First of all, it is important to understand that motivating employees is not the purpose, the key is to enhance the effectiveness.
Several elements to achieve motivation of employees through performance appraisal:
1, develop a reasonable program, and in line with the reality;
2, assessment rules are clear, the assessment structure is balanced, and the assessment standards are fair;
3, there are rewards and penalties, rewarding the best and punishing the worst;
4, to ensure that the performance of communication.
As long as we do these 4 points, we can basically realize the motivation of employees through performance appraisal.
An introduction to the building construction enterprises how to more reasonable performance appraisalI sweat 。。。。。 Thesis? This also dare to ask online, you are not afraid of the review is not, you four years of time for nothing?
In not adjusting the staff position and can not be substantial performance appraisal of employees, how to mobilize the enthusiasm of employees?The various methods of mobilizing staff motivation need to have a good evaluation system as the basis for protection, better to make the staff clear standards, to achieve the comparison between the staff and the standard, and when the enterprise lacks such a comparative standard, it is necessary for the leadership to invest more energy to pay attention to the staff's work, managers should be in a period of time to check the supervision of the staff's attitude to work, the situation and so on, through the usual observation of the staff to motivate. If the leaders themselves do not pay attention to the development of employees, then even better performance evaluation is useless.
Employees get incentives in the form of material incentives, spiritual incentives and negative incentives, and the premise of these three incentives is that the employee's work situation has been truthfully responded to and understand that these are the basis of employee incentives, and on top of that there is a good or bad job, if the leadership does not understand the employee's work situation, coupled with the lack of a certain corporate evaluation standards, will cause confusion among employees, reduce work Activity. The 32 human resource modules proposed by Huaheng Zhixin are related to the practice and research of staff motivation, which can provide corresponding help for your company if needed!
I hope that the problem of your enterprise will be helpful~
Try to introduce the development prospect of the company when the meeting is held, no matter which position of the employees, they can do business field work, as long as there is a single take over, the commission is yours, so that they feel that their work is a great link to the operation of the company, so that they will be active. The reason why they are not active, is that they feel that they are dispensable in the company, this post no one in the company is also a kind of do.
Motivation in communication. Through communication to produce the effect of motivation, the first thing is to respect employees. Modern people are eager to gain respect, as an employee more hope to be appreciated, and respect them is the greatest appreciation of them. The way to respect is to do with subordinates do not have to say the five requirements: pure listening, without criticism, acceptance of differences, do not make accusations, affirmation of their unique character, more in the direction of the good to see, with caring heart to tell them what you really think. If you can do these five things, the other person will feel respected and even cared for. If people feel more respected and valued, they will do things not only with their heart, but also with their head.
Communicate appropriate praise to employees. This is not only the affirmation of their work, to promote the harmony of interpersonal relations between the two sides, and more importantly, can inspire their consciously play their talents. The secret of praise is: instead of praising each other itself, praise his past achievements. Praise for the established fact that the depth of friendship has nothing to do with the other side and other employees are more likely to accept, to avoid the suspicion of affinity difference.
Good listening. An employee who is indignant because he feels he is being treated unfairly can be expected to be motivated to work. To communicate this, you just need to listen. The secret is only one: don't open your mouth, or don't open your mouth. When he finished talking, the mood will be much calmer, and you do not even need to do anything to solve the matter.
How to implement the workload as the core indicator of the performance appraisal mechanismFirst, the outpatient physician assessment ideas. Many hospitals are to outpatient revenue generation to calculate the outpatient physician's performance salary, especially in order to increase the examination of large-scale equipment, the examination of large-scale equipment project also developed incentive policies. Our hospital comprehensively assessed the drawbacks of the performance mechanism of public and private hospitals that take outpatient revenue generation as the core indicator. A performance appraisal system with workload as the core and physician visibility and patient loyalty as auxiliary was formulated to assess the outpatient physician's initial consultation volume, follow-up consultation volume, outpatient initial appointment volume, outpatient follow-up appointment rate, outpatient appointment turnover rate, patient satisfaction and other indicators respectively. Among them, the volume of initial + follow-up volume is the workload, which is the basic index for assessment; the number of follow-up is the assessment of medical quality, the outpatient initial appointment rate is the assessment of physician visibility, the outpatient follow-up appointment rate is the assessment of patient loyalty, which are the auxiliary indexes for assessment; the outpatient appointment turnover rate and the patient satisfaction is the assessment of the satisfaction indexes. The system promotes the hospital outpatient rational use of medication, rational examination, promote the quality of care, improve patient satisfaction, so that the hospital outpatient volume of rapid enhancement has played a better effect.
