Top of the Great Era

Chapter 1506 Performance Appraisal System
The most popular performance appraisal system is KPI.

For example, for a programmer, the minimum number of lines of code written every day should not be lower than that, and the error rate should not be higher than that... Basically, it is this kind of assessment of workload and error rate.

This kind of assessment is too rigid.

If the KPI is not up to the standard, it means that the performance is not up to the standard. The purpose of employees' work is to meet the KPI standard, and a series of ills will appear.

For a real technical expert, he wants to solve difficult problems with a small amount of code as much as possible. This is what a technology company needs talents, instead of creating complexity under the KPI system, resulting in system redundancy and high labor costs. cost.

Similarly, KPI assessment is used, as well as indicators such as product maintenance complaint resolution rate. The higher the complaint resolution rate, the better his work is.

However, the higher the complaint rate, it just shows how bad the products and services are. Complaints are accepted and resolved every day.

As a result, the person who solved the complaint scored high in the assessment, but the product became more and more rubbish.

It can be said that behind every company's KPI system, there is a Nemesis hidden.In the work of employees, they will definitely complete the "revenge" against the company under the requirements of KPI intentionally or unintentionally.

In order to solve this problem, Silicon Valley has perfected and launched a new assessment system in the past ten years: the OKR system.

To put it simply, KPI is a "quantitative" assessment, and OKR is a "qualitative + quantitative" assessment.

Qualify something first, then quantify it.

For example, to develop a program, quantify 1 lines of code, and have a development cycle of 100 days, then the KPI requirement is to write 100 lines of code every day.This leads to a powerful programmer who can complete the work with 8 lines of code, but has to be lengthened to 10 lines as required.

The OKR model is qualitative first, and it takes 100 days to develop a program.Then quantify according to the nature, that is, complete 1% every day.

In this way, technical experts are relieved, and only need to write 80 lines of code every day.With less work, the resulting product is better.

Now, technology companies in Silicon Valley basically adopt the OKR assessment system.

Ziweixing has adopted this model since 06, but other Internet companies in China still basically use the KPI set.

It's about people.

After 2014, domestic start-up companies have sprung up like mushrooms, and there are as many as 280 million new start-up companies each year, presenting an unprecedented wave of entrepreneurship and investment.

Under such circumstances, a large number of outstanding foreign talents returned to China one after another, and brought the OKR system back to China, which was quickly promoted in China.

The current domestic Internet companies are relatively local and reckless, including BAT, which are all a group of local executives.Ziweixing is different. Zhou Buqi recruited a group of talents from abroad, such as Xu Liangjie, vice president in charge of products, Wang Haiyang, vice president in charge of human resources, Nie Caijun, chief financial officer, Shen Xiangyang, chief technology officer, etc. , have rich overseas work experience.

As long as Boss Zhou gives an order to learn from Silicon Valley, the OKR system can be implemented in Ziweixing.

However, OKR also has disadvantages.

After the qualitative, it is also quantitative, with 1% quantified... For many excellent employees, he may be able to complete 2% of the total tasks in a day.

After completing 1%, start fishing.

Why does it seem that the working environment in Silicon Valley is much more relaxed than in China?

It also has a relationship with the level of employees.

To solve a problem, domestic employees work overtime. It may take 10 hours to solve it. They are busy and have to work overtime.Employees in Silicon Valley may solve the problem in 2 hours, without working overtime or stress, and can chat, exercise, and drink coffee after work.

The same is true for many outstanding employees in China. Performance evaluation needs to assess goals, so they dare not set high goals, and they will not spur themselves to pursue high output.

This not only wastes the lives of employees, but also reduces the output of the company.

This requires a series of more complete and better assessment systems based on OKR, not "qualitative + quantitative", but "qualitative + output" for assessment.

It includes not only some quantitative data, such as the DAU and revenue of the product, but also some outputs that are not easy to quantify, such as the various efforts to promote the implementation of an important project. The amount of this payment needs to be comprehensively evaluated, such as Self-evaluation, leadership evaluation, subordinate evaluation, evaluation of colleagues at the same level, etc., the more information collected, the better.

In short, the evaluation is based on the amount of "output". The more output, the more options, rewards and company benefits you get.

One person's work output is twice that of the other person, so of course he should get twice the income of the other person.

"Work more and earn more, work less and earn less, don't get out" is actually the most common common sense in enterprise personnel management, but it is really too difficult to realize it through the art of management in the system and process of the past liberal arts.

The more subjective you are, the less you can avoid human nature.

Let's think scientifically, and use the digital management of tools!
As long as this system is completed, technicians don't even need to come to the company. They can work at home, rely on Weishu's documents for office work, online meetings, online collaboration, and online assessment.

Many technical talents are very withdrawn and do not like to deal with people.

The more genius you are, the less you want to talk to idiots.

But in the real society, this kind of person is hard to eat and is not popular in the company. In the assessment, because of poor relationship with colleagues and lack of expressive ability, they are also prone to low scores.

Digital assessment is unnecessary.

Just look at the work.

All work results are recorded online, and colleagues can even keep silent about who they love!Just work and come up with results.

As in the past, those who are practical are worse than those who can speak, those who work hard are not as good as those who are smooth, and those who have achievements are not as good as those who are connected... This kind of evil must be resolutely put an end to it!

