Editor’s Note: This article is from WeChat WeChat official account "HRGO School" (ID: HRGO-TV), written by HRGO and published by 36Kr with authorization.
The experience of assessment tells us that the fate between you and KPI every month actually ends at the moment of bonus payment.
Then waiting for KPI has two fates-either being scolded and then being picked up, or being completely abandoned.
But more HR chose to pick it up, and everything was just as described in The Shawshank Redemption: "When you first went to prison, you hated the high walls around you; Slowly, you get used to living in it; In the end, you will find that you have to rely on it to survive. "
At this point, KPI is undoubtedly lucky.
However, if your company really wants to give up KPI, there are actually eight other options, each of which has its own advantages.
01 Integral sorting method
In the professional football league, the most direct performance of this way is the standings.
As the name implies, it is to select a measuring factor, evaluate the assessed object, and then sort the scores.
The natural disadvantage of integral sorting method is also obvious, because the dimension is single, so there will be the first one, not necessarily the best one.
If you are a fan, you can check the points rankings of major leagues. You can always find the hidden plot behind the integral.
Fortunately, this tool is easy to operate, easy to use and clear, and is widely used by sales teams.
02 Evaluation method of virtue, ability, diligence and honesty
As soon as you look at this name, you will know that this is our original performance appraisal method in Chinese.
"Virtue" means "moral character"
"Ability" means "ability"
"Diligence" means "diligence"
"Achievement" means "achievement"
"Cheap" means "incorruptible"
Five aspects are divided into four grades: excellent, qualified, basically qualified and unqualified.
In practical work, it is actually very difficult to assess the diligence and honesty of virtue. We must know that in the environment of state-owned enterprises and central enterprises, it is almost an "impossible task" to convince everyone who has done the assessment and satisfy everyone.
If HR can really achieve such an effect, then this situation is called the protagonist aura in the movie, the character explosion in reality, and it is called in the game-I will go, rmb player!
It can be seen that it is difficult to describe the difficulty of diligent and honest assessment of virtue, but this difficulty is deeply loved by the leaders within the system and is widely used within the system.
The reason is unknown.
03 PBC assessment method
PBC, maybe you haven’t heard of it.
This tool is now being used internally by Huawei (Personal Business Commitment).
If using KPI is luck, then using PBC is the life of many people.
PBC structure generally includes three parts:
The first part is the organizational performance target, which is the performance target of the organization for managers, and the smallest department/team with clear organizational performance target for employees. The second part is personal performance goals, including personal business goals and personnel management goals (only for managers), and the third part is the ability improvement plan, which is formulated according to the challenges achieved by the goals.
Everything will be closely related to your personal destiny.
As an assessment tool, PBC is excellent, which inherits the excellent genes and traditions of KPI.
Will help you sort out your thoughts, focus on the key points, spend your limited energy and time on the most important things, and don’t regard meaningless consumption as efforts.
04 360-degree evaluation method
It is also called "all-round evaluation method", which is a wonderful assessment method. At first glance, it looks impeccable and thoughtful. In fact, it is difficult to operate.
Warren Buffett said: "As an investor, you should be afraid when others are greedy and greedy when others are afraid." This sentence also explains the root cause of the 360 assessment at one time.
Human nature is not that simple.
At the end of 360 degrees, you may not even see 36 degrees.
For performance appraisal, "360 assessment" used to be an irony, but in the future, it will be another irony.
Not recommended for any team.
Who uses it, who knows.
05 MBO
Here comes the master.
Peter F.Drucker, the granddaddy of modern management, first put forward the concept of "management by objectives" in his masterpiece The Practice of Management in 1954. At the beginning, target management is not a tool for assessment.
Later, management by objectives was applied to performance appraisal, that is, according to certain indicators or evaluation criteria, to measure the employees’ completion of established goals and implementation of work standards, and to give corresponding rewards according to the measurement results.
To put it bluntly, management by objectives is actually the father of most performance appraisal tools.
The ancients said, "Don’t ask for three unique poems, calligraphy and painting, but get one pulse of vigor". MBO is such a tool. Its spirit and core are used by many performance tools, but I tell myself: I was disappointed and lost all directions until I saw the ordinary.
Such a tool with a wide range of applications can be said to be suitable for all teams and individuals.
06 OKR
Little online celebrity, the red ones may be a little unreasonable.
Mr. Shigeru Miyamoto, who designed Super Mario, said: "The interesting thing about Super Mario is that it gives you the illusion that it is accidental to be hit by a tortoise and fall into the abyss, and then you blame yourself for your bad luck and start all over again. But next time, you will fall into the ditch in another place. "
OKR, at the moment, it may be such a pit.
Many people will think that OKR can make people avoid KPI problems, but this is actually an illusion.
The essence of OKR is not only a performance appraisal tool, but also a communication tool, which is used to reach consensus, deepen trust and strengthen coordination.
Why is OKR difficult to implement? Because you need the top leaders of this organization to have a deep understanding, trust and support of OKR. If the top leaders of your organization are ambiguous, not profound and not positive about OKR, then don’t push OKR yet. It’s really useless, just wasting everyone’s time.
To put it bluntly, OKR practice needs soil, which is very important, but most enterprises do not have the soil to trade OKR.
OKR pays attention to people and KPI pays attention to things. The structure of the team is fixed, and everyone’s cognitive level is close. Only such a team is suitable for OKR.
07 behavior anchoring method
Also known as behavior orientation method, it is a more traditional performance evaluation method.
The operation is very simple: describe various typical behaviors that may occur in the job, measure and score the different situations of behaviors, and establish an anchor score table on this basis as the basis for employee performance evaluation, and evaluate and score the actual work behaviors of employees.
Is to establish a comparison table, one by one to correspond, and then evaluate.
This operation method looks simple, and it still needs a little technical content to operate, especially for establishing standards, which may be a very sad cut for HR.
But it’s still there. Once it’s over, it’ll be easy.
This assessment method is more suitable for customer service team and recommended.
08 BSC
Most awesome children have awesome parents, and BSC is no exception. It was created by Robert Kaplan, a professor at Harvard University, and David Norton, CEO of Norrenton Research Institute.
In the field of management, it is no exaggeration to say that it is a great god-level tool. From performance management to strategic management to organizational management, there may be nothing it can’t do except help organizations have children.
There are too many advantages of BSC, so I won’t talk about them here.
Long tassel in hand today, when to tie black dragon?
If you have problems in management, you might as well think about it with the four dimensions of BSC, which will definitely bring you different experiences.
A good tool will last forever.
Introduce these eight kinds first, and then continue next time. You learn too much at once, and your brain hurts. After all, HR needs too many tools.
I wish you all a happy meal. I’m going back to moving bricks.
Source of this article: Human Resources Sharing Exchange | hrgogogo: Accumulated more than 2,000 original articles, self-disciplined HR organization.
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