绩效管理过程中员工心理问题的探讨Psychological problems of employees in performance managementWord文档下载推荐.docx

绩效管理过程中员工心理问题的探讨Psychological problems of employees in performance managementWord文档下载推荐.docx

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somehavetoanswerthequestion,nottosaythetruth;

somedeliberatelypompous,coverupnegativeinformation;

someseriousresistance,mockingwords,makeinterviewstenseetc..Thephenomenonthattheemployeesthereisaseriouscontradictionofperformancemanagement.

2.intheindexofthedevelopmentprocess,theemployeestoprovideaccurateandeffectiveinformation

Intheindexofthedevelopmentprocess,weoftenfoundthatthestaffoftheassessmentindexandthetargetsettingwithtension.Someemployeesafraidtoassumemoreresponsibility,somehopethattargetsdon'

tbetoostrict,somefearthatthetargetvalueofgreaterimpactonitsowninterests.Therefore,theyareintheindexandthetargetvalueandtheprojectteammemberstodiscuss,oftenoffersomediscrepancywiththeactualsituationofthedata,ordeliberatelyexaggeratedtheworkingresponsibilityandcontent,orforotherjobsorsubjectiveevaluation,negotiatewithteammembers.

3.intheprocessofevaluatingtheperformanceoftheemployeestoactivelyparticipateinthemutualevaluationbetweentheteammembers

Themutualevaluationbetweenteammembersinsomeareasofcooperationisveryimportant,acomprehensiveassessmentmethod（360degreeassessment）isgraduallypopular.However,therealityisthatdespitetheteammembersunderstandtheworkingconditionofeachother,buttheydonotseemwillingtoevaluateeachother,areadvisedtoshare.Fromanumberofcompanieshaveimplementedamutualevaluationresults,theyseemtohave"

toavoidcriticism"

and"

psychologicaltendencytorevenge"

or"

easy"

points,orattackeachother.Theyarenotwillingtoputforwardtoimproveeachothereachother'

sadvice,sometimestheresultofthedeteriorationoftherelationshipbetweentheteam.

4.performanceoftheinterviewprocess,thestaffrefusedtoaccepttherealityoflowperformance

Performanceinterviewisoftenaheadacheformostofthemanagers,theyfeelthatthereisareason.Becausenotalloftheperformanceevaluationispositive,therearetheinevitablepricetopayforitslowperformance.However,theperformanceandpooremployeeperformanceinterviewisnotpleasant.Psychologyshowsthatemployeesfacepoorperformanceresults,rarelyfindfromtheirownreasonsforreflection,butunconsciouslylookingforvariousreasonsprevaricationattempttoexcusepoorperformanceduetoobjectivefactors.

Anothercommonreactionwiththestudentsontheexaminationofthereactionasprofessortopreparetheirowntestisfair,andstudentscannotagree.Byevaluationofthestaffalsodonotagreetotheevaluationofmanagers.Inmanycases,

Theemployeeacceptsonlypositivesuggestionsandresults.Welcometothenextpageandglobrand（globalbrandnetwork）theauthorsdiscussyourviewsandopinions,HuangYuejun,master,lecturerinmanagementofhumanresourcesdevelopment;

memberChinese;

Chinesehumanresourcesnetworkfreelancecolumnist;

seniorlecturerattheDongguanUniversityofTechnologyCityCollegeentrepreneurshiptrainingcenter;

Dongguanleaderconsultingcompanies,consultingfirmseniorpartnerAndrewanumberofcompanies;

managementconsultantsperennial;

manymanagementjournalcontributor;

long-termcommitmenttoresearchandpracticeofhumanresourcemanagement,inthe"

newspaper"

"

ChinapersonnelinChinaCulturalnewspaper"

humanresourcedevelopment"

China,"

humanresources"

humanresourcemanagement"

salesandmanagement"

enterprisevitality"

enterpriseresearch"

manager"

feedprinting（ExpomanagementVersion）"

"

Maomingdaily"

modernmanagementscience"

Chineseandforeignentrepreneurs"

scienceandmanagement"

newcapital"

