In the global financial crisis, some enterprises into reduced orders, falling profits, rising costs of the difficulties, in order to get out of this dilemma, part of the evaluation system of enterprises is also changed accordingly. As a member of the workplace, whether you are a HR manager or the most basic staff appraisal system to face the changes, how should you respond?
Background: The current crisis, corporate stringent assessment criteria
Xiao-Jun is selling insurance salesman, recently she kept having nightmares, dreams of her Moon Avenue land to sell insurance, but not one to buy. Each time, Xiao-Jun were from a dream awoke crying, and then afford to sit in the morning, his face anxious. Original, in the financial crisis, the company's assessment criteria more stringent than before, for example, in the resources to keep existing customers based on open up more new customers; if not finish tasks within the specified time should bust and watch this month to end. But she has not done. "It seems that I am not far away from unemployment." Face Xiao-Jun said with anguish.
"In the financial crisis, some enterprises examination system is indeed more stringent than before, it is undeniable, some companies want these stringent assessment criteria opportunity hidden layoffs, but more is still hoping to promote the healthy development of enterprises . "Boming Dayton senior human resources management consulting firm, consultant on Fleming Road. Currently, the company mainly in assessing changes in what areas? Fleming teacher analyzed: the efficiency of enterprises are more concerned about the project, a collaboration between teams.
Tips: the development of new assessment criteria of the three principles
1. Succession: In the previous system due to change something, do not completely overturned previous.
2. Forward-looking: a standard two or three years after the enactment of the best big change not to have some stability.
3. Need correction: in the implementation process, there is not proper to be revised.
Recommendation: performance appraisal cycle should be extended
Workers are aware of the performance of human resources management is an essential management tool to enhance efficiency, but too often when the performance appraisal done, it may not play a role in motivating, but will bring many negative effects of corporate development .
According to "HR Manager" in the report, said: In order to motivate staff, a real estate company with a "monthly performance appraisal" approach. Over the past one month after the outstanding performance of individual employees, the other is general. Months passed, the enthusiasm of the staff has not increased, but the original is no longer active employees are active, and each department came back and increasing the average examination results, and even individual departments decided to give each employee to play the same score. Relationships throughout the company seems to have become somewhat subtle, are not as harmonious, while employee turnover has also increased. Company bosses are deeply confused.
In fact, many enterprises are there in the management of a misunderstanding: that the enthusiasm of the staff will be driven by the interests of "an examination on the soul," so frequent assessment, everyone knows, the results did not mention the up, but bring a lot of negative effects, such as examination results difficult to fully quantify the staff a sense of injustice, exacerbated the conflict on the lower levels; company's attention has been drawn into a number of "minutiae", thus ignoring the long-term goals and so on. Therefore, in the case of the current financial crisis, companies should also be extended performance appraisal cycle, the employees work without distraction.
Company Posts: quality assessment into the scope of examination
As a fast moving consumer goods industry, Wilai (Guangzhou) Commodity Co., Ltd. in the financial crisis, the impact on not much, but for a rainy day in early 2009, the company's performance appraisal system to make the corresponding changes. Liu alcohol according to the company Human Resources Manager Description: This year's performance evaluation has been essential changes. First, the performance of the functions of departmental staff to the completion of annual corporate performance as a precondition. Past performance only with the staff that my annual appraisal linked to contact with the company's performance less, resulting in staff do not have the overall concept, which to some extent, affected the development of enterprises. "The most important thing is that this year the company has expanded the scope of performance appraisal, staff assessment of the overall quality entered the scope of examination, our assessment is no longer limited to specific numbers." Liu alcohol explained that staff thought the quality of the company loyalty and teamwork will be incorporated into assessment areas. "In addition, as the HR manager, our attitudes must change to increase performance appraisal to performance management, staff are asked to note the short-term performance, but also concerned about the future can develop the potential of staff for personnel decision-making more scientific, objective basis. "Liu alcohol added.
Using the external environment for internal change
Majesty, a secretary, chairman of state-owned enterprises, according to him: a year ago, the Board on plans to adjust the existing assessment criteria can be because it is state-owned enterprises, we have used a relatively stable life, so operate with certain difficulties, this has also been temporarily shelved. "By the end of 2008, the financial crisis sweeping the globe, many enterprises have attracted a new deal, this time, the company board of directors determined the decision to make adjustments on the assessment standards." Majesty said, both in the external environment changes, the company made to adapt to the trend corresponding change in resistance not employees, the general will accept.
HR articles: boss say goes, how can I do?
Wang Li is a private person in charge of human resources, recently drafted a new boss assessment standards for human resources implemented. The new assessment standards more stringent than before, such as: should the detained workers are a minute late 50, working hours chatting to be criticized, performance for two consecutive months at the bottom should be eliminated so. As a human resources professional who WANG know that the new assessment standards of Di Fang Xu Duo unscientific, but, in the Gong Si in has always been the boss have the final say, she was just an ordinary implementation of those, "I going to do? "Wang Li, repeatedly asked the distressed.
Experts to Return Weapon: "changes in the environment of the system under the constant birth and emergency with a stage, not always very reasonable." Bai Ming Dayton human resources management consulting firm Fleming teacher suggested, HR should be to find the right time the grievance to tell the boss. Financial crisis, should be appropriate to extend the performance appraisal cycle, and enhance staff confidence. He was not very strong in favor of such a proactive approach, because the stimulation of interest, we will fight efforts to do things, sometimes unscrupulous, is not conducive to the cooperation of the entire team. In addition, when the new appraisal standards established, should go first one or two departments, as the first test.
Employees, the misunderstanding, it is distressed
Zhang Jian located hotel has recently implemented a new assessment criteria, although no increase in business volume, but the reward system was more stringent, for example, by customer complaints, to get, non-performing, and so to take a pay cut or removed from office. When Zhang Jian to the examination table to the room manager is a friend of his had, the small has suddenly angry: "the economic downturn, how can we complete the task, you just do not for us to consider!" Said stop, angrily away.
Experts Return Weapon: the implementation of the new appraisal standards, communication and work is especially important. "First of all assessment criteria make it clear to staff the reasons for change, get support, followed by the employee should seek advice, I hope they put forward reasonable proposals, we tide over the crisis. It also let you know, to change, both to promote business growth is also a means of promoting personal growth. "Fleming suggested.
Staff articles: Anger - "no way, fight it!"
In March in Guangzhou has been stifling hot, Sun, Guangzhou, the business of a bank credit card salesman, and his colleagues are in the pedestrian streets and enthusiastically to promote their credit card, "This year the company issued a new assessment standards Our mission from the original run of 100 cards rose to 130, a significant reduction in basic salary, commission has increased, the purpose is to stimulate everyone to do more for customers. "Xiao Sun said, although we grievances, but no way, in order to to keep their jobs, only driving through. During the One client forgot to bring identification, do not want to do cards, and Xiao Sun said they may go to pick up immediately. "My family in Dongpu, distant." Said the man. "In order to complete the task, how far have to go, I get it right tomorrow morning." Xiao Sun's tone in both helplessness, but also happy, after all, he left the goal a step closer.
Hi - "reasonable and I support"
As a sales manager, always thinking about how to improve the party's next sales, but the market downturn, he remains difficult to complete the task. Last month, the company developed a new testing standard, tasks appropriate to reduce their sales. "It seems that the boss can still understand us." Ming said the party, not only reduces the amount of tasks, but also include other soft assessment content, such as level of staff teamwork, innovation and so on. "Sales may be the most competitive sector, our personal relationships are strained, and now, the company will team player that the scope of examination, a more harmonious working environment."