保安行业的“绩效”管理的可采取的方案 - 中特保四川常见问题_四川中特保国际安保股份有限公司

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保安行业的“绩效”管理的可采取的方案

来源:http://www.sczhongtebao.com发布时间:2018-07-12
1绩效管理应该注重整体性
1 the performance management should pay attention to the integrity
保安队伍中保安员的值勤能力和综合素 养参差不齐,要想应对客户单位的各种工作要求,只有充分发挥保安队伍整体效能才能取得最佳效果。所以关键是“取长补短”,发挥保安队伍整体效能。管理的主要目的不是让每个人做到最好,而是避免内耗过多。
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绩效管理应该注重指导和沟通
2 performance management should focus on guidance and communication
可以说绩效管理是一套管理工具,但它 不是万能的,在保安量化考核中,如果死搬硬套条条框框,必将使得保安员一味地追求分数,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消耗性使用。其实,绩效管理是一个互动的过程,保安公司与保安员在工作中有一个指导和建议的关系,公司将考核的结果反馈给各个保安员,使得保安员能够及时改进,帮助保安员提升能力,从而达到开发保安人力的作用。而保安员只有将工作中的问题反映给公司,才不至于使得管理活动变得僵化。
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.
成都保安公司
3绩效管理也讲人文关怀
3 performance management also speaks of humanistic care
事实上,保安人力资源的特点决定了实施绩效考核必须建立在“软性”的人文关怀基础上,才能充分发挥保安队伍的作用。“温暖胜于严寒”,我们不难看出在“硬性”考核的基础上,要注意以情待人,从解决保安员工作和生活中的实际问题入手,切实帮助保安员解决工作、生活、学习中遇到的困难和问题,积极创造条件,落实从优待员的各项措施,多为保安员办实事,使保安员真正受益,营造浓厚的文化氛围,加强政治思想工作,增强保安员的归属感,从而提高保安工作积极性和主动性。这种“硬性”规定与“软性”管理相结合,才能实现公司团队效能的最大化。
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绩效管理的手段应该注重系统性
4 the means of performance management should be systematicness
绩效管理是个系统工程,不能简单地理解为绩效考核,它还包括政治思想教育、激励、培训等内容。培训作为创造智力资本(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目标和宗旨联系在一起,在绩效管理中更应该被重视。
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绩效考核中的激励方式要多样化
5 the incentive methods in the performance assessment should be diversified
保安员量化考核是绩效管理中的一个重要方式,激励是提升考核效果的重要手段。目前,保安公司把考核结果作为年终考核、评功、评奖等的参考依据,如前面分析的,这存在不规范性和较大的局限性。根据保安公司的工作特点,绩效管理中的奖惩应以保安员完成安全服务目标为依据 ,在当前激励机制的基础上,再以加薪、休假、带薪深造等多种可供选择的方式作为奖励手段。另外,惩戒等也是激励的手段之一,惩戒的手段可以是检讨、扣除岗位工资、扣除奖金、调离岗位等。
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.

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