Sichuaneconomicresearch"

contemporary"

rich"

workerstoanumberofjournalspublisheddozensofpapers.Nationalnewspapers"

Chinaculturalnewspaper"

JournalofDongguanZhitongtalentonlytherich"

tothereportedandinterview.（pleasecontactmewhenyouareinthe"

globalbrand"

toseethisarticle.）HuangYuejunenteredthelistofarticles

Two,thepsychologicalproblemsofemployeesonperformancemanagementaffecttheemployee'

spsychologicalproblemsoftheenterpriseperformancemanagementsystemwillhaveagreaterimpact.Specificperformanceinthefollowingareas:

Thesurveyof1.preparatoryworkdifficulttocontinue

Becauseemployeesfearperformanceposesathreattotheirexistinginterests,donotunderstandthereasonandpurposeofcarryingouttheperformancemanagement,theresentmentontheperformancemanagementsystemimplementation,theinformationprovidedbytherealones,nottosupportandcooperatewithrelatedpersonnelinterviewsandotherresearchwork,theprojectteamofpreparatoryworktoproceedsmoothly.

Setadeviationof2.evaluationindexandthetargetvalueistoolarge

Theperformanceevaluationresultsandtherearetwowaysintheenterprise.Oneistopayemployeesormakingotheradministrativedecisions,thesedecisionsincludepaypromotion,demotion,dismissalandothercuts.Theotherisusedtodevelopthepotentialofthestaff,itincludestheidentificationofstaffstrengthsandareasofgrowthanddevelopmentofstafftraininganddevelopmentplanandoccupationcareerplanning.

Obviously,theemployeesarenotawareofthis,theygenerallythinkthattheperformanceevaluationisonlyusedtopaydemotion,layoffsandtheimplementationoftheefficiency.Therefore,theytrytoconcealimportantinformationinthework,tryingtoinfluencetheprojectteam'

sjudgment,theevaluationindexandthetargetsettingdeviationistoolarge,thusaffectingtheresultofperformanceappraisal.

3.theresultofperformanceevaluationisquestioned

Theperformancemanagementsystemisestablishedbasedonemployeecooperationandfalseinformationontheaffirmationisinvalid,theauthenticityandcredibilitywillleadtostaffquestioned.Inaddition,thestaffmutualassessmentprocess"

cooperationontheevaluationresultsandteamdamageishuge.

Theapplicationeffectof4.evaluationresultsjustpassable

Inthestaffpsychologicalconflictintheatmosphereoftheperformanceinterviewisundoubtedlyafailure,itseffectinadditiontoaddtotheheartsofthestaffgrievancesanddissatisfaction,nomeaning.Themaindutyistoassistthemanagers,encourage,guideandhelptheemployeestoimprovetheirperformance.However,ontheonehand,whenthereferee,whenacoachorcounselorcanmakemanagersfeeldeepcontradictionsandconfusion.

Duringtheinterview,thestaffoftheorganizationwithlowperformanceevaluation,themoodisextremelyunstable.Ifthemanagerhandledproperly,employeeswillhavetocomplainorevenresentment,affectitsfuturework,whichdeviatedfromtheoriginalintentionoftheperformanceappraisal.

Inthree,thepsychologicalproblemsofemployees1.tostrengthenpublicityandcommunicationefforts,

Opentheknotofemployees

Manyofthepsychologicalproblemsofemployeesfrommisunderstandingandfear,communicationisanimportantwaytosolvethepsychologicalproblemsofemployees.Ifthequestionsandconcernsofenterprisesopenlyexistontheheartsofthestafftoexplain,canopentheknotofemployees,employeesgetapproval,isconducivetotheimplementationofperformancemanagementsystem.

Therefore,intheprocessoftheimplementationofperformancemanagement,andemployeeshareallkindsofenterprisesshouldbeconcernedwithperformanceinformation,potentialbarriersandproblemsofinformation,includinginformationabouttheworkprogressoftheworkoftheinformation,allthepossiblesolutions.Throughvariouscommunicationchannelstoletemployeesclearlyunderstandtheimplementationpurpose,reasonandeffectofperformancemanagement,andtoallowemployeestop