State-owned company performance examines an issue solve, go up at all should go up from property right reform proceed with, possessory, operator mixes specific company the interest of employee, form stronger drive finally to restrain a mechanism, make the operator of state-owned company and employee have enough power and pressure to carry out performance assessment. However the property right reform of state-owned company is a quite complex issue, had perplexed Chinese government old, either can solve very quickly. But state-owned company must want to begin reform on administrative system now, come from domestic and international increasingly incentive competition in order to answer. Accordingly, although state-owned company wants to transform at a draught mechanism, carry out examining a system very strictly with perfect performance is more difficult. But in wanting the procedure that state-owned company is establishing performance to examine a system only, do not carry out performance to assess in whole industry at the beginning, carry out very complex performance assessment blindly perhaps with tide, act on however " slow and steady, do first pilot, progressively promotion " principle, from the simplest beginning, one step by step by arrive simply complex, by local to overall situation, more perfect performance is built to assess a system to remain a possibility in state-owned company. What can undertake to the partial employee of the enterprise performance is assessed first for example is pilot, popularize stage by stage again on the foundation that sums up experience lesson, do not beg fast, but beg firm. Specific for, can take the following strategy and step.
The first pace, look for what accurate performance assesses to cut a point
The selection is big to industry influence or performance is relative for had compared measured that part employee to undertake assessing, cut a point as what build whole performance to examine a system, can reduce the resistance of employee of state-owned company interior, and can reduce the technical difficulty that carry out substantially. Have the pilot job of period of time, let other employee have the time that a paragraph of psychology adjusts, also can experience performance to check brought result and pressure at the same time, those who be helpful for performance examining a system is farther carry out.
The difference of working category high performance and average performance (% )
Blue collar worker 15
Clerk 17
Craftsman 25
Thing sex administrator 28
Professional technology personnel 46
Blame is safe kind of salesperson 42
Insurance salesperson 97
To any state-owned companies, include 6 kinds of personnel commonly: Personnel of staff of staff member of administrator of tall canal, middle-level, common function, salesperson, production, research and development, what which kinds of personnel assesses as performance to choose to cut a point after all? The performance difference between the high performance employee that expressing what show is different job category and average performance employee, difference jumps over big specification to need to undertake performance is assessed more. Express one medium routine administrator to be able to regard the middle-level administrator in the state-owend enterprise, clerk can regard common function personnel, craftsman can regard manufacturing worker, professional technology personnel can regard personnel of research and development, finally is two kinds of salespersons. Can see from the watch, what need to undertake performance is assessed most is a salesperson, because assessment is incentive to employee effect is the most apparent, it is personnel of research and development next, it is middle-level administrator again, final ability is common function personnel.
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