting various data through employee surveys, face-to-face meetings with business managers, and team meetings. All in all, the example of British Telecom Global Services illustrates how a new performance management system including communication planning, training and continuous monitoring and improvement can be effectively promoted.

1. The connotation of performance

As the logical starting point of performance management, it is important for everyone to have an exact definition and in-depth understanding of the concept of performance. However, people have different understandings of performance in different subject areas, different organizations and different stages of development. The famous management scientist Peter Drucker believes: “All organizations must think about what’performance’ is. This was simple and clear before, but it is no longer the case. The formulation of strategies requires more and more performance redefine.”

The term performance comes from the English word performance, and its general meaning refers to the effect and efficiency of work. Some people also use similar or similar vocabulary such as “performance”, “actual performance” and “performance” to express them, but these concepts are either narrowly used or not fully expressed. The term “performance” can more completely and accurately reflect the connotation of performance, and it is also widely accepted by domestic scholars and managers. Therefore, this book adopts the concept of “performance” and discusses performance management issues on this basis. .

The exploration of the concept of performance originated from the definition of employee performance. Scholars have put forward various views on the connotation of personal performance of employees. In summary, there are three typical views: the first view is that performance is the result; the second view is that performance is behavior; the third view is that Performance is the unity of behavior and results, as shown in the table. “Performance result view” and “performance behavior view” have their limitations. If performance is taken as a result, it will lead to the lack of effective monitoring and correct guidance in the behavior process, which is not conducive to teamwork, organizational coordination and the reasonable allocation of resources. If performance is taken as behavior, it will easily lead to short-sighted behavior of employees, stick to specific work, lack of long-term planning, and ultimately difficult to achieve the expected results. Therefore, neither the “Performance Results View” and the “Performance Behavior View” can fully, completely and accurately describe the connotation of performance. In management practice, performance emphasizes both the process of work and the results of work. That is to say, personal performance includes work behavior and its results. It should consider not only input (behavior) but also output (result). More scholars have proposed that a broader concept should be used to define personal performance, and it is more appropriate to define personal performance as “the unity of behavior and results”.

Different views and divisions on personal performance

To accurately understand the connotation of personal performance also requires understanding the relationship between work attitude, work ability and work results, as shown in the figure. In addition to work results, the behavior of employees in the work process and the attitude of the employees reflected in the behavior are also important content for managers to perform performance evaluation and monitoring. It is particularly important to note that for employees at different levels of the organization, the focus of their personal performance evaluation should also be different. Usually, the performance evaluation content of middle and senior managers is mainly based on work results, while the performance evaluation content of grassroots employees must comprehensively evaluate their work attitude and work results.

The relationship between work attitude, work ability and work results

Based on the views of many scholars, I believe that performance refers to the performance of the organization and the individual’s performance and the completion of work tasks. It is the work behavior and results that the organization expects to be displayed at different levels of the organization in order to achieve its goals. It is An important manifestation of an organization’s mission, core values, vision and strategy. To fully understand the concept of performance, readers need to pay attention to the following aspects.

First, performance must be consistent with the requirements of the organization’s strategy. Performance is an important manifestation of an organization’s mission, core values, vision, and strategy, among which organizational strategy has the most direct impact on performance.

Second, performance is hierarchical. The actors in the organization can be divided into three levels: organization, group (department) and individual according to different levels. Correspondingly, performance can also be divided into three levels: organizational performance, group performance and individual performance, as shown in the figure. Among them, organizational performance has the highest strategic value and is the highest goal of the performance management system. Organizational performance and group performance are achieved through individual performance. Without individual performance, there is no such thing as organizational performance and group performance. Personal performance is the foothold of the performance management system and the foundation and guarantee of organizational performance. Individual performance separated from organizational performance and group performance is meaningless. The value of individual performance can only be reflected through group performance and organizational performance.

Three levels of performance: organizational performance, group performance and individual performance

Third, the final form of performance is work behavior and results. Performance is the unity of work behavior and results. Focusing only on results and ignoring work behaviors can easily lead to the risk of loss of control in the management process. Focusing only on work behaviors and ignoring work results will make performance management meaningless. This characteristic of performance determines that performance management should not only pay attention to process monitoring, but also pay attention to the achievement of final performance goals.

SHARE:

POPULAR RECOMMENDATION