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企业绩效管理体系设计

Performance Management System

 

      多年来,泛太平洋咨询团队为许多大型企业设计了绩效管理体系。优秀的绩效管理体系必须充分体现公司整体发展战略和业务重点的要求,摈弃那些为考核而考核的狭隘的业绩考评思路。绩效管理体系是公司战略实施的核心指标体系,同时也包含了对企业在不同阶段不同能力水平和不同文化下的实施流程指南。泛太平洋咨询团队一贯倡导绩效管理体系设计的可操作性和激励性。如何切实释放员工的能量和工作热情,如何切实让绩效管理成为公司战略落地的工具,形成了泛太平洋咨询团队在该领域创新的重要特色。

 

To help companies design and install their enterprise-wide performance system has been one of PPMI’s prominent services in last decade. It has been a popular fallacy among many Chinese companies – a performance system is a pile of KPIs, and the KPIs would automatically drive employees performance. We are certainly not in this camp! Over the years PPMI has developed its “multi-face performance system” model which emphasizes the interfaces between KPIs and all related supporting and functional units in the whole organization. Three distinctive features for PPMI’s methodology in implementing performance management system - always build the performance metrics linked to the top-level business strategy, always design the system by simplicity principles, and always help clients to cultivate the right performance-driven culture.  To unleash employees’ passion and motivation, PPMI’s approach in performance management also incorporate the concepts of “head space”, “elbow space”, and a certain amount of leeway for managers to deploy. 

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