企业绩效管理存在的问题及对策分析

企业绩效管理存在的问题及对策分析

王庆伟

（郑州电力高等专科学校，河南郑州450000）

摘要：绩效管理是现代企业人力资源管理中重要的一部分，其工作的核心内容就是在围绕企业文化的基础上，激励员工、传递企业发展目标、强化企业核心竞争力等，可以说，绩效管理是实施企业人力资源管理的主要基础，也是企业内在价值的重要体现。基于此，本文对企业绩效管理存在的问题及对策分析进行研究，以供参考。

关键词：企业；绩效管理；问题；对策

作者简介：王庆伟（1963-），男，讲师，研究方向：经济管理。

绩效考核是企业管理的重要环节，其在企业目标和绩效标准的支持下，对企业的生产方式和员工任务完成情况进行评定，并在评定结果反馈的基础上，实现企业生产能力的提升和效益的获得，对于企业发展具有重大作用。

一、绩效管理对企业的主要作用

在现代企业管理中，绩效管理是其中关键的一环，不管是上市企业，还是中小型企业，有效的绩效管理可以对企业未来的成长起到有利的影响，符合企业的战略，增强企业的创造力，使其实现目标。第一，绩效管理能以一种公平的态度对员工审核，运用严谨科学的管理规则和治理体系来量度员工的技能水平和全部行为，另外因为它具有自身的规则，可以指示员工，规定能做和不能做的，使员工们清楚自己的职责，这样一来，就为他们提供了公正的竞争环境，形成积极上进的氛围。第二，企业实现自己的战略上时，绩效管理可以起到积极的影响。因为它可以关注到企业现行的实际状况，同时

形成有效严谨的企业布局，例如关于员工的一些方面如薪资报酬、福利待遇、员工培育等，除此之外，还可以为企业招揽更多的人才，创建优秀的团队，使企业能够实现自己的目标，同时严谨的态度也有利于发现自身的缺点，及时自省，保证企业的长期运营。

二、企业绩效管理存在的问题（一）企业经营理念环境

在企业的运营中，其经营理念是一个脊柱，它影响到企业的生产经营。从根本来看，绩效考核是最常采用的管理方法，经营理念会对企业的管理具有显著的影响。通常，每个企业都会有属于自己的企业文化，经营理念也是其中之一，包含企业的核心价值、企业的管理方法、企业的管理规则等。但由于内外部等环境影响，企业文化往往是有一定缺陷的，这就导致高层人员不把业绩考核放在重要地位，不重视绩效考评，使得绩效考核失效，未起到作用。[1]

（二）管理机制不完善

现在，大多由来决定企业的CEO是谁，一般个力较大，国企负责力集中，一个人承担着多份职位，这样会使企业不适应市场。另一方面，因为人事关系复杂，各方关系错综复杂，组织混乱，各方界限不清晰，

权责不分。

（三）难以确定绩效的指标

对于绩效考核，考核指标方案制定是其中的关键，在实际操作中，要充分记录好各个层面高管员工的意见，自下而上建立关键绩效指标。同时，为了使绩效指标对员工具有一定的作用，就要设定一些目标，使绩效管理更好地实施。一些部门高管并未从心底重视绩效管理，对考核只是简单地按照方案执行，只是注重形式，做做样子，并未实际实施。同时因为是人员进行考核评价，不可避免地会因为自己的主观意识评价一些人，因此会造成偏见，评价也不是根据事实得出来的，缺乏公正性。另外，一些管理者的水平不够，对下属的培育有心无力，使得管理效率很低，效果较差。

三、解决中小企业绩效管理问题的对策

（一）加强企业绩效管理实施的基础

为了企业绩效管理的顺利进行和发展，要重视企业的管理。首先要提高高层的绩效知识水平，发展能力，提高管理水平。因为，许多管理者的学历较低、水平较低，所以在企业管理绩效上这些高层对此有着比较模糊的概念，鉴于这种情况，高层更应该对绩效引起注意，对自己有更加深刻的规划，进行严谨的绩效考核。其次，底层员工是绩效的直接关系人，若员工对此不了解，则会有不满情绪，产生抱怨，造成绩效失效。所以重视员工是很关键的，员工要有责任意识，同时要创造一个良好的考评环境和一个上进的工作环境，为企业的发展献出自己的一份力，发展企业文化[2]。

