Dachang is view of performance and credit

　　Dachang company can continue to grow in the fierce competition, thanks to the long-term adherence to the "goal-oriented, results-oriented hero" performance appraisal mechanism. The essence of this mechanism is summed up in the principle of "set the right goal, use the right method, do the right process, and achieve good results". Below, I explain how to effectively practice these 17 words.

　　I. how to "set the right goal"

　　Every company has goals, including: strategic goals; The annual target determined by the decomposition of strategic objectives; A quarterly or monthly target that is broken down according to the annual target. The company has the right large and small target, the management has the right direction.

　　How to set the right goal? The strategic goal of the company is determined by the top level of the company according to the market situation, the change of customer demand, the competitive trend, the comprehensive ability of the company, the personal characteristics of the boss and other factors after careful evaluation and analysis. Whether it is right or wrong depends on the level of decision making at the top of the company, which in a nutshell is strategic objectives depending on the boss.

　　After the strategic target is determined, the company's annual, quarterly or monthly operating and management objectives, it mainly depends on the level of the subsidiary management team and the heads of each department. In a nutshell, "managing the target depends on the manager". Management team and department heads, one is to correctly understand and grasp the strategic objectives of the company; Second, to accurately grasp the resources of the unit and the ability to control and guarantee; Third, we should always adhere to the progressive concept of achieving goals and promoting capacity. Only based on and fully integrated use of these three principles, can we put forward an aggressive goal of improvement that is not too ambitious and detached from the reality, and is not satisfied with the status quo, and beyond the basic performance assessment indicators.

　　If the management team and department head of the subsidiary just set the annual, quarterly and monthly targets based on the requirements of the basic performance assessment indicators, there will be great uncertainty in the realization of the company's strategic goals and annual business goals, and it is also a performance of not trying to make progress. This is not the performance culture that dachang promotes.

　　2. How to "get it right"

　　No matter how good the goal, the method is not right, there will be no ideal results. After the goal is determined, the next step is to choose the right method according to the goal. There are many possible ways to achieve your goals, but which is less costly, faster, and produces better results? This is a litmus test for management and competence. To select the right and ensure "the right method", accurately grasp the company's strategic objectives, annual objectives and other sub-objectives; Accurately grasp the resources of the unit and the ability to control and guarantee; Always adhere to the concept of achieving goals and driving capacity improvement; Fourth, is familiar with the company system process provisions; Fifth, it is clear that the company's resources and conditions to enhance capacity. On the basis of doing five homework, as long as combined with the requirements of small cost, fast speed, good results to determine the method, this method will not be bad.

　　3. How to "get the process right"

　　After the goal, method is decided, want to organize a good process to carry out namely. In the process of execution, the fear is that the direction will be wrong, which is the key to "doing the process right". How to do the process right? First of all, managers still need to accurately grasp the company's strategic goals, annual goals and other subitems, which is the fundamental to maintain the right direction. The manager should repeat the "three lectures" to the executor to explain the significance of the achievement of the target results; Explain clearly the implementation methods, standards and requirements; State the consequences of failure to comply with standards. Third, the manager should be clear about the ability and characteristics of the main executor, select the key process executor, and guide and supervise the execution of the key process. Fourth, the manager should conduct in-depth inspection, master the dynamics of the execution process, evaluate the difference between the results of each stage of the execution process and the target results, and organize correction and adjustment in time once abnormalities are found. Fifth, in the process of implementation, we must adhere to the system in charge of people and processes, timely grasp, deal with the exception of the system. Sixth, to adhere to the ABC reporting system, to ensure that the ABC three leaders can timely "rectifying and stopping losses."

　　4. What is the "good result" of work?

　　Goals, methods, and processes are only the prelude to ensuring that goals are achieved and results achieved. For results, they are both processes. If we do not achieve good results by "setting the right goals, using the right methods, and doing the right process", we may not get the desired results no matter how hard the initial work is. In this case, both the early work and the input may be a waste, the harder, harder, more input, the greater the waste may be. Such pay is just "hard work, waste work, stupid work", is not credit! Such labor should be negatively motivated, or at least criticized. Work that does not achieve the desired results, or that does not achieve the desired results, is ineffective or inefficient, more or less leads to loss and waste to the company, and is not worth taking to the table, let alone talking about it. The company has always adhered to the "goal-oriented, results-oriented heroes" performance view and credit view, which is the fundamental basis.

　　This is the essence that all cadres should keep clear understanding at all times!

　　Through "set the right goal, use the right method, do the right process" to ensure the achievement of good results, the early work is hard, may not get the desired results. In this case, both the early work and the input may be a waste, the harder, harder, more input, the greater the waste may be. Such pay is just "hard work, waste work, stupid work", is not credit!