Zhang Jun Group practices excellent performance and is committed to sustainable development - Zhang Jun Construction

Zhang Jun Group excellent performance improvement project establishment and implementation, since the launch of the excellent performance improvement project, the establishment of senior leaders composed of the implementation of excellent performance improvement leading group, clarified the management responsibilities of organizations at all levels, selected ruizhiyuan consulting agency, formulated a promotion plan, mainly project launch, comprehensive diagnosis of management status, excellent performance target decomposition training, special improvement, excellent performance indicator system establishment and other stages.

The main contents of several stages of Zhang Jun's promotion process are:

Phase 1: Project Launch

1. Participants of the kick-off meeting: the chairman of the board of directors, the general manager, the manager of each functional department, the main person in charge of each branch, the main person in charge of each project, and the management team of the consulting agency attended the meeting.

2. Topics of the kick-off meeting:

(1) The role and significance of promoting performance excellence;

(2) Implement the programs and requirements for improving excellent performance;

(3) Introduction of excellent performance evaluation standards, construction of salary incentive supporting system, and construction of Trinity performance system;

Stage 2: Management status quo diagnosis

1. The consulting group and the company's project management team jointly formulate a diagnostic plan.

2. With the consulting group as the main and the project management team cooperating with the organization to conduct research, interviews and evaluations on various departments and project departments and branches of the company, and complete comprehensive research and diagnosis, the methods of research include interviews, data consultation, symposiums, questionnaires, etc. A total of 38 person-on-one interviews were conducted, 84 internal data were consulted, and 150 valid survey questionnaires were conducted.

3. The advisory group conducts comprehensive analysis and evaluation according to the requirements of the performance evaluation standards and diagnostic conditions, puts forward suggestions for improvement, and puts forward special management improvement suggestions for systematic problems. Completed the "Management Status Investigation Report", sorted out 23 key issues, put forward 11 overall management improvement problems and 20 tips; revised the performance appraisal plan and rules to sort out the company's overall goals for 2015; formulated the scoring standards for the comprehensive management performance indicators of the branch (7 major items) and the scoring standards for the comprehensive management performance indicators of the project department (15 items). On this basis, plan and determine the introduction of excellent performance improvement mode, system improvement work plan, and clarify the specific work project content, main responsible personnel, cooperation departments, time nodes, etc.

Phase 3: Goal Decomposition Training

1. Promote the promotion of excellent performance for senior leaders and middle-level managers;

2. Decompose and train functional departments, key project personnel and grass-roots units on the decomposition of excellent performance targets;

3. The main content of the training: excellent performance evaluation standards.

4. Other training such as strategy, corporate culture and other improvement projects after diagnosis, in the process of project implementation, combined with the project process for targeted training.

The fourth stage: special management improvement

1. According to the improvement space found by the management status quo, evaluate the improvement priority, and formulate a special improvement plan under the guidance of the company's overall improvement plan;

2. Set goals for project improvement according to the company's strategic objectives and performance indicator system;

3. Systematically evaluate the effect of special improvement through the five dimensions of "method-development-learning-integration-result" to ensure the consistency and integrity of the improvement effect and the company's improvement;

The fifth stage: the construction of the excellent performance indicator system www.lovebeja.cn

1. Sort out the company's corporate culture and confirm the company's mission, vision and values;

2. Sort out the company's strategic planning, confirm the company's strategic objectives and key strategic initiatives;

3. Use the balanced scorecard to establish a key performance indicator system;

4. Around the company's key performance indicators, the overall goal is decomposed into various departments to form a total

The department has 13 departments, 3 A-mode project departments, and 8 sub-companies with annual assessment indicators and scoring standard systems.

5. Formulate strategic maps, improve the indicator database, and further improve the decomposition of departments, branches, and project departments and KPIs. (First-level indicators: 68 items in the four dimensions of BSC; 151 items in 33 categories in the four dimensions of BSC; 35 items in 12 categories in the fine management indicators of the project)

6. Improve the decomposition of job objectives and the confirmation of KPIs. Each department, branch company and project department enters the simulation assessment stage after improving and revising one-on-one according to the personnel's job responsibilities.

The promotion of the excellent performance improvement project has made phased progress and achieved the expected purpose, and each department has comprehensively sorted out the functional work according to the excellent performance evaluation standards, further clarified the responsibilities of the department, and found opportunities for improvement, especially the system has a deeper understanding, and the following work will be carried out in the next stage:

1. Decompose the post objectives and evaluate the indicators according to the department's one-on-one detailed confirmation, simulate the assessment and scoring; on this basis, adjust and revise the assessment indicators, and finally determine the performance appraisal plan.

2. Collation and acceptance report of outstanding performance project results.

3. Track and supervise the performance management process, conduct statistical analysis of performance results, and continue to carry out performance counseling and improvement work.