Motorola's performance management
Wed Jul 23 20:28:35 2003
About management and performance management, Motorola has a point of view, is enterprise = product service, enterprise management = human resource management, human resources management = performance management, visible, performance management is how important the status of Motorola is. It is because of the attention of attention, performance management is good, because of the accurate positioning, Motorola's performance will become better and better, and employees will become more and more powerful, and the development of the company will become more and more hope.
Motorola has risen performance management to the level of strategic management, and gives a high degree of attention, which gives us a role model, and establish a model of learning. The development of the company is to go out, introduce, and constantly learn advanced management experience and apply it to the enterprise. Enterprises will be prosperous, and employees will work hard to work hard.
The definition of Motorola gives performance management is:
Performance management is a continuous communication process, and employees and supervisors have been consistent with the following issues in the form of partners in this process:
1. Work should be completed;
2. How do employees do to achieve contributions to the goal of the organization;
3. How to describe how to use the specific content;
4. How to work together to help employees improve performance in their work together to help employees;
5. How to measure performance;
6. Determine obstacles affecting performance and overcome them;
It can be seen from this unconfil that can be seen that performance management is in Motorola, and performance management is concerned about the improvement of employee performance, and the improvement of employee performance is the implementation of organizational goals, which will employ employees and enterprises. The development is tied together, and the status of performance management is also upgraded to the strategy level, and the strategic management, strategically develop performance management, and performs strategies.
In addition, the definition has also emphasized the relationship between employees and supervisors, which is not only the change of concept, but a deeper concept innovation, giving employees, more independent and democracy, is also liberated. The thinking of the manager. With the in-depth of this concept, employee and supervisor's relationship will be more harmonious, there will be more mutual assistance, complementarity, joint progress, which is also the work and completion of performance management to do. task.
At the same time, the definition also emphasizes the specific operability, the description of the work content is to be specifically, the standard measured standard, affecting the obstacle to performance, only specific things, there is a resolution operation, therefore, two words The included and its profound connotation.
Communication is also a particularly emphasized word, no communication performance management cannot be imagined, no communication management can not give us hope, so emphasize communication, implementation of communication is especially important in performance management. These are some inspirations to us by Motorola, which we must learn and take place.
In addition to the definition, Motorola further emphasizes performance management to be a system, using the system's views to look at performance management, put performance management in the system, so that their components are integrated with each other, and work together in their own independent ways to complete established The goal.
Motorola believes that performance management is:
1. Part of a company's overall human resources strategy;
2. Evaluate a way of personal performance;
3. Focus on improving a process of improving employee personal integrated skills;
4. A tool that personal performance is associated with the company's tasks with the goal.
Motorola believes that performance management has the following five components:
I. Performance Plan
In this section, the supervisor and the employee have been consistent with the following issues:
1. What should employees do?
2. How should you do? 3. Why do you want to do this?
4. When do you want to do this?
5. Other related questions: environment, capabilities, career future, training, etc.
In this process, the supervisors and employees fully communicate with the above problems, and finally form a signature record, which is the performance goal of employees. It is the basis for the basis of the entire performance management cycle, and its effect is very important. It takes spending. The necessary time and energy are completed, in Motorola for a quarter, Motorola's first calendar quarter is the performance goal.
Motorola's performance goals consist of two parts:
Part of the business goals; part is a Behavior Standard; these two parts have formed the performance goals of employees, two parts complement each other, complement each other, and jointly improve the performance of employees and the performance of organizational performance. Target implementation service.
Second, continuous performance communication
Communication should run through the entire process of performance management, not only the year-end assessment, only two communication is far less, and it is also against the principle of performance management. Therefore, Motorola emphasizes the all-year communication and all-channel communication. This advertising word in Motorola mobile phone is also reflected: communication has no limit.
It mainly includes the following aspects:
1. Communication is a two-way process with the aim of tracking the progress of performance, determining obstacles, providing the required information for both parties;
2. Prevent problems or solve problems in time (forward-looking);
3. Regular or non-regular, formal or informal, a special conversation on a certain issue;
In this process, it is necessary to form the necessary text records, and if necessary, the competent and employees are signed and approved;
Third, the collection, observation and record of facts
Prepare for the year-end assessment, the supervisor needs to pay factories, pay attention to observe and record the necessary information in usual attention. Includes two points:
1. Collect information related to performance;
2. Remove good and bad behaviors;
Collecting information should be comprehensive, good to record, and to form a written document, it is necessary to sign a recognition with the employee.
The above two processes are generally completed in the second and third quarters.
In the fourth quarter, it also entered the pendant stage of performance management, and it was time to test a year of performance.
Fourth, Performance Evaluation Conference
Motorola's Performance Assessment Conference is very efficient, generally a time, all supervisors are concentrated together for a year-round performance assessment. It mainly includes the following four aspects:
1. Do a good job in preparing (employee self-assessment);
2. Consensus on employee performance, according to facts, not impressive;
3. A level of performance;
4. Not only evaluates employees, but also the opportunity to solve problems;
Finally form a written discussion result, and inform the employee in the form of communication.
The assessment ends, not to say that performance management is here, there is a very important diagnostic process.
5. Performance diagnosis and improvement
This process is used to diagnose the effectiveness of the performance management system, used to improve and improve employee performance, including the following four aspects:
1. Determine performance defects and reasons;
2. Solve the problem by guiding;
3. Performance is not just the responsibility of employees;
4. It should be continuously carried out.
About this, Motorola also has a very practical tool measure, including the following 10 aspects:
1. I have the specific and clear goals for my work;
2. These goals are challenging, but it is reasonable (less difficult, not too easy);
3. I think these goals, it makes sense to me;
4. I understand my performance (how to achieve the goal);
5. I think that the performance standards are appropriate, because they measure what I should do;
6. How do I do in the goal, I can get timely feedback;
7. I think I get enough training so that I can get timely and accurate feedback;
8. The company gives me enough resources (such as: money, instruments, helpers, etc.), making me achieve the goal;
9. When I reached the goal, I was appreciated and recognized;
10. The reward system is fair, I get rewards because of my own success.
Every item has 5 evaluation standards, which can be learned by score how the level of performance management has, where is where the gap is made, improved and improves performance management.
In addition, there is no score in Motorola's performance appraisal table, but use grade law, enforce mandatory distribution, so that the difference in employee performance can be separated, and avoid endless arguments in diversion.
On the hook with the salary management, Motorola has also taken a simple mandatory distribution, rather than racing brain juice to accurately contacting, because this time time, also deviates from performance management, performance management is committed to employee performance Improve, not just for compensation management services.
The above is simply discussed some of the ideas and practices of Motorola performance management, hoping to give us some inspirations, thus improving and improving their management level.
Author: Zhao Lei Day Source: China spread management
