粗象绩效考核
<p class="MsoNormal" style="margin:0cm 0cm 0pt"><span style="font-family:宋体;mso-ascii-font-family:'times new roman';mso-hansi-font-family:'times new roman'">前些天，群内有人经常谈到考核</span><span lang="EN-US"><font face="Times New Roman"> </font></span></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"><span lang="EN-US"><span style="mso-spacerun:yes"><font face="Times New Roman"> </font></span></span></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"><span style="font-family:宋体;mso-ascii-font-family:'times new roman';mso-hansi-font-family:'times new roman'">当时，俺讲过，考核是需要有一定管理基础的</span><span lang="EN-US"><font face="Times New Roman"> </font></span></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"><span lang="EN-US"><span style="mso-spacerun:yes"><font face="Times New Roman"> </font></span></span></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"><span style="font-family:宋体;mso-ascii-font-family:'times new roman';mso-hansi-font-family:'times new roman'">那么，这个管理基础是指什么？</span><span lang="EN-US"><font face="Times New Roman"> </font></span></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"><span lang="EN-US"><span style="mso-spacerun:yes"><font face="Times New Roman"> </font></span></span></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"><span style="font-family:宋体;mso-ascii-font-family:'times new roman';mso-hansi-font-family:'times new roman'">这里，我们可以倒着推，就以</span><span lang="EN-US"><font face="Times New Roman">KPI</font></span><span style="font-family:宋体;mso-ascii-font-family:'times new roman';mso-hansi-font-family:'times new roman'">为例</span><span lang="EN-US"><font face="Times New Roman"> </font></span></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"><font face="Times New Roman"></font></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"><span style="font-family:宋体;mso-ascii-font-family:'times new roman';mso-hansi-font-family:'times new roman'">一个岗位，要提取它的</span><span lang="EN-US"><font face="Times New Roman">KPI</font></span><span style="font-family:宋体;mso-ascii-font-family:'times new roman';mso-hansi-font-family:'times new roman'">，也就是关键绩效指标，需要什么前提？</span><span lang="EN-US"><font face="Times New Roman"> </font></span></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"><font face="Times New Roman"></font></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"><span style="font-family:宋体;mso-ascii-font-family:'times new roman';mso-hansi-font-family:'times new roman'">首先是要有岗位职责，</span><span lang="EN-US"><font face="Times New Roman">KPI</font></span><span style="font-family:宋体;mso-ascii-font-family:'times new roman';mso-hansi-font-family:'times new roman'">是从众多的岗位职责中提出来“关键指标”</span><span lang="EN-US"><font face="Times New Roman"> </font></span></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"><font face="Times New Roman"></font></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"><span style="font-family:宋体;mso-ascii-font-family:'times new roman';mso-hansi-font-family:'times new roman'">也就是说，除了临时性的中心任务是动态以外，其它指标都包含在岗位职责之中</span><font face="Times New Roman"> </font></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"><font face="Times New Roman"></font></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"><span style="font-family:宋体;mso-ascii-font-family:'times new roman';mso-hansi-font-family:'times new roman'">倒过来推，就是这样的：岗位职责——工作说明书——组织架构——公司总体目标</span><span lang="EN-US"><font face="Times New Roman"> </font></span></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"><font face="Times New Roman"></font></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"><span style="font-family:宋体;mso-ascii-font-family:'times new roman';mso-hansi-font-family:'times new roman'">有了这些基础的规范和规则，才可以考虑考核方案</span><span lang="EN-US"><font face="Times New Roman"> </font></span></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"><font face="Times New Roman"></font></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"><span style="font-family:宋体;mso-ascii-font-family:'times new roman';mso-hansi-font-family:'times new roman'">前些天，大家经常提到一个问题：这些基础工作都未完成，老板却要强令做考核</span><span