Yan Huang took out the prepared written materials and began to express his understanding of performance management work unhurriedly.

Yan Huang did not elaborate more on theoretical understanding like Huang Shuiqing, because the company's leaders decided that they would inevitably do it, and there was no need to improve their understanding and unify their thinking.

Instead, the focus is on how to build a performance management system.

Among them, Yan Huang's ideas in six aspects aroused Liu Feng's great attention, and then praised Yan Huang.

First, the construction of performance management system is a systematic project, and the responsibilities of the responsible subjects at all levels should be clarified, and the human resources department should be the overall leading department;

Second, the selection principle of performance indicators should be clear, and the criticality must be reflected, and the daily work cannot be included in the performance appraisal, and there is a difference between the performance appraisal and the economic responsibility system assessment;

The third is to strengthen publicity and training, on the one hand, let everyone understand why the performance appraisal work should be carried out, and know the relationship between performance appraisal and their own interests; On the one hand, let everyone know how to carry out performance appraisal work.

Fourth, after the completion of the performance appraisal system, it is best to put it into trial operation for one year and simulate the assessment. Finding problems in time also gives all units and cadres and employees an adaptation process, because a bad performance appraisal is a double-edged sword, and the negative effects are reduced as much as possible.

Fifth, the performance appraisal objects include the two levels of units and employees, which should be carried out in an orderly manner.

Sixth, each management department is not only the setter and assessor of the assessment indicators of each unit, but also the assessed unit. Employee assessment indicators are formulated by each unit according to the job responsibilities of employees, seeking truth from facts, and not engaging in one-size-fits-all.

Yan Huang finally said modestly: "I will just say this, and ask the leaders and colleagues to criticize and correct the inappropriate places." ”

Yan Huang's statement shocked everyone, and everyone didn't expect that Yan Huang, who had just joined the work for half a year, was the one who best implemented Director Liu Feng's work requirements.

Zhu Xiaolin and Niu Li, the two deputy directors, nodded and spoke, and Zhu Xiaolin said: "Yan Huang is very practical and meticulous, I think it is feasible." ”

Niu Li said: "I think the training proposed by Yan Huang is very important, after the establishment of the performance system, only let everyone understand it, master it in order to play its due role, after the establishment of the indicator system, we will do a good job in the corresponding training." ”

Mei Xiaoying said: "Judging from Yan Huang's speech, Yan Huang has worked hard, and I should learn from him." ”

Yan Huang hurriedly said: "Eldest sister, you are humble, you have not given me any guidance." ”

The two young staff, Huayun and Guo Weiqi, admired each other.

Director Liu Feng praised: "Although Yan Huang has not worked for a long time, he is willing to learn, study, and use his brains, and has put forward good ideas for performance management.

The content he expressed is also the main skeleton of how to carry out performance work, in this case, after the meeting, I asked Yan Huang to write a complete work plan, and after reporting to the leadership, we will officially start to implement this work. ”

This is the first time that Yan Huang has shown his talent in front of all the employees of the human resources department, and it has suddenly become the focus of everyone's attention.

Huang Shuiqing regretted it. should not be clever, should not despise the tasks assigned by the leader, should not be so careless about Yan Huang's ability, Yan Huang was robbed of the limelight that should belong to him.

After the meeting, Liu Feng called Yan Huang to his office and exchanged his thoughts on how to carry out performance management with Yan Huang, so that Yan Huang could come up with a work plan as soon as possible.

Just do it, Yan Huang didn't leave after work, and worked overtime to make plans.

Zuo Qiu waited for everyone to run out, went downstairs to the Cuicui Noodle Restaurant and bought a bowl of beef ramen and put it in a lunch box and two tea eggs for Yan Huang to take to the office, and said to Yan Huang: "Stop, eat first." ”

Yan Huang's heart was really moved and warm, looking at Zuo Qiu's beautiful and concerned look, he really had an urge to hug Zuo Qiu, and felt that only by hugging could he truly express his gratitude and love feelings.

Yan Huang said meaningfully and relaxedly: "Sister Qiu, don't be so nice to me, I can't help it." ”

Zuo Qiu said: "Don't think about it so much, it's normal for my sister to care about my younger brother, don't think crookedly." Eat it, I'm leaving. ”

Yan Huang wanted to spend more time alone with Zuo Qiu, so he hurriedly stopped Zuo Qiu, "Sister Qiu, don't leave yet, I still have questions for you?" ”

Zuo Qiu pretended to be surprised and said: "Don't tease me, the great talent asks me for advice, I don't have that ability." ”

Yan Huang put a mouthful of noodles into his mouth, and said while chewing: "Sister, who do you think Director Liu will ultimately put in charge of performance management?" ”

"Of course it's you." Zuo Qiu said with certainty. "However, Huang Shuiqing is going to have a sense of loss." Zuo Qiu peeled an egg for Yan Huang and put it in Yan Huang's hand.

Yan Huang said: "Sister, you can eat one, and one of mine is enough." ”

Zuo Qiu said: "The remaining one will be eaten when you are hungry, and I will go home for dinner in a while." ”

Zuo Qiu waited for Yan Huang to finish eating, then packed up the lunch box and took it home to wash. Before leaving, tell Yan Huang that it's not too late, and he won't finish it tomorrow.

Yan Huang said go back, sister, be careful on the road.

Approaching midnight, Yan Huang finally finished the "Eagle Island Electric Power Company Performance Management System Construction Work Plan", from beginning to end Yan Huang carefully checked twice, modified a few branch details, Yan Huang felt good about the work results, very satisfied.

Also very satisfied is Zhang Shunliu, general manager of Eagle Island Power.

Liu Feng took the work plan to him, Zhang Shunliu listened to Liu Feng's report while looking at it, and asked questions from time to time, and Liu Feng explained.

Looking at Zhang Shunliu's happy and satisfied expression, Liu Feng decided to take the opportunity to bring his subordinates together.

He said to Zhang Shunliu, Mr. Zhang, performance management will become an important work of the company, the workload and work will be very difficult, do you think it is not to set up a performance appraisal management senior supervisor position to be responsible for this work?

Zhang Shunliu's idea of performance management is based on the idea of the work report of various departments and units at the work retreat held not long ago.

At present, although the operation of the whole company is quite stable, it lacks vitality and enterprising work spirit.

In addition, the Dahe Provincial Electric Power Company put forward the requirements for the municipal companies to have an innovative spirit and carry out their work creatively, and after thinking about it, it decided to take performance management as a breakthrough to see if it can drive the work to a new level.

Zhang Shunliu thought for a moment and said: "Such a position should be set up, and it will also send a signal to everyone that we must pay attention to this work." Zhang Shunliu asked again: "Do you have a suitable candidate in your department?" ”