（二）试点市场化人才选聘

试点市场化人才选聘，探索契约化管理在管理上，运用一种新的管理模式可以起到事半功倍的效果，契约式管理，就是书面进行约定，列举出双方的责任义务，以及各方权利，根据相关的法律要求、企业规章等，双方签订合同。这种新的模式有所创新，改变了传统模式下固有的方式，将行政命令改为按规则处理。使得控制权与经营权相分离。在实际执行的过程中，可以先选取一些重要方面进行测验，规定好合同细节，如目标、经营方法等，进行考核，完成任务的奖励，没有完成的进行惩罚。另外，关键绩效指标确定后，除了特殊原因外，一般情况下不能更改[3]。

（三）树立正确的认识

每个人的水平、能力、背景等都是不同的，所以，要想对所有人进行一样的管理是不可能实现的，但是，相比较而言，大家都同处一个环境，有共同的追求，所以可以一起奋进。在绩效管理中，每一个人都是有用的，在团队中贡献着自己的一份力量，每个人都应发挥自己的优势，规避自己的弱势。人的管理是人力资源的精髓，做好人的管理有利于企业的发展，在现代环境中，不可能单靠一人就能取得成功，需要大家相互配合。在绩效考核如此作用的环境下，更应努力发展其作用，形成好的竞争环境，激励员工，同时促进个人能力的提高，提高公司业绩。

（四）科学地设计绩效考核指标体系

在进行关键绩效指标的选取时，应根据实际情况选取，例如不同的岗位、不同的人，在进行绩效考核时，应用不同的指标。比如财务指标、非财务指标，在对工作进行细致的归类之后，对不同岗位采取不同的考核方法，并将总体目标分到下层，采用smart原则，对不同的指标规定其意义，解释明了，另外这些KPI必须是可以量化的，比如运用平衡积分卡打分。最后，根据对指标的实际执行，避免因为高管主观因素的干扰影响到绩效指标系统。[4]（五）确保企业管理理念及环境的改善

为了保证企业的绩效考核发挥其作用，我们要更新绩效管理理念，还要注重周围的环境，这些都可以对其发挥作用，并产生强有力的推动作用。在实际过程中，企业的中高层人员首先要转变理念，遵循国家的，以人为本，人是管理的核心，得民心者得天下。再者，就是了解每位职员的性格特点、优势劣势、能力水平等，只有在全部了解之后，才能更好地将人对应在其该有的位置上，发挥长

处，实现总体效益最大化。就企业内部环境而言，需重视员工职业生涯的规划，最大限度地发挥职工的自身价值，并激发员工积极性，使其能更主动地投入到工作当中，为企业利益的增加贡献更多力量。同时制定企业未来发展战略目标，重视绩效考核体系满足当前企业发展需求，并重视企业文化的建设，通过先进的管理理念促进企业的稳定发展。因此，通过有效的绩效管理策略，加强内外管理措施，从而更好地促进企业经济效益最大化的实现，并能够在激烈的市场竞争中处于不败之地。[5]

四、结束语

综上所述，管理学鼻祖彼得·德鲁克曾说过：“做正确的事比正确地做事更重要”，因此，重新审视企业的绩效管理状况，找出制约绩效提高的真正原因，从而对症下药，无疑是非常重要的。

参考文献：

[1]刘丹丹.我国中小企业绩效管理中存在的主要问题及应对策略[J].企业改革与管理,2018(21):94-95.

[2]杨小盈.试论我国民营企业绩效管理存在的问题及对策[J].财会学习,2018(04):128-129.

[3]陈淼.某企业绩效管理体系研究[D].郑州大学,2017.

[4].创新型企业绩效评价研究[D].武汉理工大学,2012.

[5]宋哲.基于内部服务的企业绩效管理研究[D].天津大学,2009.Analysis of Existing Problems and Countermeasures of Enterprise

Performance Management

Wang Qingwei

(Zhengzhou Electric Power College,Zhengzhou,Henan450000)

Abstract:Performance management is an important part of modern enterprise human resource man-agement,the core of the work is encouraging the employees,conveying the enterprise’s development goals and strengthening the core competitiveness of the enterprise based on the enterprise culture,it can be said that performance management is the main basis for the implementation of enterprise human resource man-agement policy,and is also an important embodiment of the intrinsic value of the enterprise.Based on this, this paper studies the existing problems and countermeasures of enterprise performance management for reference.