lang="EN-US"><font face="Times New Roman"> </font></span></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"><font face="Times New Roman"></font></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"><span style="font-family:宋体;mso-ascii-font-family:'times new roman';mso-hansi-font-family:'times new roman'">这就遇到一个两难问题：要做，管理基础不具备，指标提取无依据；不做，老板那里又不好交待并且许多老板自身不懂，老板只听说过考核是一个好东东，并跃跃欲试</span><font face="Times New Roman"> </font></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"><font face="Times New Roman"></font></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"><span style="font-family:宋体;mso-ascii-font-family:'times new roman';mso-hansi-font-family:'times new roman'">这个时候，就有一个变通的办法：以粗象应对粗象！</span><span lang="EN-US"><font face="Times New Roman"> </font></span></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"><span lang="EN-US"><span style="mso-spacerun:yes"><font face="Times New Roman"> </font></span></span></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"><span style="font-family:宋体;mso-ascii-font-family:'times new roman';mso-hansi-font-family:'times new roman'">自己先将企业各部门基本职责、管理人员、基层职员的具体工作范围弄清楚，自己心中有数</span><span lang="EN-US"><font face="Times New Roman"> </font></span></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"><span style="font-family:宋体;mso-ascii-font-family:'times new roman';mso-hansi-font-family:'times new roman'">然后，找出各部门之间一些具有共性的、相类似的工作</span><span lang="EN-US"><font face="Times New Roman"> </font></span></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"><font face="Times New Roman"></font></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"><span style="font-family:宋体;mso-ascii-font-family:'times new roman';mso-hansi-font-family:'times new roman'">并且，只提取这些类似的、共性的工作，不要去管具体的、有区别的工作</span><font face="Times New Roman"> </font></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"><font face="Times New Roman"></font></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"><span style="font-family:宋体;mso-ascii-font-family:'times new roman';mso-hansi-font-family:'times new roman'">比喻说：“能按时完成工作任务”这一条，就不要去管他具体完成什么工作任务</span></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"><span style="font-family:宋体;mso-ascii-font-family:'times new roman';mso-hansi-font-family:'times new roman'">在这一条的下面，再设定：超额完成</span><span lang="EN-US"><font face="Times New Roman">A</font></span><span style="font-family:宋体;mso-ascii-font-family:'times new roman';mso-hansi-font-family:'times new roman'">、可以完成</span><span lang="EN-US"><font face="Times New Roman">B</font></span><span style="font-family:宋体;mso-ascii-font-family:'times new roman';mso-hansi-font-family:'times new roman'">、勉强完成</span><span lang="EN-US"><font face="Times New Roman">C</font></span><span style="font-family:宋体;mso-ascii-font-family:'times new roman';mso-hansi-font-family:'times new roman'">、不能完成</span><span lang="EN-US"><font face="Times New Roman">D</font></span></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"><font face="Times New Roman"></font></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"><span style="font-family:宋体;mso-ascii-font-family:'times new roman';mso-hansi-font-family:'times new roman'">其它共性的工作，也可以依此设定</span></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"><span style="font-family:宋体;mso-ascii-font-family:'times new roman';mso-hansi-font-family:'times new roman'">找出</span><span lang="EN-US"><font face="Times New Roman">10</font></span><span style="font-family:宋体;mso-ascii-font-family:'times new roman';mso-hansi-font-family:'times new roman'">个或</span><span lang="EN-US"><font face="Times New Roman">10</font></span><span style="font-family:宋体;mso-ascii-font-family:'times new roman';mso-hansi-font-family:'times new roman'">个以上的项目，就可以制成一张粗象的考核表，就可以试行了</span></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"><span style="font-family:宋体;mso-ascii-font-family:'times new roman';mso-hansi-font-family:'times new roman'">这样做，一是可以应付老板，二是可以养成员工的考核意识，三是对具体的事务也不会形成过大的冲击</span></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"><span lang="EN-US"><span style="mso-spacerun:yes"><font face="Times