OKR target management: OKR promotes enterprises to reduce costs and increase efficiency - reduce assessment costs.
After the introduction of OKR, many human resources partners are most concerned about how to use OKRTo put it more bluntly, how do you divide the benefits with OKR?
In the eyes of HR, the traditional appraisal method is a number game, a game and debate, and even many HR responsible for performance appraisal frequently transfer and resign, and performance specialists have become high-risk positions.
The drawbacks of traditional performance appraisal have become more and more prominent in recent years, especially in those enterprises with weak basic management, just the collection and sorting of data, this work, it takes a lot of time and energy, and the final appraisal results, most employees do not recognize, and performance appraisal has long lost its true meaning and value.
At the operational level, we see many defects in traditional assessment, which are mainly reflected in the following dimensions, which are for reference only.
First, the traditional assessment indicators are forcibly assigned from the top down, and employees do not recognize or accept, and sometimes even exceed the ability of employees to bear
Second, the traditional assessment, which classifies employees and directly links them to the distribution of benefits, leads to a long-term game between the company and employees
Third, the traditional appraisal directly takes the assessment results as the basis for distribution, and lacks important links such as performance interviews, performance feedback, performance tracking, and performance improvement.
After the introduction of OKR, this situation will be fundamentally changed, OKR is the process of value creation, OKR continuous performance management, is the process of value creation, feedback and recognition.
This greatly reduces the cost of assessment, and at the same time, in a real sense, helps employees improve their skills. The specific operation is presented in the following ways, which are for reference only.
1. OKR continuous performance management is the regular and irregular communication in daily operations, the communication between superiors and subordinates, and the communication between subordinates and partitions, the communication of stuck points and resource matching in the implementation of OKR, and also involves employee growth and development planning
2. OKR continuous performance management is the feedback of the periodic evaluation in daily operation, the feedback includes intra-departmental and inter-departmental feedback, single and two-way feedback, and the frequency of feedback is determined according to the frequency of implementation evaluation
3. OKR continuous performance management is recognition in daily operations, including encouraging employees to recognize each other, recognizing events that are consistent with strategy, and disseminating stories that enhance a sense of identity. OKR Objective Management Method