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MindMap Gallery Enterprise OKR performance appraisal method training plan mind map

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.

Edited at 2023-02-20 20:35:06

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Enterprise OKR performance appraisal method training plan mind map

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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.