HP Management Core Proposition [Assessment] - Establishing a Fair and Justice Performance Evaluation Mechanism Refining Assessment Indicator
HP has a central idea in performance assessment, is the concept of performance, that is, the work performance of employees and its own development is the employee to grasp, managed by the manager. The main body of performance is the employee, as a manager, the support is supported and helped. From the evaluation index of HP assessment performance, it is mainly to assess these aspects. The first is your business ability, followed by your personal quality, third is productivity, fourth is reliability, fifth is the teamwork ability, the sixth is judgment, and seventh is customer satisfaction. For manager, it is also necessary to increase planning and organizational skills, flexibility, creativity, leadership.
HP divides the performance assessment form into three categories, and global HP is the same. The first category is for the manager, the second class is for sales, and the third category is the performance appraisal form in addition to manager and sales personnel. Table like this is not a purpose, just a means, only the right unsuitable problem, will not see too much. The value of the Ministry of Human Resources is that the help manager makes their work easier.
Pay attention to the assessment of ordinary employees
How does the index of ordinary employees reflect? HP practice is that the general employee and direct manager shall discuss and evaluate the job work goals, should be responsible, cultivated, and work performance, assessment criteria, etc., and summarize the overall performance. Then it is determined to determine the work goal, how to complete the results of the work target last year. The second is how to cultivate objectives and results, and how to complete. The third item is other significant achievements, like you are not in your last year's performance plan, performance goals, but because of your initiative, for example, you participate in a cross-sector teamwork project, help the company's comprehensive quality management, etc. It is also written here in a significant achievement in the operating range. This is the result of the assessment, which is the evaluation process, so the second item is the evaluation criterion for work performance. Here are some instructions, the first item is to assess your business knowledge, the manager should write specific job opportunities and development opportunities. When evaluating, there is usually only three evaluation criteria, and these three standards are not scored. The first one reaches and exceeds the level of cooperation, the second improvement, the third unqualified, the manager only needs to be ticked.
HP is only one place, and the whole performance is score, after completing the performance assessment, when the performance is relatively classified, it is a PRB (level) 1 or 2, or 5. By taking the way, the managers and employees are placed on the work improvement, rather than score. Whether employees have good performance and bad, finally through relative level, a total of five, minimum standards to reach PRB2, judging the criterion is in your team, if you feel that an employee can't be independent, you think he thinks him It should be done independently, then you have to tutor him often, take time to teach him, then the performance of employees is 2, depending on others, this is not long-lasting, he either raise to 3, or give him Increase the pressure, it is possible to turn him into PRB1, which is in the state of the last phase. PRB3 is a thing within the work of this position independently, but there is no additional contribution, which is reflected in judgment, whether to provide constructive opinions, whether to help others have implemented constructive advice, and finally and can get results. Through others, this is PRB4. This level requires higher demand, in addition to completing the work of this job, it is possible to over-complete the task with resources. One thing in this group is not yet, because he has completed a cross-sector, this is his own business, explaining that he is good at building a resource network, which can affect resources outside his control. Finally, play leadership, this is PRB5, this kind of person is a successor you want to cultivate, and it is also the company's cultivation. PRB5 people are the core of the team. It can help you to inspire and mobilize the managers. PRB5 is not necessarily a manager. He is an ordinary employee, and it can also make a very big contribution. Talk and share. Pleetings, pay, pay
Next, after the completion of the performance appraisal is completed, it will be aware of the prize, and pay by performance. HP judges have some standards, such as the manager of this department to compare the manager of other departments. If the person I judge is a first-line manager, I need to contact and understand the manager of other departments, come see their The situation, the main judge is to determine the individual results, team spirit, customer satisfaction, self-development. Like a performance appraisal, the boss can insert the employee to complete it. Finally, to the evaluation, the company has a compensation committee, and final summary and evaluation of the performance level of the company's newspaper, and finally engage in a balance, set the PRB, so a manager cannot determine the performance level of our employees, need the company The outcome of the overall review must comply with normal distribution.
In HP decision paying is two aspects, the first is the value of work, the second is performance. The value of the job is the market value of the position. This is what you can't stand. It is a market market. Every year, HP will invite the consultation company to investigate 16 foreign companies in China, to determine the value of each type of work, of course you can Decide is your performance. These two parts determine your salary, salary and salary and employee benefits are general compensation.
What is the difference between personal performance and wages? For HP, the more complex work, the more simple work, the more the work is, the horizontal axis represents the wage, and the work of some low complexity, very natural, the gap between salary is not large, such as low Tecons, front desk a receptionist, the wages between them will definitely differ, but if they want to recruit a marketing directors, the gap may be quite large.
Royal way - HP management core proposition [talent articles]
"The four basic principles of communication" Touch employee pursue high performance HP to use the "four basic principles of communication", ie "boast, listening, asking, and talking". HP believes that the employee people do their best, we must maintain and strengthen our employees in their work, to provide the place to listen to the opinions and respond, request help and encourage participation, share their own ideas, feelings and reasonable suggestions, as well as common ideas, feelings idea.
"Encourageing" is a very important basic skill. The use of the use of HP practices, such as employees are reluctant to participate in the following ways, and the first is to emphasize the importance of their participation. This is "boast". How to say? "Oh, no one can participate, you can't participate, you are too important." - say that the employee feels important. Second, it means it understands their concerns or reluctant, this is "listening", it is necessary to listen to it. Third, it is "question" to propose problems with no fixed answers. "How do you see this problem?" "Do you agree or oppose this attitude toward this problem?" This is a closed problem and gives two options. Fourth, express confidence, emphasize positive aspects, this is "telling". How is the language reflected when talking? Language is subject to the love of love, helping him analyze the fact that the facts are reasonable, and propose feasible suggestions.
If people think that the goal is not within its controlled range, HP proposes several ways. First, listen to the attitude towards the land and respond, which is certain to "listen". Second, propose problems with no fixed answers to help people know why the goals are critical to the work, and how to achieve this goal. The manager wants to form an experience, when will he continue to ask, when employees really want to get some suggestions from you, this is very important.
application
Guidance behavior 1: flooding counseling
HP believes that flooding counseling is that employees have not found problems, but you have to prepare, and a manager's experience is accumulated to a certain extent, there will be an intuition, find a problem. Semi-hidden slides occur in calm. It is allowed to make mistakes, but the gentleman is not two, the same fault can't make it again, when there is still not working, you can't suspect that the ghost, this is not an effective working method. Usually, I would like to trust instead of not trust in the beginning. HP's values are five: trust respected employees, pursuing excellent contributions, sticking honesty, teamwork, flexibility and innovation. Oracle company is opposite to HP's beliefs, believe in humanity, and work in this way. The process of dealing with work, the employee will prove that you are not evil through the specific work performance, you are good, so after this level, the company has strengthened your trust. Oracle is also very successful, HP's situation is just the contrary, I first believe that you are good, you have to use your job to prove that you are really good, trust, but in turn, if you prove that you are not good It is evil, the company discovers very simple, let you walk, the company has never been vague in this regard.
Guidance Behavior: Flood Flood Tang
