The Executive term work (Performance Management) is still in the interest of many companies, especially those companies that want to change the corporate culture to highlight the contributions, but there are still, however, many companies still understand the management work because they understand how wrong it is to evaluate the portfolio management portfolio. The work of measurement can be defined clearly, and bring a portfolio management system to replace the original company's portfolio assessment system.What I want to say is that the management and evaluation of work is completely different. Portfolio management. " By the words themselves, saying that "the Executive portfolio", that is to make an actual contribution by target. Therefore, the management of a portfolio is managed so that the organization can achieve results. On the basis of each employee in your organization work together according to their own goals. Where an employee's goals, it must be consistent with the goals of the organization.You will see that the portfolio management over the term of the context to evaluate a lot of work. Therefore, companies that want to use the system management portfolio, the company will focus on the Organization's work to achieve the goal. Focuses on finding ways to make the organization successful is more than the required. Just want to be just a tool to evaluate employees.Only if the organization which brought the portfolio management system applied to this system can be used to assess contributions with, because it is a tool with a system allowing to assess work done is clearly more.If we want to keep our portfolio management success. The key elements are as follows: Yes.• The Agreement is targeted at working together. This goal must start from the goal of the Organization, at all! All employees must understand and see the same goal that the Organization will go and what you want to achieve the goal. Enough to understand the goals of the Organization, it must understand the goals of the Agency, which promoted the Organization's goals came from. Then it will be transferred to the target of each employee to create anything and it would affect the Agency's goals and the goals of the Organization?• The Measurement target must have a method to determine whether or not the achieved achieved. There must be a clear goal indicators tool. Measure and assess whether successful or not successful. By which all employees must understand these metrics, most of which would be known as guideline indicators (Performance Indicator), these indicators must start from the same organizational level indicators that organizations need to do what the target. Doing so will be considered as targets and indicators, are distributed to the Organization's authority and staff levels.• Feedback when they share, and target has indicators that can be measured. The next thing that you want is there is a Feedback system work for everyone, employees know their work is now achieved. how much and what needs improvement and development in order to achieve the defined goals. The story of this Feedback as a weakness of Thailand, mainly because there is still a sense of reluctant henchman is. Do not dare to say that bad? What must be corrected, which at this point as a barrier for many organizations that want to bring a portfolio management system is used, which must be corrected by the support, Feedback and the system for checking the Feedback of the supervisor.• Positive Reinforcement is to promote employee productivity. With an emphasis on the development of a primary, so that employees feel like results continue when employees do not work according to a given target. Supervisor, to encourage the development, coaching and encouragement so that they can build a portfolio based on goals, not remove it, but the official blamed fierce swearing and then there is no time, sia development. Where the employee is working, it will not work. When the employee is unable to perform the work, according to the target. The head of the target. Authorities did not have to chase it to the target organization did not hit as well. Therefore, if the system works really effectively management should create a positive atmosphere for more work to it. Works great, no development and makes a great emphasis on assisting employees to achieve work, (I've seen sitting head of a laugh with the head of his own sachai cannot achieve the defined contribution).• Dialog is to describe the subject of the work. Must have talked openly on the subject of the work. With all the focus on media. official and unofficial, to see the progress of the work. The Dialog of the head. The track works. Coaching and counseling employees.• Reward last indispensable is to award compensation works. This is not necessarily just money! Award compensation that has a lot of work. Mainly, it is the tangible rewards, like bonus to portfolio, awards and prizes to works not only is taking on an employee to accept, respect and promote employees to receive advances in the job. Training, etc., when an employee works as predefined goals. The organization also must have a system to award guideline. Most of which will be the subject of the guideline, such as bonuses, if they can help each other achieve that until it is paid in bonuses, a few months, it said.All of these are important elements in a successful portfolio management system, Long considered the Organization of the trial that we still have weaknesses in the story? I will always use this six estimates that each organization's management systems must also improve what matters, which is my own experience, it is mainly the lack of Soft Skill than it is to give Feedback using the dialog lacked support from the senior management of Positive Reinforcement and Reward at the end is not connected to the works management systems at all.What is the rest? lol เนี่ ... The answer is that it is just a wish.
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