《績效考核量化實操全案》是中國水利水電出版社出版，作者是馮濤，主要講述業績考核方法和實戰
基本介紹
- 中文名：績效考核量化實操全案
- 作者：馮濤
- 出版時間：2022年11月1日
- 出版社：中國水利水電出版社
- 頁數：252 頁
- 字數：231000
- ISBN：9787522609720
- 定價：79.8 元
- 開本：16 開
- 裝幀：平裝膠訂
內容簡介,圖書目錄,作者簡介,
內容簡介
本書講述了績效考核的方法及實戰套用。績效考核“3×3”體系的邏輯有三個重點：三個要素、三個層次指標和指標的量化。績效契約的三個要素，即績效指標、績效權重和目標值，只要把這三要素設計好就可以。績效指標的三個層次，即企業層面的績效指標、部門層面的績效指標和個人層面的績效指標。在進行績效體系設計時，必須明確這三個層次的指標。有些管理者不知道如何對指標進行考核，主要是不知道如何對指標進行量化。如果沒有對指標進行量化，就很難對指標進行合理地打分，以至於在打分時產生分歧。如果能有效地對指標進行量化，那么在對指標打分的時候就變成了簡單的計算，既不會產生歧義，也會使績效考核變得越來越簡單。
管理大師彼得 · 德魯克說：“管理就是要可衡量，能量化的儘量量化。”所以我們在績效考核時要遵循一個原則：“不能量化的就不要考核，只要是考核的指標就儘量做到量化。”本書內容通俗易懂，實操性強，特別適合績效考核從業人員、人力資源管理實務入門者、企業管理者及各高校人力資源管理專業的學生使用。
圖書目錄
緒言 ································································· 1
第1章 績效管理的基本
1.1 績效如何量化——無量化不考核 ····················· 8
1.1.1 辣度怎樣量化 ························································ 8
1.1.2 指標不量化的壞處 ·················································· 9
1.1.3 指標量化的方法 ···················································· 10
1.2 績效如何讓員工認可—員工不認可的績效無法執行 ················································· 14
1.2.1 員工為什麼反對績效考核 ········································ 14
1.2.2 績效管理的目的 ···················································· 17
1.2.3 企業管理中新員工和老員工績效得分的現狀 ················· 18
1.2.4 績效得分是算出來的，不是打出來的 ························· 19
1.2.5 績效管理的誤區 ···················································· 20
第2章 績效指標的提取（上）
2.1 績效指標提取的 5 個步驟 ···························· 26
2.2 平衡計分卡與戰略地圖 ······························· 28
2.2.1 平衡計分卡簡析 ···················································· 28
2.2.2 企業級的平衡計分卡 ·············································· 31
2.2.3 部門級的平衡計分卡 ·············································· 34
2.2.4 戰略地圖和平衡計分卡的關係 ·································· 40
第3章 績效指標的提取（下）
3.1 基於關鍵成功要素的提煉 ···························· 54
3.2 基於戰略自上而下的分解 ····························· 57
3.3 基於崗位職責自下而上的提煉 ······················ 60
3.4 基於流程的橫向分割 ·································· 62
3.5 過程指標還是結果指標 ······························· 71
3.5.1 過程指標和結果指標的分析 ····································· 71
3.5.2 如何把一個結果指標分成若干個過程指標 ···················· 73
3.5.3 過程與結果的關係，機率不是必然 ···························· 74
3.5.4 一個過程指標：製造期效率或運營效率 ······················· 76
3.6 常用指標的詳細描述 ·································· 78
3.6.1 員工離職率的五種算法 ··········································· 78
3.6.2 薪酬滿意度的誤區 ················································· 83
3.6.3 態度和能力指標 ···················································· 86
第4章 目標的合理設定
4.1 膽大包天還是得寸進尺 ······························· 90
4.2 目標是固定值還是範圍 ······························· 94
4.3 大幅波動還是小幅波動 ······························· 95
4.4 一個總目標還是若干個分目標 ······················ 96
4.5 由企業定目標還是由員工自己定目標 ············102
4.6 鞭打“快牛”還是鞭打“慢牛” ··················103
4.7 計畫準確率 ·············································107
4.8 對領導拍腦門的看法 ·································109
第5章 績效的輔導執行
5.1 績效執行過程中的角色分工 ························ 114
5.1.1 如何確保績效順利達成 ··········································115
5.1.2 執行的技巧 ·························································116
5.1.3 損失規避原則 ······················································118
5.1.4 0 和 100 的分歧 ····················································119
5.1.5 績效成功實施的關鍵要素 ······································ 122
5.1.6 公開承諾 ··························································· 124