Keywords:enterprise;performance management;problems;countermeasures

Performance appraisal is an important link in enterprise management.It evaluates the production mode and staff task completion status of the enter-prise under the support of enterprise goals and per-formance standards,and realizes the improvement of enterprise production capacity and obtainment of benefits on the basis of evaluation results feedback, which plays a significant role in enterprise develop-ment.

I.The Main Function of Performance Management to Enterprises

In modern enterprise management,perfor-mance management is one of the key links.No matter it is a listed enterprise or a small and medi-um-sized enterprise,effective performance man-agement can have a favorable impact on the future growth of enterprises,conform to the strategy of en-terprises,enhance the creativity of enterprises,and enable them to achieve their goals.Firstly,perfor-mance management can audit employees with a fair attitude,and use rigorous and scientific man-agement rules and governance system to measure employees'skill level and all behaviors.In addi-tion,it has its own rules,which can instruct em-ployees,stipulate what can be done and what can't be done,and make employees clear about their re-sponsibilities,thus providing a just playing field and a positive atmosphere.Secondly,performance management can play a positive role when enter-prises realize their strategies.Because it can pay attention to the current actual situation of the en-terprise,and form an effective and rigorous enter-

About the author:Wang Qingwei(1963-),male,lecturer,research interest:economic management.

Technology and Management

prise layout,such as some aspects of employees, for example,salary,welfare and employee cultiva-tion,etc.In addition,it can also attract more tal-ents for enterprises and build excellent teams,so that enterprises can achieve their goals,at the same time,rigorous attitude is also conducive to the discover their own shortcomings,timely intro-spect to ensure the long-term operation of the en-terprise.

II.Problems Existing in Enterprise Perfor-mance Management

Opera

(i)Philosophy Environment of Business Opera--tion

In the operation of enterprises,its manage-ment philosophy is a pillar,which affects the pro-duction and operation of enterprises.From a funda-mental point of view,performance appraisal is the most commonly used management method,and business philosophy will have a significant impact on enterprise management.Usually,every enter-prise has its own corporate culture,and the busi-ness philosophy is one of them,including the core value of the enterprise,the management method of the enterprise,the management rules of the enter-prise and so on.However,due to the influence of internal and external environment,enterprise cul-ture is often defective to some extent.As a result, senior staff do not attach importance to perfor-mance appraisal and do not pay attention to perfor-mance appraisal,which makes performance ap-praisal ineffective[1].

(ii)The Management Mechanism is Not Perfect

Nowadays,the government decides who the CEO of a company is.Generally,the individual has more power,and the head of a state-owned enter-prise has more power.One person takes on more po-sitions,which will make the company not adapt to the market.On the other hand,due to complicated personnel relations,the relationship between the parties is complex and disorganized,the boundaries and responsibilities are not

clear.

(iii)Indicators of Performance are Difficult to Determine

For performance appraisal,the formulation of appraisal index scheme is the key.In practical oper-ation,it is necessary to fully record the opinions of senior executives and employees at all levels and es-tablish key performance indicators from the bottom up.At the same time,in order to make performance indicators have a certain limiting effect on employ-ees,it is necessary to set some goals to better imple-ment performance management.Some department executives did not attach importance to performance management from the bottom of their hearts.They simply implemented the appraisal according to the plan,only paying attention to the form,but did not actually implement it.At the same time,since it is personnel who conduct assessment and evaluation, some people will be evaluated by their own subjec-tive consciousness inevitably,which will lead to prejudice.The evaluation is not based on facts and lacks impartiality.In addition,some managers are not good enough to cultivate their subordinates, which leads to low management efficiency and poor results.

III.Countermeasures to Solve the Perfor-mance Management Problems of Small and Medium-Sized Enterprises

Per

(i)Strengthen the Foundation of Enterprise Per--formance Management Implementation

For the smooth progress and development of enterprise performance management,we should at-tach importance to enterprise management.Firstly, it is necessary to improve the knowledge level,de-velopment ability and management level of senior management.Because many managers have low ed-ucational background and level,they only have a vague concept on enterprise management perfor-mance,in view of this situation,the senior manage-ment should pay more attention to the performance, have a more profound plan for themselves,and con-duct rigorous performance appraisal.Secondly,bot-tom tier employees are the direct stakeholders of performance.If employees don't understand this, they will have dissatisfaction and complain,result-ing in performance failure.Therefore,it is very im-portant to attach importance to employees.Employ-ees should have a sense of responsibility,create a good evaluation environment and an aspirant work-ing environment,contribute to the enterprise’s de-velopment and develop the enterprise culture[2].