Second, the idea of assessment of residents. Most public hospitals are based on full-cost accounting in the department with the department to create a certain percentage of the profits of the department of performance pay, and then the implementation of the secondary distribution. Most of the private hospitals are based on the department to generate income to calculate the department performance or individual performance. Our hospital has formulated the core indicators of discharge volume, operation volume and bed occupancy, the cure rate, the reasonableness of the patient cost structure, the rational use of medicines, the rational examination and the quality of medical records as the auxiliary indicators, and the patient's positive publicity for the hospital, the patient's positive evaluation of the hospital and the patient's satisfaction as the satisfaction indicators for the comprehensive assessment. Such as the assessment of the amount of surgery, respectively, according to the first level of surgery, second level of surgery, third level of surgery and fourth level of surgery, respectively, the development of assessment coefficients; and then, such as the cure rate, to analyze because of the dissatisfaction of the transfer, or due to the complexity of the condition of the hospital without relevant technical support for the transfer of hospitals, and so on.
Third, the assessment of ward nurses ideas. Most of the public hospitals are to section to unit, doctors and nurses combined to calculate section performance pay, section and then secondary distribution. Most of the private sector is based on the ward income according to a certain commission ratio to calculate the ward nurse performance pay. Our hospital ward nurses are based on the number of days of intensive care, primary care, secondary care and tertiary care as the core indicators; combined with the success rate of nurses' operations, nurses' skills enhancement and the quality of nursing records and other indicators as the auxiliary indicators; patients' positive publicity for the hospital, patients' positive evaluation of the hospital and patient satisfaction as the satisfaction indicators for a comprehensive assessment. Such as the nurse skills to improve the situation is to require nurses and nurse practitioners of nursing operation technology assessment to improve as well as the number of nursing operations required to ensure that the nurse's operational skills continue to improve and maintain a certain degree of proficiency to ensure the quality of nursing operations.
How to improve the correctness and timeliness of the enterprise performance appraisal information
1, check the rationality of the design of the assessment indicators, whether the assessment data is available or can be obtained at low cost.
2, check the uniqueness of the assessment indicators, indicators are not ambiguous.
3, determine the source of assessment data. With the data provider *** with the determination of data availability, access to data and accurate grasp of the way, and according to the assessment cycle proposed data collection time and collection methods.
4, if necessary, can modify the relevant workflow to ensure that the assessment data collected is accurate, timely and effective.
5, the value of the indicator as far as possible to use "yes, no", figures and so on.
How to use ERP to improve business efficiencyERP to improve business efficiency are as follows
1. ERP system provides effective supervision and control of funds
ERP system on the logistics and capital flow of the enterprise to carry out an effective integrated control, so that every activity of the logistics can be reflected in a timely manner for the change of funds. Similarly, such as inventory dynamics, fixed assets, personnel wages, workshop production of parts or products when the cost (material costs, labor costs, manufacturing costs, etc.) changes can also be dynamically reflected in the dynamic changes in accounting information. So that the financial and capital has become the economic leverage to control the production and operation activities of enterprises. In conjunction with the ERP system budget mechanism, the financial system can effectively monitor the use of funds in various departments, and in excess of the limit of spending to give the alarm.
2. ERP system to improve the level of assembly and on-time delivery rate
In the discrete manufacturing production process in the assembly plant management is the most difficult, this is because the assembly of products is the final stage of the entire production process, in the production of the first few phases of the production (workshop) to produce the problem will be accumulated in the assembly stage and have a serious impact. ERP system effectively improve the assembly process of the flush problem. ERP system effectively improves the assembly process of the complete set of problems. ERP system in the two levels to strengthen the management of the complete set of parts.
3. ERP system implementation is the management of the enterprise a reorganization process
As an advanced enterprise management mode - ERP system must be established in a good management environment and foundation, in order to effectively play its due role. ERP software application is the original management mode and business processes of the enterprise a transformation and innovation. The ERP software application is a transformation of the original management model and business processes of the enterprise and innovation.
How to establish a performance appraisal mechanism for enterprise technology centersTo establish a performance appraisal mechanism for enterprise technology centers, first of all, we need to determine the appraisal indicators, such as the number of breakthroughs in the number of technical problems, technical reforms and technical measures, input-output ratio, and the number of loopholes in the technical procedures, etc., and then to determine the appraisal cycle, and then according to the nodes to record the data, the assessment, and finally the application of the results of the assessment, as the technical staff of the improvement of the work, the issuance of bonuses, salary adjustments, job adjustments, and the application of the results. The last is the application of the assessment results as a basis for technicians' work improvement, bonus, salary adjustment, position adjustment, training determination, career planning and so on.
How to strengthen the performance appraisal mechanism of China's commercial banksPerformance appraisal is a very important basic work of human resource management in China's commercial banks, but in practice, the performance appraisal of commercial banks often appear this or that problem, such as the indicator system is not sound, the specific decomposition is not enough refinement as well as the assessment methodology and results of the assessment is not rigorous enough to be scientific and so on. Therefore, this paper starts from the current problems in the performance appraisal of commercial banks, combines the actual situation, draws on foreign experience, and puts forward rationalization suggestions for the development strategy of performance appraisal of commercial banks in China.