Performance management platform: Taking performance goals as the starting point to promote the integration of performance management

?Performance management is a method that uses performance results in daily management activities of the enterprise through the establishment of corporate strategy, goal decomposition, and performance evaluation to encourage employees to continue to improve and ultimately achieve organizational strategies and goals. Formal management activities.

Nowadays, although many companies have implemented performance appraisal, they basically ended in failure. The most fundamental reason is that it cannot effectively help the company's strategy to be decomposed and implemented, so that its strategy can be seamlessly aligned with employee goals. In addition, it is impossible to accurately match performance plans for enterprises to meet the differentiated management needs of different enterprises and different positions.

To this end, Yichen specially builds an intelligent performance management platform for enterprises, establishes a smooth communication channel between enterprises and employees, and focuses on the enterprise's strategic goals and is performance-oriented to standardize the entire performance process.

Performance management faces difficulties

Problem 1: Corporate performance management is out of touch with corporate strategy

Problem 2: Performance becomes the responsibility of the human resources department

Problem 3: The setting of performance indicators is too cumbersome or single

Problem 4: Performance appraisal data is confusing and difficult to collect statistics;

Problem 5: Performance appraisal is just a formality and cannot serve the purpose of the enterprise Empowerment

Problem 6: It is difficult to provide data support for the training and promotion of corporate personnel

Yichen Performance Management Solution

1. Establishment of performance templates

Provide a unified performance template to facilitate enterprise managers to quickly conduct quantitative assessment, performance evaluation, performance optimization, and performance plan improvement.

2. Distribution of performance tasks

Independently formulate performance appraisal plans, which can be divided into periodic tasks and one-time tasks, support the step-by-step decomposition of execution plans and implement them to executors, from Effectively convey target information from top to bottom, track progress and feedback target task status in real time.

3. Performance approval process

Managers can approve employee performance through overall assessment and group assessment. It also supports multiple performance evaluations such as single person and multi-person approval. Way.

4. Performance appraisal system

Supports the setting of personalized performance plans, flexibly defines assessment types, indicators, levels, rules, and processes to meet different types of assessment management needs.

5. Self-service query of performance

Employees can independently query their performance by month, assessment task, assessment time, assessment level and other methods, providing decision-making data support, which is more intuitive and effective .

6. Multi-dimensional performance analysis

Adopt the global optimization method of performance appraisal to conduct multi-dimensional intelligent analysis of performance results, including personal performance statistics, department performance statistics, performance level statistics, etc., supporting Performance incentives and program improvements.