Performance Management
Performance Management
Performance management system
Haier follows the rigorous performance management strategy. The system is fully transparent. Evaluations of all employees, including managers, are openly displayed. Haier’s performance management is linked to employee rewards and development. The evaluation is based on daily, monthly and yearly basis.
Performance measurement
The system is fully transparent. Evaluations of all employees, including managers, are openly displayed. Haier’s performance management is linked to employee rewards and development. There is practically no room for discretional evaluation by supervisors and managers. Every employee is subject to frequent and transparent performance appraisals.
Methods use to measure performance of your employees
Performance is evaluated through different tools. Individual ranking is done by comparing the performance of all the employees from highest to lowest performance. Paired comparison is also used for the performance evaluation by measuring the quality of work, quantity of work and creativity of employees. A consultant is also hired for measuring performance of the employees.
When performance is measured?
Employees are ranked daily on results, managers monthly on performance; quarterly on potential. The evaluation of workers for wages is individualistic, instantaneous, quantitative, monetary, competitive and open.
Feedback to employees against their tasks and duties
Feedback is also given to the employees against their tasks and duties. . Each employee receives a daily grade for actual performance and progress toward achieving his or her target. Daily evaluation results are shown to workers the next day on the bulletin boards in the factory.
Performance appraisal system of your organization
Every employee is subject to frequent and transparent performance appraisals. Low performers are ‘put on medication’ which means remedial training. More serious cases are put on ‘IV use’ which includes demotion.
Performance management system
Haier follows the rigorous performance management strategy. The system is fully transparent. Evaluations of all employees, including managers, are openly displayed. Haier’s performance management is linked to employee rewards and development. The evaluation is based on daily, monthly and yearly basis.
Performance measurement
The system is fully transparent. Evaluations of all employees, including managers, are openly displayed. Haier’s performance management is linked to employee rewards and development. There is practically no room for discretional evaluation by supervisors and managers. Every employee is subject to frequent and transparent performance appraisals.
Methods use to measure performance of your employees
Performance is evaluated through different tools. Individual ranking is done by comparing the performance of all the employees from highest to lowest performance. Paired comparison is also used for the performance evaluation by measuring the quality of work, quantity of work and creativity of employees. A consultant is also hired for measuring performance of the employees.
When performance is measured?
Employees are ranked daily on results, managers monthly on performance; quarterly on potential. The evaluation of workers for wages is individualistic, instantaneous, quantitative, monetary, competitive and open.
Feedback to employees against their tasks and duties
Feedback is also given to the employees against their tasks and duties. . Each employee receives a daily grade for actual performance and progress toward achieving his or her target. Daily evaluation results are shown to workers the next day on the bulletin boards in the factory.
Performance appraisal system of your organization
Every employee is subject to frequent and transparent performance appraisals. Low performers are ‘put on medication’ which means remedial training. More serious cases are put on ‘IV use’ which includes demotion.