基于异常值分析的全视角绩效管理

鉴于关系绩效在事业单位绩效管理中的特殊作用,本文研究了基于异常值分析、统筹任务与关系绩效的二维度战略性绩效管理模型,由此提出了从绩效评估到绩效分配的一体化方案,应用在管理工作实践中,并取得了预期结果。这个全视角的绩效管理方案主要由三个部分组成:1.全部员工根据工作层级关系相互加权评分,主管领导基于评分偏差异常值分析,通过定量调节得到体现权责利平衡的客观公平评分。2.建立绩效总量约束下客观评分和岗位权重双输入的绩效报酬分配模型,实现满足绩效报酬目标的战略性管理。3.在绩效反馈环节,全视角战略性绩效管理模型充分体现管理的战略性:通过异常值偏差的关联性,了解员工间工作关系,并据此对今后岗位及其权重进行调整,通过绩效反馈实现战略性的目标管理。

Performance Management from the Perspective of Outliers Analysis

In view of the particular role of contextual performance in performance management of public institutions,we study a two-dimensional strategic performance management model based on outlier analysis,overall task and contextual performances,and proposed an integrated scheme from performance evaluation to profit reward distribution,which was applied to management practice and achieved the expected results.This all-perspective performance management scheme mainly consists of three parts:1.Accordin、g to the weighted score of all employees in the working hierarchy,the supervisor can obtain an objective and fair score reflecting the balance of rights,responsibilities and interests through a quantitative adjustment based on the outliers analysis of the score deviation;2.Establish a profit reward distribution model with objective score and post weight input under the constraint of total performance profit,so as to achieve strategic management that meets the performance reward target;3.According to the feedback from performance evalnation,the whole-perspective strategic performance management model fully reflects the strategic significance of management:It is showed from the correlations of outlier deviations that the personal relationship for work between employees is understood,and the future post and its weight are adjusted accordingly,so as to achieve strategic objective of management with performance feedback.