High Performance Work System——The Case of MI 2015.09
By Sun Huaxu,Shandong University,School of Management
Outline
Organizational structure
Organizational culture
Staff recruitment and selection
Staff training and development
Performance management
Contents
A flat organizational structure.
MI's organizational structure is basically three levels: seven core founders, department leader, employees. And the teamwill not be too big, a little bit split into a small one. From MI's office layout this organizational structure can be seen: a product layer, a layer of marketing, a hardware layer. Theydo not interfere with each other, and all hope to be in charge of their own field of awesome.
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Performance Management
Performance management is a complete system and its process is regarded as a circulation, which consists of performance planning, performance tutoring, performance evaluation and performance feedback.
1. Performance Planning
Performance planning is the first progress, which happens at the beginning. The main deflator of setting it are objectives and obligations of the work. During performance planning, it is essential that managers and employees reach an agreement on performance expectation issues of employees. For example, a goal might be to "finish homework ". A appropriate goal could be to "Finishing the homework before 8o'clock in the evening". Moreover, employees themselves should make a commitment about their targets of work based on this agreement. It is a foundation of performance management that the corporate participation of managers and employees.
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1 What is the Performance Evaluation?
Performance evaluation is a formal staff appraisal system, which is through systematic methods and principles to evaluate and survey the staff’s working in the office on the behavior and the achievement. Performance evaluation is a management communication activity between managers and employees .Performance evaluation results can directly affect the pay adjustments, bonuses, duties of staff movements and many other vital interests.
2 Purposes of Performance Evaluation
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「無窮無盡」
DEVELOPMENT
? Excels in recognizing employees with strong growth potential ( 擅於確認具成長潛能的員工
? Excels in orienting new employees ( ) 擅於使新入職員工融入
? Focuses on future development ( ) 著重將來的發展
? Strives for continuous self-development ( ) 不斷追求個人的發展
? Understands personal strengths and weaknesses ( 理解個人的強項及弱項
? Excels in developing hidden strengths of employees ( 擅於發展員工隱藏的優點
? Displays an ability to turn weaknesses into strengths ( 展示出具有把弱點轉為優勢的能力
? Concentrates development on weak areas ( ) 集中發展於較弱的部分
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LEADERSHIP
? Faces problems with confidence and assurance ( 面對問題時，表現出自信及把握
? Displays a strong ability to lead and direct ( 展示出優秀的領導及指揮能力
? Is willing to challenge conventional wisdom ( 願意挑戰傳統智慧
? Effectively uses power and influence ( ) 適時運用權力及影響力
? Earns the respect and loyalty of subordinates ( 獲得下屬的尊重及忠誠
? Excels in training, leading and motivating people ( 擅於培訓，帶領及激勵別人
? Shows appreciation for contributions and achievements ( 對於貢獻及成尌表現出欣賞
? Promotes harmony and teamwork ( ) 宣揚鼓勵和諧及團結精神
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「無窮無盡」
PLANNING
? develops sound action plans ( ) 建立良好的行動計畫
? develops sound contingency plans ( ) 建立健全的應急計畫
? translates planning into reality ( ) 令計畫演變成現實
? effectively translates ideas into action ( ) 有效地將想法轉化為行動
? creates flexible plans to meet changing opportunities ( 創建靈活的計畫，以滿足不斷變化的機會
? plans effectively to make maximum use of all resources ( 有效地施行計畫，以盡量利用所有資源
? excels in logistical planning ( ) 擅長後勤流程的計畫
? effective plans to avoid future problems ( 有效的計畫，以避免未來的問題
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在工作中，每年都有点滴的进步，做绩效考核不仅可以总结曾经的努力成果，更能明确今后的工作方向。以下是一份关于绩效考核个人总结，仅供阅览：
20xx年度的考评工作已经结束，因种种原因，考核之后的“绩效面谈工作”直到上周才基本完成。现将与被考核人员的沟通、面谈情况以及从中反映出的问题总结如下，既为总结上年度在考核工作中的经验，也为本年度考核工作的改进提供参考。
20xx年底，非业务部门上海公司参与考核的人员共有24人，除离职的和因工作忙暂未沟通的人员外，实际参与面谈沟通的人共有20人。
一、20xx年度绩效考核实施过程中存在的问题：
1、存在是“绩效工资”还是“年终奖金”疑惑的现象。
因20xx年集团的绩效、薪酬制度进行过改革，取消了每季度的“绩效工资”，取而代之的是“实施年终考核，年终奖根据集团效益确定”的激励措施。
然而，因种种原因，一部分员工的头脑中仍然认为年底的考核是为了“绩效工资”的发放，而不是“年终奖金”的发放。
对于一部分在20xx年底得到过“年终奖金”的人员来说，年终奖金是公司对个人在本公司一年工作的认可，不论多少，是公司对个人在公司一年工作表现的评定，“每家公司的员工都应该有”的观念在一部分人员的大脑中已经根深蒂固，所以，分数多少也无所谓。
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一年来，我热衷于本职工作，严格要求自己，摆正工作位置，时刻保持“谦虚”、“谨慎”、“律己”的态度，在领导的关心栽培和同事们的帮助支持下，始终勤奋学习、积极进取，努力提高自我，始终勤奋工作，认真完成任务，履行好岗位职责，各方面表现优异，得到了领导和同事的肯定。现将一年来的学习、工作情况简要汇报如下：
一、严于律己，自觉加强党性锻炼，政治思想觉悟得到提高。
一年来，始终坚持运用马克思列宁主义的立场、观点和方法论，坚持正确的世界观、人生观、价值观，并用以指导自己的学习、工作和生活实践。热爱祖国、热爱党、热爱社会主义，坚定共产主义信念，与党组织保持高度一致。认真贯彻执行党的路线、方针、政策，工作积极主动，勤奋努力，不畏艰难，尽职尽责，任劳任怨，在平凡的工作岗位上作出力所能及的贡献。
二、认真学习业务知识，始终保持虚心好学的态度对待业务知识的学习。
平时，多看、多问、多想，主动向领导、向同事请教问题，各种工作会议都是我学习的好机会。此外，认真参加各类培训，均以优异的成绩通过考核，熟练掌握了业务技能。业务知识的学习使我在工作上迅速成长起来。
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