New Roman"> </font></span></span></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"><span style="font-family:宋体;mso-ascii-font-family:'times new roman';mso-hansi-font-family:'times new roman'">这个形式上的玩意儿经历一段时间后，自己就可以腾出手来完善其它的管理基础</span></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"><span style="font-family:宋体;mso-ascii-font-family:'times new roman';mso-hansi-font-family:'times new roman'">一旦其它的基础工作完成了，再步步深入，逐渐回归到正常的考核上来</span></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"><span style="font-family:宋体;mso-ascii-font-family:'times new roman';mso-hansi-font-family:'times new roman'">这种形式，虽然只是一种应付的形式，但很多时候，可以延长我们的职业周期</span></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"><span style="font-family:宋体;mso-ascii-font-family:'times new roman';mso-hansi-font-family:'times new roman'">而职业周期的延长，就给我们赢得了时间，这个时间是最重要的，在这个时间内，能解决其它基础工作方面的问题，才可以继续玩这个游戏</span></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"><span style="font-family:宋体;mso-ascii-font-family:'times new roman';mso-hansi-font-family:'times new roman'">上面，我讲的只是没有明确的职责，没有白纸黑字的工作说明书之类的情况，完全需要自己动手去“摸索”之类的状况</span></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"><span style="font-family:宋体;mso-ascii-font-family:'times new roman';mso-hansi-font-family:'times new roman'">广东的企业，当年经历暴发阶段后，很多都是这种情况，什么文字资料与规则都没有</span></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"><span lang="EN-US"><p><font face="Times New Roman"> </font></p></span></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"><span style="font-family:宋体;mso-ascii-font-family:'times new roman';mso-hansi-font-family:'times new roman'">但老板却要建立规则，实现考核</span></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"><span style="font-family:宋体;mso-ascii-font-family:'times new roman';mso-hansi-font-family:'times new roman'">这个时候，你不做，那么，你可以走了！</span></p><p class="MsoNormal" align="left" style="margin:0cm 0cm 0pt;text-align:left;mso-pagination:widow-orphan"><span lang="EN-US" style="font-size:10pt;font-family:宋体;mso-font-kerning:0pt;mso-bidi-font-family:宋体"><br /></span><span style="font-family:宋体;mso-bidi-font-size:10.5pt;mso-font-kerning:0pt;mso-bidi-font-family:宋体">很多专业化的人士并不是做不好而出局的，而是没有去应付，企图一蹴而就，一举成功<span lang="EN-US"> <p></p></span></span></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"><span lang="EN-US" style="mso-bidi-font-size:10.5pt"><p><font face="Times New Roman"> </font></p></span></p><p class="MsoNormal" align="left" style="margin:0cm 0cm 0pt;text-align:left;mso-pagination:widow-orphan"><span style="font-family:宋体;mso-bidi-font-size:10.5pt;mso-font-kerning:0pt;mso-bidi-font-family:宋体">结果呢？最终还是因为管理基础不具备，而专业人士又希望一步到位，出现现实与理想不符，最终不得不失败<span lang="EN-US"><br /><br /></span>有些强势的专业人士在老板的支持下，也完成了这类考核，但其中可以看到他们的艰辛：一是不断调整指标，二是一边确定指标，一边完善基础工作<span lang="EN-US"><br /><br /></span>所以，在管理基础并不具备的情况下，我个人看法，可以尝试进行这类粗象的考核，先应急，再补充基础工作<span lang="EN-US"><br style="mso-special-character:line-break" /><br style="mso-special-character:line-break" /><p></p></span></span></p><p class="MsoNormal" align="left" style="margin:0cm 0cm 0pt;text-align:left;mso-pagination:widow-orphan"><span style="font-family:宋体;mso-bidi-font-size:10.5pt;mso-font-kerning:0pt;mso-bidi-font-family:宋体">绩效考核来源于哪里？说到底，来源于“绩效管理”，而考核只是一个方面、一个过程<span lang="EN-US"><p></p></span></span></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"><span lang="EN-US"><p><font face="Times New Roman"> </font></p></span></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"><span style="font-family:宋体;mso-ascii-font-family:'times new roman';mso-hansi-font-family:'times new roman'">我们国内企业，借鉴别人的东东，只是剥离出来了考核这一环节，并将这一环节运用于剥削、压榨、职场政治。</span></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"><span lang="EN-US"><p><font face="Times New Roman"> </font></p></span></p><p class="MsoNormal" style="margin:0cm 0cm 0pt"><span style="font-family:宋体;mso-ascii-font-family:'times new roman';mso-hansi-font-family:'times new roman'">绩效管理的根本目标，在于提高全员绩效，激励被考核的对象创造出更大的业绩，而我们的那些歪嘴和尚却念出了歪经，要么变成獅老板可以帮助企业提高收益的工具，要么变成整人的工具</span></p> 但是没有数据说话，这考核分数只是打出来的而不是计算出来的，算不上是真正意义上的绩效考核。应该只能说是在应付老板上的变通吧。
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