1 the performance management should pay attention to the integrity
In order to cope with the various work requirements of the customer unit, the best effect can be achieved only if the security team's overall effectiveness is to be fully played. So the key is to complement each other and give full play to the overall effectiveness of the security force. The main purpose of management is not to make everyone do the best, but to avoid excessive internal consumption.
2 performance management should focus on guidance and communication
It can be said that performance management is a set of management tools, but it is not omnipotent. In the security quantitative assessment, if the rigid frame is dead, the security guards will blindly pursue the scores and ignore the whole team of the security company. This is undoubtedly the consumption of the human resources of the security company. In fact, performance management is an interactive process. Security company and security staff have a relationship of guidance and advice in their work. The company feedback the results of assessment to all security guards, so that the security guards can improve in time, help the security guards to improve their ability, and thus achieve the role of developing security manpower. And the security guards only reflect the problems in the work to the company, so that management activities will not become rigid.
3 performance management also speaks of humanistic care
In fact, the characteristics of the security human resources determine that the implementation performance assessment must be based on the "soft" humanistic care, so as to give full play to the role of the security team. "Warmth is better than severe cold". It is not hard to see that on the basis of "hard" assessment, we should pay attention to the problem of solving the difficulties and problems encountered in work, life and study, actively creating conditions and carrying out various measures from the preferential treatment of the security guards on the basis of the "hard" assessment. As a result, the security guards do the real thing, make the security guards really benefit, create a strong cultural atmosphere, strengthen the political and ideological work, strengthen the sense of belonging of the security guards, and thus improve the enthusiasm and initiative of the security work. The combination of "rigid" regulations and "soft" management can maximize the effectiveness of the company team.
4 the means of performance management should be systematicness
Performance management is a systematic project. It can not be simply interpreted as performance appraisal, but also includes political and ideological education, motivation, training and so on. Training, as a way to create intellectual capital (basic skills, advanced skills and spontaneous creativity), can be effectively linked to the strategic objectives and objectives of the security company at different times and should be paid more attention to in performance management.
5 the incentive methods in the performance assessment should be diversified
The quantitative assessment of security personnel is an important way of performance management, and encouragement is an important means to enhance the effectiveness of assessment. At present, the security company takes the assessment results as the reference basis for the year-end assessment, evaluation and evaluation, such as the previous analysis, which is not standard and large limitation. According to the characteristics of the security company, the rewards and punishments in the performance management should be based on the safety service goal of the security guards. On the basis of the current incentive mechanism, many alternative ways of reward, such as salary increase, vacation, pay deep work and so on, should be used as incentives. In addition, punishment is also one of the means of encouragement. The means of discipline can be reviewed, deducted from post wages, deducted bonuses and transferred from posts.