GHD glätteisen günstig Performance Managem

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Performance Management System of Anjialing opencast coal mine

Feed system monitoring, error correction, corrective role in developing the introduction of a strict and effective measures to increase oversight of the evaluation process, and strive to ensure that staff have the objective effect, the correct measure. Specific measures are as follows: ① the concept of performance appraisal management changes to strengthen and enhance the performance management system, properly understood. ② Strengthening assessment system for evaluation of personnel, management personnel behavior constraints. ③ scientific evaluation adjustments, managers rate the performance evaluation system in the share of weight. ④ further strengthen the public service enterprises, the implementation of the evaluation process fair, equitable and open. ⑤ Evaluation data on the implementation of corrective treatment. (2) full feedback, communication role in achieving the award of the peace of mind, punishment convinced. When in the implementation of performance management, employee biggest fear is that they have been kept in the dark. Therefore, it is necessary to carry out a variety of ways through the interaction with the staff: If the public on matters relating to performance management, performance appraisal results to collect staff views, opinions and other feedback information, so that we keep abreast of and make improvements,[link widoczny dla zalogowanych], so that employees fully understand corporate strategic objectives, performance management system objectives, strategies and measures for improving and so on. This form of communication can be both direct communication between managers and employees can also be used letters, internal network, meetings, media form. 4 excitation system incentive system's main function is through the imposition of material, spiritual and other incentives to business objectives and employee personal goals combine to effectively mobilize all their initiative and creativity, so that was incentive target the release of potential to achieve business development. (1) lack of motivation in management or lack of knowledge of work incentives, inadequate attention. Part of the management staff awareness of the lack of competition for talent to ignore the importance of incentives, while they face intense competition,[link widoczny dla zalogowanych], lack of awareness of talents, ideas, still stuck in the \ the consequences of improper: Light will cause the employees of psychological imbalance, the enthusiasm of frustration,[link widoczny dla zalogowanych], in serious cases can cause great loss of business professionals. (2) to further enhance the understanding of the needs of employees. According to Maslow (Maslow) hierarchy of needs, human needs are divided into five categories: physiological needs, security needs, social needs, respect for the needs and self-realization. Incentive and demand is closely related to human motivation is based on internal demand and to meet the needs of the individual to complete an act to drive the process. Demand is the prerequisite for an effective incentive is the source of hard-working staff, the starting point of inspiration. Employees of the world, life, values and temperament, personality, personality traits, their different conditions and staff salaries, benefits, protection, retirement benefits, work environment, work atmosphere and personal development, promotion opportunities, attitudes, expectations and different emphases,[link widoczny dla zalogowanych], the decision of the enterprises incentives to local conditions, to differentiate the model. As a manager, only a deep understanding and mastery of the needs of employees to avoid or resolve incentive model and demand asymmetry, incentive effect is not obvious and so on, can really inspire the enthusiasm of the employees work. (3) increasing the breadth of coverage incentives. Incentives linked not only with changes in pay, but with the career planning, promotions, benefits, training and learning outside link. In the design of incentive mechanism must be from personnel, distribution, evaluation system, and many other incentives and disincentives to be systematic, comprehensive and considered ways and means to complement each other to use. (4) reflects the incentives stability, continuity, characteristics of the times. And enterprises adapt to the evolving situation, incentives to maintain relative stability, on the basis of continuity must be able to reflect their own times. But we must eliminate the incentive mechanism in the implementation process into management of the baton, the phenomenon of random variation. Practice shows that since the implementation of Anjialing opencast coal mine performance management system has been to apply the principle of the indicators as the basis, to run the control and incentives as a means to closely rely on the staff, and constantly explore learning,[link widoczny dla zalogowanych], improve digestion; increased rationalization proposals role in performance management; adjust some failure management, measures to regulate the whole system of science, rational, standardized operation, making the employees to participate in the enthusiasm of business performance management was high, the conflict between managers and employees is reduced, promoting harmonious and stable labor relations; same time, the company's energy consumption, investigation and security risks, improve performance indicators, has played an important role. References: [1] Dai Shufen. Management Tutorial [M]. Beijing: Beijing University Press ,2002,204-25O. [2] Wu Yun. Western Motivation Theory and Its Implications [J]. Learning and exploration, 1996, (6) :88-93 .
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