In 2024, there will be dual pressure on internal and external enterprise management. External challenges such as slowing external economic growth and intensifying competition within the industry have compressed the profit margins of enterprises and forced them to seek more efficient management methods. At the same time, internal employees have a large difference in their sense of purpose and attach importance to personal and local interests, which makes it difficult to improve management efficiency. In this context, the traditional performance appraisal model can no longer meet the needs of modern enterprises, and a single and static appraisal method cannot cope with the rapidly changing market environment, nor can it promote enterprises to achieve long-term strategic goals.
At the Littang i Personnel 7.0 product launch event held on September 26, Littang i Personnel launched a comprehensive performance management framework designed to address these complex challenges. The framework not only helps managers take control of the overall situation at the strategic level, but also improves employee execution and goal alignment through flexible adaptation and real-time adjustment of performance management, bringing greater agility and competitiveness to the enterprise.
What is Total Performance?
Total performance is a kind of strategy-oriented sustainable performance management, which is not only for performance appraisal, but also a higher-dimensional strategic performance management framework, which emphasizes the whole process management of enterprises from strategy to performance implementation and application. At the press conference, Wei Dawei, deputy general manager of personnel of Litang I, introduced the four comprehensives of comprehensive performance to the guests:
1. Comprehensive strategy: starting from the strategy, carry out strategic dismantling and overall coordination of goals;
2. Full dimension: covering the three horizontal and three vertical aspects of performance appraisal, the three horizontal are the organization, team and individual, and the three vertical are the assessment dimensions (ability, behavior, results, etc.) for comprehensive management;
3. Whole process: closed-loop management of the whole process from performance goal setting, data collection, calculation, monitoring to optimization;
4. All-round application: Apply performance results to rewards, reviews, talent management and other levels to ensure that they create long-term value for the enterprise.
At the meeting, Wang Jingfei, co-founder and CTO of Litang i Human Resources, mentioned that overall performance is not only an assessment tool, but also a strategic implementation framework. He pointed out: "We are not just talking about performance appraisal, we are starting from the goal of strategic achievement and helping enterprises achieve long-term development goals." ”
From the perspective of product solutions, the comprehensive performance implementation is based on the Core HR system, including performance appraisal system, business performance system, talent development and data analysis system. Core HR provides attendance, rewards and punishments and other employee appraisal behavior data for performance appraisal, the business performance system solves complex performance calculation and spin-off, etc., the performance appraisal system focuses on performance appraisal from goal setting to process execution, and then to the implementation of results, talent development undertakes the application of performance appraisal results in talent inventory, and the data analysis system provides comprehensive performance monitoring, early warning and analysis.
In the practice of the comprehensive performance system, Luolai Zhijia Ecological Technology Group is a typical case of achieving efficient management through comprehensive performance. As a group company of Luolai Life's innovative business, the company faced problems such as low data collection efficiency and inconsistent indicators in the process of operation, especially under the partnership system, which made it difficult to manage each business line.
After the introduction of the comprehensive performance system of Litang i personnel, the real-time and accuracy of performance data have been greatly improved, and Luolai Smart Home Ecological Technology Group can quickly obtain business line data before the monthly performance review, and managers can find problems in advance and make timely adjustments. After the system went live, the payroll and performance calculation cycle was shortened from 10 days to 5 days, significantly reducing the time cost. The multi-dimensional performance management function also helps managers conduct comprehensive evaluations from multiple perspectives such as engagement, behavioral performance, and learning to create a more accurate performance management system.
Total performance management is a strategically oriented framework, not only to upgrade performance appraisal tools, but also to manage change in all aspects. It focuses on multi-dimensional indicators such as capabilities, behaviors, and results, and emphasizes flexible response to market changes to ensure the implementation of strategic goals. With digital tools, companies can monitor key metrics in real time and adjust in time to respond to complex competition.
The two-wheel drive of overall performance: tools and methodology
At the press conference, Wang Jingfei emphasized another core feature of overall performance: the reliance on digital technology. The traditional performance management model usually has a lag, employees cannot lag behind, and the feedback is not timely, but the comprehensive performance solves this problem through a digital and systematic real-time data collection and feedback mechanism. Enterprises can monitor key indicators at any time to ensure accurate execution; Employees can also see how goals are being achieved in real time, inspiring autonomy.
Wang Jingfei said that the introduction of digital technology can also help enterprises overcome two major pain points in implementing comprehensive performance: one is the need for agile management tools, and the other is the lack of methodology.
Through digital technology, Litang I personnel provides comprehensive performance management support for enterprises, and helps enterprises to land from the two levels of methodology and tools. Relying on its innovative 7.0 system, Litang i personnel has comprehensively upgraded the traditional performance appraisal model, and realized a comprehensive system upgrade and intelligent management from basic HR management to complex business performance calculation. In order to adapt to the characteristics of different business lines and functions, Litang I personnel version 7.0 allows enterprises to flexibly combine KPIs, OKRs and other assessment methods. Enterprises can focus on key indicators, identify risks in a timely manner, and make adjustments through early warning mechanisms.
Through real-time data analysis and management cockpit, Leadtang I HR's comprehensive performance system can help enterprises monitor and dynamically adjust every link from strategic goals to execution in real time. The digital solution improves performance management efficiency and helps companies make data-driven decisions in a rapidly changing market, seamlessly moving from short-term goals to long-term strategies.
After solving the problem of the tool, Litang i personnel also hopes to assist the implementation of enterprise performance management. Wang Jingfei emphasized that the successful implementation of comprehensive performance depends not only on tools, but also on improving management methods, especially the participation of senior management. In order to help enterprises that lack systematic methodology, Leadtech personnel not only provides digital management tools, but also introduces AI technology to help enterprises provide intelligent suggestions in goal dismantling, KPI and OKR formulation, ensure the rationality of goals, and warn performance problems in advance and support decision-making through historical data analysis.
In addition, Leader I personnel also cooperates with external consulting agencies to provide professional training and consulting services to enterprises to ensure that performance management methodologies and tools are combined to help enterprises achieve a comprehensive upgrade from methods to systems in a short period of time. Through the combination of AI and consulting services, enterprises can drive comprehensive performance more efficiently and intelligently to ensure the achievement of strategic goals.
The future market is destined to be more complex, and Litang I Human Resources hopes to help enterprises find order from complexity and tap opportunities from challenges by introducing comprehensive performance management. Total performance management provides a clear path of change for enterprises, which is not only a redefinition of performance appraisal, but also a deep adjustment of business thinking. The combination of digital tools and methodologies can help companies strengthen their organizational capabilities and help them survive and perform in an increasingly competitive world.