—
30%
30%
KPI
Customer Number Growth ≤20% Ratio Daily management Score
25%
≥30%
—
20%
20%
—
20%
20%
• Month Salary System • Month bonus and year-end bonus are related to KPI assessment Scientific Appraisal Method
—
—
20%
Managers
KPI
Customer Number Growth Ratio Market Share Renewal Rate Daily management Score
≤20% ≤50% ≤59%
25%
≥30% ≥80% ≥67.29 %
— — — 20%
20% /10% 10% 5% 10%
20% /10% 10% 5% 10%
65% 66.32%
Effective Implementation Monthly Summary or Evaluation
Appealing System
Electronic Resources Sharing Platform
Strategic Altitude
40%
Ranking
40%-70%
70%-90%
•No change in position or salary •Special training •Improve capability •Salary cutting •Transferring job •Layoff
90%-100%
Scientific Appraisal Method
Human Resources Survey
Background
Former Problems
New Performance System
Recommendations
Recommendations
Give rights to frontier employees
Build multi-level and multi-dimensional evaluation system
Scientific Appraisal Method
Team Work Spirit
Team Turnover Completion Ratio Individual Turnover Growth Ratio ≤80%
0
100
150
100% ≥120%
—
30%
30%
Salesmen
-20%
+10%
Proportional distribution
4 …
Race
70% 20% 10%
Incentive or Layoff
New Race System New Performance System
Different Treatment
•Get incentives •Ranking 40% for two consecutive years, Get promotion •Get incentives
Background
Former Problems
New Performance System
Recommendations
Why had we chose this company?
Background
Rapid development from a 25 staff firm to a leading financial group Good performance management practice
Background
Former Problems
New Performance System
Recommendations
Consistence
Байду номын сангаас
Objectiveness
New Principles of Performance Appraisal Fairness
Openness
Practical
Unified incentive standard
Multi-dimensional KPI
First-line sales income = Basic salary + Bonus Bonus = Turnover * Differentiated Bonus Rate
Evaluation Standard Index Weight Month Quarter Year
Index Team Turnover Evaluation Standard 0 ≤80% Short TermRatio Achievement Completion Long Term Development COR ≥105% /≥70% 100 100% 95%/ 60% 150 ≥120% ≤90% /≤50% Weight Month Quarter 80% 45% Year 25%
A guidance to Chinese small enterprises
Not Scientific and Reasonable Enough Former Problems
Strong Subjectivity
Lack of Communication
Formalism in Assessment
Difference
New Performance System
New Race System
Scientific Appraisal Method
Effective Implementation
New Race System New Performance System Ranking
Horizontal ranking
Ping An Insurance Company
——The Analysis of Performance Management System
Background
Former Problems
New Performance System
Recommendations
Established in 1988 in Shenzhen Background The first insurance company with shareholding structure Three core businesses: insurance, bank and investment Consolidated total assets: 3.8 trillion Consolidated total equity: 206.488 billion
谢谢观赏
Thanks