(ii)Making Experiments on Market-Oriented Talent Selection,Explore Contractual Management In terms of management,a new management mode can get twice the result with half the effort. Contractual management,which is to make an agreement in writing,enumerate the responsibilities and obligations of both parties and the rights of all parties,and sign a contract according to the rele-vant legal requirements and enterprise regulations. This new model is innovative and changes the tra-ditional way,changing the administrative order to be processed in accordance with the rules,making the control right separate from the business right. In the process of actual implementation,some im-portant aspects can be selected for testing,and contract details,such as objectives and business methods,can be specified for assessment,reward for completing the task,and punishment for failing to complete the task.In addition,after the key per-formance indicators are determined,they cannot be changed in general circumstances except for spe-cial reasons[3].

(iii)Establishing Correct Understanding

Everyone has different levels,abilities,back-grounds,etc.,so it is impossible to have the same management on everyone,however,comparatively speaking,we are all in the same environment and have the same pursuit,so we can forge ahead togeth-er.In performance management,everyone is useful and contributes to the team.Everyone should give full play to their strengths and avoid their weakness-es.Human management is the essence of human re-sources,good management of human is conducive to the development of enterprises,in a modern environ-ment,and success cannot be achieved by one person alone.In such an environment of performance ap-praisal,efforts should be made to develop its role, form a good competitive environment,motivate em-ployees,and promote the improvement of personal ability at the same time to improve company perfor-mance.

In (iv)Designing the Performance Appraisal In--dex System Scientifically

The selection of key performance indicators should be based on the actual situation,such as dif-ferent positions and different people,and different indicators,such as financial indicators,non-finan-cial indicators,should be applied in the performance assessment.After the detailed classification of work, different assessment methods should be adopted for different positions,and assign the overall objectives to the lower level,adopt the smart principle to ex-plain the meaning of different indicators.In addi-tion,these key performance indicators must be quantifiable,such as scoring with a balanced score-card.Finally,according to the actual implementa-tion of indicators,the performance indicator system should be avoided from being influenced by the sub-jective factors of senior executives[4].

(v)Ensuring the Improvement of Business Management Concept and Environment

In order to ensure that the performance ap-praisal of enterprises plays its role,we need to up-

Technology and Management

date the concept of performance management,and pay attention to the surrounding environment,which can play a role and have a powerful driving effect.In the actual process,the middle and senior personnel of the enterprise should first change their ideas,fol-low the national policies,and put people first.Peo-ple are the core of management,and those who win the hearts of the people win the world.Moreover,it is necessary to understand the personality character-istics,advantages,disadvantages and ability levels of each employee.Only after all these are known, can we better match people in their proper positions, give full play to their strengths and maximize the overall benefits.In terms of the internal environment of the enterprise,it is necessary to attach importance to the career planning of employees,maximize their own value,motivate employees'enthusiasm,make them more active in work,and contribute more to the increase of enterprise interests.At the same time,formulate strategic goals for enterprises’fu-ture development,and pay attention to the perfor-mance appraisal system meeting the current needs of enterprise development and to the construction of the enterprises’culture,promote the stable develop-ment of the enterprise through advanced manage-ment concept.Therefore,through effective perfor-mance management strategy strengthen internal and external management measures so as to better pro-mote the realization of enterprise economic benefits into maximization,and be in an invincible position in the fierce market competition[5].

IV.Conclusion

Peter F.Drucker,the founder of management once said:“It's more important to do the right thing than to do it right.”Therefore,it is undoubtedly very important to re-examine the performance manage-ment of enterprises and find out the real reasons re-stricting the improvement of performance,so as to treat the disease.

References:

[1]刘丹丹.我国中小企业绩效管理中存在的主要问题及应对策略[J].企业改革与管理,2018(21):94-95.

[2]杨小盈.试论我国民营企业绩效管理存在的问题及对策[J].财会学习,2018(04):128-129.

[3]陈淼.某企业绩效管理体系研究[D].郑州大学,2017.

[4].创新型企业绩效评价研究[D].武汉理工大学,2012.

[5]宋哲.基于内部服务的企业绩效管理研究[D].天津大学,2009.

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