成都保安公司绩效是从哪几个方面考核的? - 中特保四川公司新闻_四川中特保国际安保股份有限公司

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成都保安公司绩效是从哪几个方面考核的?

来源:http://www.sczhongtebao.com发布时间:2018-11-09
1、绩效办理应该注重全体性
  1, performance management should focus on the whole.
  成都保安公司部队中保安员的值班才干和归纳素 养良莠不齐,要想应对客户单位的各种作业要求,只要充分发挥保安部队全体效能才干获得最佳作用。所以关键是“扬长避短”,发挥保安部队全体效能。办理的主要意图不是让每个人做到最好,而是避免内讧过多。
  Chengdu Security Company's security guards'on-duty ability and inductive accomplishment are uneven. If we want to meet the various operational requirements of customer units, we should give full play to the security forces' overall effectiveness to achieve the best effect. Therefore, the key is to foster strengths and circumvent weaknesses and give full play to the effectiveness of the security forces. The main intention of the process is not to make everyone do their best, but to avoid excessive internal strife.
  2、绩效办理应该注重辅导和沟通
  2, performance management should emphasize guidance and communication.
  可以说绩效办理是一套办理工具,但它 不是全能的,在保安量化查核中,假如死搬硬套条条框框,必将使得保安员一味地寻求分数,而忽视保安公司整个团队,这无疑是对保安公司人力资源的耗费性运用。其实,绩效办理是一个互动的进程,保安公司与保安员在作业中有一个辅导和主张的联系,公司将查核的成果反馈给各个保安员,使得保安员可以及时改善,协助保安员提升才干,然后到达开发保安人力的作用。而保安员只要将作业中的问题反映给公司,才不至于使得办理活动变得死板。
  It can be said that performance management is a set of management tools, but it is not omnipotent. In the quantitative inspection of security, if the rigid rules and regulations are rigidly applied, the security guards will blindly seek scores while ignoring the whole team of the security company. This is undoubtedly a consumptive use of human resources of the security company. In fact, performance management is an interactive process, security companies and security personnel in the operation of a counseling and advocacy link, the company will check the results of feedback to the security guards, so that security guards can improve in a timely manner, help security officers to enhance their talents, and then to develop the role of security personnel. As long as the security guard reflects the problems in the operation to the company, it will not make the management activities become rigid.
成都保安服务公司
  3、绩效办理也讲人文关心
  3, performance management also stresses humanities concern.
  事实上,保安人力资源的特色决议了实施绩效查核有必要建立在“软性”的人文关心基础上,才干充分发挥保安部队的作用。“温暖胜于酷寒”,咱们不难看出在“硬性”查核的基础上,要注意以情待人,从处理保安员作业和生活中的实际问题下手,实在协助保安员处理作业、生活、学习中遇到的困难和问题,活跃创造条件,落实从优待员的各项措施,多为保安员办实事,使保安员真实获益,营建稠密的文化氛围,加强政治思想作业,增强保安员的归属感,然后进步保安作业活跃性和主动性。这种“硬性”规定与“软性”办理相结合,才干完结公司团队效能的最大化。
  In fact, the characteristics of security human resources decide that it is necessary to build on the "soft" humanistic concern to implement performance appraisal in order to give full play to the role of security forces. "Warmth is better than cold". It is not difficult for us to see that on the basis of "hard" checking, we should pay attention to treating people with affection and start from dealing with practical problems in the work and life of security guards. We should really assist security guards in dealing with difficulties and problems encountered in their work, life and study, actively create conditions and implement various measures taken by preferential officers. We should do practical things for security guards, so that they can really benefit, build a dense cultural atmosphere, strengthen political and ideological work, enhance their sense of belonging, and then improve the activity and initiative of security operations. This kind of "hard" regulation combines with "soft" management to maximize team effectiveness.
  4、绩效办理的手法应该注重系统性
  4, the way of performance management should pay attention to systematicness.
  绩效办理是个系统工程,不能简略地理解为绩效查核,它还包含政治思想教育、鼓励、训练等内容。训练作为创造智力本钱(基本技能、高级技能以及自发的创造性)的途径,它能有效地与保安公司不同时期的战略方针和主旨联系在一起,在绩效办理中更应该被注重。
  Performance management is a systematic project, which can not be simply understood as performance check. It also includes political and ideological education, encouragement, training and so on. As a way to create intellectual capital (basic skills, advanced skills and spontaneous creativity), training can be effectively linked with the strategic principles and themes of security companies in different periods, and should be paid more attention to in performance management.
  5、绩效查核中的鼓励方法要多样化
  5, the methods of encouragement should be diversified in performance appraisal.
  保安员量化查核是绩效办理中的一个重要方法,鼓励是提升查核作用的重要手法。现在,保安公司把查核成果作为年终查核、评功、评奖等的参阅依据,如前面分析的,这存在不规范性和较大的局限性。依据保安公司的作业特色,绩效办理中的奖惩应以保安员完结安全效劳方针为依据 ,在当时鼓励机制的基础上,再以加薪、度假、带薪进修等多种可供挑选的方法作为奖赏手法。别的,惩戒等也是鼓励的手法之一,惩戒的手法可所以反省、扣除岗位薪酬、扣除奖金、调离岗位等。
  Quantitative checking of security guards is an important method in performance management, and encouragement is an important means to enhance the role of checking. At present, the security company takes the results of the inspection as the reference basis for year-end inspection, merit evaluation, award evaluation, etc. For example, the previous analysis shows that this is not standardized and has greater limitations. According to the operating characteristics of security companies, the rewards and punishments in performance management should be based on the principle of security officers'completion of safety service, and on the basis of the incentive mechanism at that time, the rewards and punishments should be based on a variety of alternative methods such as salary increase, vacation, paid refresher education and so on. In addition, punishment is also one of the means of encouragement. The means of punishment can be reflected on, deducted post salary, deducted bonus, transferred from the post, etc.

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