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EdrawMindEnterprise OKR performance appraisal method training plan mind map
MindMap Gallery Enterprise OKR performance appraisal method training plan mind map
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Enterprise OKR performance appraisal method training plan mind map
Mind map of corporate OKR performance appraisal training program. OKR is a set of management tools that help companies, teams and individuals clarify development goals, track work progress, improve team performance, and improve human resource utilization efficiency.
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Enterprise OKR performance appraisal method training plan mind map
- bacteria
This is a mind map about bacteria, and its main contents include: overview, morphology, types, structure, reproduction, distribution, application, and expansion. The summary is comprehensive and meticulous, suitable as review materials.
- Plant asexual reproduction
This is a mind map about plant asexual reproduction, and its main contents include: concept, spore reproduction, vegetative reproduction, tissue culture, and buds. The summary is comprehensive and meticulous, suitable as review materials.
- Reproductive development of animals
This is a mind map about the reproductive development of animals, and its main contents include: insects, frogs, birds, sexual reproduction, and asexual reproduction. The summary is comprehensive and meticulous, suitable as review materials.
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Enterprise OKR performance appraisal method training plan mind map
What are OKRs?
OKR definition:
It is a set of management tools that help companies, teams and individuals clarify development goals, track work progress, improve team performance, and improve the efficiency of human resource utilization.
OKR development history
Peter Drucker proposed MBO (management by objectives) and samrt principles
Andy Grove proposed OKR (objective key indicators) and high output theory (2/8 principle) at Intel.
Promote "focus" ——It is the purpose of applying OKR
Limit the number of targets
Set OKRs more frequently
Respond quickly to external changes
Bringing a culture of rapid feedback into the organization
Purpose
Taking into account both "top-down" and "bottom-up"
The proactive nature of employees fosters good Self-management skills and improved motivation levels
Emphasize the importance of challenging goals
When challenges do not arise spontaneously, managers should create an environment to incubate them
John Doerr builds OKR model at Google
Benchmark goals and set OKRs for the company, department, team, and individual respectively.
Form a mature model of OKR management
objective
A concise description of the qualitative pursuits that drive an organization in a desired direction
Answer: “What do we want to do?”
A qualitative description that everyone can recognize and resonate with
For example: "Let everyone's annual salary reach more than 200,000"
Key Result
Is a quantitative description used to measure the achievement of a specified goal
Answer: “How do we know if we are meeting our goals?”
KR should speak with numbers
After 2015, domestic Baidu, Tencent, JD.com, and Huawei will apply OKR
Similarities and Differences between OKR and KPI
the difference:
1. Different focuses of tools
OKR
Goal Management Tool
O is descriptive
KR to quantify
OKR can be adjusted during the period
KPI
Performance Appraisal Tools
Indicators need to be quantified
Decomposition of business indicators
Fixed during the indicator period
2. Different design goals
OKR
Clear direction and achieve breakthroughs
A breakthrough can be achieved if 70% is achieved
Lead challenge goals
KPI
Quantitative goals>exceed goals
100% achievement rate
Ability to ensure achievement
3. Key differences in design
OKR
Multi-dimensional interaction
Set out towards higher goals
PKI
top-down decomposition
Focus on success factors
4. Different modes of communication
OKR
consistency
initiative
Synergy
PKI
Decomposability
Decomposition layer by layer
compulsive
If you can't complete it, you'll be punished.
idiosyncratic
Do whatever it takes to achieve targets
5. Differences in incentive mechanisms
OKR
Employees are self-motivated to achieve high goals
Focus on employee participation and self-worth realization
Stimulate employees’ internal driving force to improve their self-worth
PKI
External substances guide employees
Provide material incentives based on evaluation results
A constant balance between motivation and performance
6. Different operating environments
OKR
Goals change as the external environment changes
High technology suitable for gathering high-potential talents innovative enterprise
Suitable for technological innovation and management innovation Rapidly iterative and innovative project management of enterprises
PKI
Requires corporate strategic goals to be clear and stable
Enterprises with clear job responsibilities and accurate staffing will implement better
Suitable for traditional enterprises with mature industries and relatively stable environments
common:
Prerequisites for implementation:
1. The corporate culture and goals must be very clear, and employees’ job responsibilities must be clear;
2. The company is willing to pay a certain cost to encourage employees to move forward, and employees will take positive actions to achieve pre-set goals.
Indicators/target generation:
Benchmarking is done from the top down in the organization, with companies and individuals involved simultaneously to jointly set goals/indicators.