1, performance management should focus on the whole.
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, performance management should emphasize guidance and communication.
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.
3, performance management also stresses humanities concern.
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, the way of performance management should pay attention to systematicness.
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, the methods of encouragement should be diversified in performance appraisal.
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.