5.1.7 從小處做起 ························································ 125
5.2 如何完成招聘指標 ····································128
5.2.1 校招、社招雙向發力助德勝皮業完成招聘任務 ············ 128
5.2.2 三項舉措讓幸福藥業再也不用為銷售人員發愁 ············ 131
5.2.3 簡單的行為幫助京騰塑膠擺脫了用工荒 ····················· 135
5.2.4 一項措施使廣州海新離職率降低一半 ······················· 137
5.3 在實際操作中碰到的問題 ···························139
5.3.1 如何避免中層管理者在傳達政策、制度的時候走樣 ······ 139
5.3.2 如何避免中層管理者對下屬員工的偏袒 ····················· 140
5.3.3 如何跟中層管理者溝通，以確保執行效果 ·················· 140
5.4 績效指標的調整 ·······································143
5.4.1 績效指標的過程調整 ············································ 143
5.4.2 滴滴和易到績效指標的調整 ··································· 149
5.4.3 何時調整績效指標 ··············································· 152
第6章 績效管理的配套制度
6.1 績效指標庫概述 ·······································158
6.1.1 績效指標庫的作用 ··············································· 158
6.1.2 績效指標庫構成要素詳解 ······································ 159
6.1.3 績效指標庫的調整 ··············································· 162
6.2 績效評價 ················································163
6.2.1 誰來進行績效評價 ··············································· 163
6.2.2 績效評價的方法 ·················································· 168
6.3 績效考核周期 ··········································170
6.3.1 績效考核周期的相關因素 ······································ 170
6.3.2 不同層次員工的考核周期如何設計更合理 ·················· 172
6.3.3 年考和月考的關係 ··············································· 173
6.4 強制分布 ················································175
6.4.1 強制分布的合理性問題 ········································· 175
6.4.2 強制分布的比例問題 ············································ 176
6.5 績效管理制度與流程 ·································178
6.5.1 績效管理的流程 ·················································· 178
6.5.2 詳細分析某企業的績效管理制度 ····························· 179
6.5.3 各層級績效指標多少個合適 ··································· 184
6.5.4 不考核的指標員工不作為怎么辦 ····························· 185
6.5.5 誰來制定員工的績效考核指標 ································ 187
第7章 績效結果套用
7.1 績效結果套用在哪裡 ·································190
7.2 績效申訴與改進 ·······································193
7.2.1 績效申訴如何處理 ··············································· 194
7.2.2 績效改進 ··························································· 195
7.2.3 京東績效指標的改進 ············································ 197
7.2.4 如何找到問題的根源—知道問題的根源才能解決問題 ············································ 198
7.3 績效與薪酬管理的結合 ······························203
7.3.1 績效管理與薪酬分配體系怎樣結合才能更公平 ············ 203
7.3.2 績效結果與薪酬漲跌的結合 ··································· 204
7.3.3 結果公平和機會公平 ·············································211
7.4 向行業挑戰—整個行業的做法都是錯的 ·······214
7.4.1 混凝土行業績效工資的誤區 ··································· 214
7.4.2 號外：計程車如何交接班 ······································ 217
7.4.3 汽車 4S 店績效工資的誤區 ····································· 218
附錄 A 績效評價相關表格 ·································222
附錄 B 態度、能力指標類相關表格 ·····················224
附錄 C 申訴類相關表格 ···································232
附錄 D 書中自有黃金屋 ···································233
後記 小改善，大變化 ······································239
作者簡介
馮 濤
人力資源專業講師十強、北京大學光華管理學院MBA（工商管理碩士）、中國人力資源開發研究會特聘專家、中國企業管理能力建設工程特聘專家、58同城與中華英才網特聘人力資源講師，薪酬設計“6+1”模式創始人、2018年人力資源雜誌封面專家。
作者崇尚案例教學，書中所有案例均來自管理諮詢中實際的企業案例，生動有趣，啟發性強。曾出版《薪酬設計“6+1”》《績效量化管理實操指南》等著作。
