In today's class, Chen Bo met Xu Jianren, who he hadn't seen for a long time, and this time he came to teach performance management, and the classroom atmosphere was obviously much more relaxed.

"Wait a while, wait for me to debug the equipment, this course is broadcast live around the world, I hope the students will concentrate and not lose face in front of billions of people."

Xu Jianren finally rejected the correct position of the messy data cables one by one, confirmed that the visual window could see the impact, and coughed lightly twice to remind everyone to be decent.

"Billions of people, really fake? Is there really that much simultaneous online viewing? Chen Bo blew lightly between his lips, keeping his neck straight and straight.

Wang Xu lay directly on the table, his head facing Chen Bo's side, yesterday was another day without enough rest.

"It's unrealistic to think about it, we can eliminate half of the people in this class time, and his class is not interesting, it would be good to have tens of thousands of people online at the same time."

"Then you underestimate him too much, he is the leading teacher of our academy, I think there must be at least two or three hundred thousand to be reasonable." Chen Bo wanted to search for the room number, but he couldn't do it for a while.

Wang Xu was puzzled: "It's too convenient to get resources now, many of them are packed and thrown into the warehouse to eat ashes, and they will only be used when they think about it, but those paid courses, the interaction and feedback are much better." ”

"Some teachers who teach social behavior have done an experiment, he packed his courseware for a semester, changed a few different titles, and put them out in the form of free, one 9.9 yuan, and one 99 yuan, and found that 9.9 yuan has the best effect."

"Of course, it may be because the division is not detailed enough, there must be a more reasonable price point in the range of 9.9 yuan to 99 yuan, and this study won the Nobel Prize in economics five years after it was published, which is used to explore and demonstrate people's preference for resources at different prices."

"You're far away, aren't you afraid of being broadcast live in this state?" Chen Bo hurriedly pulled the topic back.

Wang Xu stretched out his finger and pointed to the position of his temple, "Use your brain, have you ever seen the seats and students appear in the video in online classes, aren't they all teachers and blackboard projectors, he will scare people." ”

"yes, you're still experienced." Chen Bo got rid of the state of sitting upright, and leaned back on the chair with his legs apart.

"Performance appraisal has always been an important part of enterprise management, and each of you will not be able to escape in the future.

Xu Jianren's words were not rough, and most of the students in the audience were used to this style, their eyes were concentrated, and they followed Xu Jianren's fingertips to divert their gaze.

"Teacher, can't you just not die, I think I can resist."

One of the warriors raised his hand, like an otter changing his voice, and spoke his opinion without waiting for a reply.

"Does your family run a company? Be your own boss in the future? Xu Jianren asked rhetorically.

The other party nodded timidly: "Yes, if you don't study hard, you will have to go back to inherit the family property." ”

"Yes, then learn performance management, so that you can manage your subordinates in the future."

Xu Jianren motioned for the man to sit down, "Continue the topic that has not been finished just now, performance management is a continuous cycle process in which managers and employees participate in the formulation of performance plans, performance coaching and communication, performance appraisal and evaluation, application of performance results, and improvement of performance goals in order to achieve organizational goals, and its purpose is to improve the business level of individual departments and companies. ”

"A reasonable performance management system can play a role in stimulating the enthusiasm of employees, people are lazy, like real estate sales, if the basic salary is set too high, the commission is unreasonable, many salespeople will hold the attitude of eating and waiting for death, which is not conducive to long-term development."

"Please use your brains about what type of organization is suitable for performance management."

"Why are you asleep?" Chen Bo turned his head and found that this guy had opened his mouth widely.

"No, close your eyes and recuperate, your mouth and nose are open, and you have enough oxygen." Wang Xu raised his head slightly, crossed his hands and stuffed it into it to stabilize it.

"How do you do that performance appraisal?"

"The double weight of leadership evaluation + performance appraisal is also the practice of most companies in the market."

"Leader evaluation, then the influence of superiors on the year-end bonus is not ordinarily large."

Chen Bo remembered that he had heard other departments complain before, there was an airborne layman leader who didn't understand business, so he liked to score performance appraisal according to the length of overtime, and forced a group of technical bulls to only be moldy in the office at night, and a young man even speculated in stocks during the day, and only started working at night, and finally resigned with a wave of good luck to achieve financial freedom.

Wang Xu buried his head in his arms and muttered: "There is no way, there is no perfect system, it is impersonal to set the rules too rigidly, and it is easy to form a slippery style if the superiors have the power of life and death, so they can only continue to optimize and patch the right medicine if they find something wrong." ”

Xu Jianren on the stage has gone through several rounds of self-questioning and self-answering, and most of the departments that are usually suitable for performance appraisal are able to quantify various indicators, just like the example of real estate sales given before, how many sets of units have been sold, how much sales, the data are relatively clear, and the assessment is relatively transparent and fair.

However, it is not easy to set rules for the performance appraisal of some departments, such as the department set up for a certain project, which is result-oriented and purpose-oriented, and usually includes the final success or failure in the weight factor of the appraisal, or the programmer, whose workload is difficult to quantify, whether it is the amount of code or the number of bugs, it is not very reasonable to evaluate.

There was once a human resources supervisor in charge of the sales industry who naively included the quantification of programmers' work in the performance appraisal, and the amount of code was the most important factor, resulting in a bunch of useless parallel code in the system, only two or three sentences in hundreds of lines were useful, and every time there was an error, it was extremely painful to troubleshoot.

Nowadays, the more mainstream performance management system is a multi-faceted structure, which is divided into three levels of corporate departments and individuals, each with different weights, so as to ensure that everyone's contribution can be accurately reflected.

But the problem still exists, assigned to a fat project, not only the performance is more than others working for three or five years, but also the speed of promotion is surprisingly fast, like doing a rocket, so many people always advocate that choice is more important than hard work, in a good environment, mixing is more comfortable than others to do it.

Wang Xu felt and said: "Actually, I don't study well, but I have a good background, my family let me go to a good school, usually many teachers who have won national awards take classes, and my classmates are all talents, I grew up in a good environment, and I barely got into this major." ”

"You're a powerful faction, and I'm lucky."