In fact, it is to minimize the subjective judgment of "people-oriented" and avoid a very common cognitive bias in psychology-the effect of looking more.It means that we have too much affection for people and things we are familiar with.When referring to performance evaluation, some immature managers may give high performance to their more "familiar" employees instead of making judgments based on the performance output of employees.

It is necessary to give real comprehensive information in which all data are clearly visible for digital evaluation.

However, traditional personnel staff are basically liberal arts students. It is difficult for them to use science thinking to develop a digital recruitment and assessment tool.

So Zhou Buqi has been arranged.

He asked Xu Liangjie to go to Ziweixing International to serve as the vice president in charge of personnel work, assist the chief human resources officer, and at the same time lead the domestic and foreign industrial lines to develop this product.

The scale of Ziweixing is getting bigger and bigger.

If the development of the European region goes smoothly, there may be 5000 employees in the European region in the next two years.If the development of the European region is stable and long-term, and it shows strong competitiveness with the Silicon Valley giants, then in the next five years, the number of employees in the European region may exceed 5.

With so many people and employees from different countries and cultures, it would be too difficult to use the traditional people-oriented personnel management model. Tool-oriented management is more standardized.

The system cannot be transnational, and different countries have different beliefs and cultural backgrounds.

This is the biggest problem for multinational corporations.

But tools can.

After the decision-making meeting, there are various product meetings.

Zhou Buqi could only raise a few superficial thoughts.

In the final analysis, we want Ziweixing to do a world-class event. Industrial digitization is the general trend, which of course also includes the human resources industry.

Guo Pengfei followed him and visited his office together.

That's right, the headquarters of Ziwei Star's capital city has been officially completed.

There are 14 buildings in total, including 7 main buildings and 7 auxiliary buildings.

Among them, the outermost 9-story annex building in the northeast corner has been handed over to Jieyu Media and has become the headquarters building of Jieyu Media.

Zhou Buqi originally thought that his office was simple, and three suites at most would be enough.

After all, it is an Internet company, so it is not good to exaggerate too much.

Unexpectedly, the company created a super office for him. This office has a total of 12 rooms, including a reception room, a digital meeting room, the main office, a bedroom, two bathrooms, a confidential secretary room, a cloakroom, a gym, Study room, tea room, video and audio entertainment room and so on.

Zhou Boqi inspected it calmly, "You made this?"

Guo Pengfei laughed, "Yes, how is it?"

Zhou Buqi said: "It's over."

Guo Pengfei didn't take it seriously, "What did you do? What does a big boss look like with such a shabby job?"

Zhou Buqi said angrily: "Don't you know how to put on a show? The boss's office is shabby, so the employees will feel more fair and share the joys and sorrows."

Guo Pengfei curled his lips and said, "You fly around in private jets every day, and you still want to give people a simple and unpretentious feeling? No one is a fool! Besides, you are no longer on the front line now, and you have distanced yourself from the employees. This is the director In the boss's office, even the executives are not allowed to wander from room to room. The door is locked when you are not there, and no one can come in."

"Ah."

Zhou Buqi still felt that it was unnecessary and a bit wasteful.He is flying all over the world now, and he doesn't spend much time working here a year.

Guo Pengfei took him on a tour and said, "The human resources tool you mentioned is very ambitious, but the scope of application is quite small, right?"

At this time, I walked into the bedroom, ho!
The bed was really big enough for four or five secretaries to lie on and rest on.

Zhou Buqi coughed and coughed, quickly exited the bedroom, went to the nearby gym for a walk, and said as he walked, "Is it small? Not small. The domestic human resource management industry is still relatively backward, and even the Internet industry is Pervasive application of KPIs, not OKRs. That’s a disadvantage, but also an advantage.”

"Advantage?" Guo Pengfei was a little puzzled, "Is there an advantage if you fall behind?"

Zhou Buqi said: "The advantage of lagging behind is that you can skip the level more easily without creating application inertia."

Just like the QR code payment of mobile phones.

China is the best in this field, even better than developed countries in Europe and America.

why?
Because developed countries have established a very mature financial system, from the cash system, check system, and then to the credit card system, it is a step-by-step progress.

Even a decade later, there are still plenty of older people paying by check.It's not convenient, in fact, it's not convenient at all, just because I've been used to it for a lifetime.

Credit cards too.

The young and middle-aged generation born in the 70s and 80s are already used to credit cards and do not want to change them.

When the post-00s children grow up, they will embrace mobile payment more and more without forming a habit of using credit cards, and they will also swipe QR codes all over the world like in China.

Most domestic companies have not used the OKR system, and related OKR products have not entered the country.Ziweixing might as well help domestic large and medium-sized enterprises to skip the OKR transition period and directly upgrade to a higher-level Weishu performance system.

OKR is only used by some top high-tech companies abroad, and its popularity is not wide enough.

Most foreign companies have not formed a habit of using it.

This is also a potential market for Weishu performance.

This is a B-side business.

Coincidentally, Ziweixing International has just recruited a senior vice president from Oracle, that is, Thomas Kurian, who has extensive experience in the B-side, and can directly develop Saas products based on the cloud computing platform.

(End of this chapter)