華(hua)為公司成功超越對手的(de)一個(ge)關鍵秘訣就是(shi)增量績(ji)效管理(li)。那么，華(hua)為公司是(shi)如何推進增量績(ji)效管理(li)的(de)呢？
1、有工(gong)(gong)(gong)(gong)(gong)(gong)資(zi)倒(dao)推任(ren)務。在華(hua)為強制規定(ding)必須(xu)給核心(xin)(xin)員(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)加(jia)工(gong)(gong)(gong)(gong)(gong)(gong)資(zi)，從而(er)倒(dao)推他(ta)要(yao)完(wan)成(cheng)多(duo)少收入。每(mei)年(nian)完(wan)成(cheng)任(ren)務后，華(hua)為給前20%的(de)員(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)加(jia)20%工(gong)(gong)(gong)(gong)(gong)(gong)資(zi)。中間20%的(de)員(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)加(jia)10%的(de)工(gong)(gong)(gong)(gong)(gong)(gong)資(zi)。每(mei)超額完(wan)成(cheng)任(ren)務10%，再(zai)增加(jia)10%比例的(de)員(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)。此外(wai)，即使部(bu)門(men)(men)做的(de)再(zai)差(cha)，也要(yao)漲工(gong)(gong)(gong)(gong)(gong)(gong)資(zi)，不(bu)過可以減人。很多(duo)企業經(jing)常犯一個錯誤(wu)，部(bu)門(men)(men)績效越差(cha)，就越不(bu)給員(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)漲工(gong)(gong)(gong)(gong)(gong)(gong)資(zi)。如果工(gong)(gong)(gong)(gong)(gong)(gong)資(zi)不(bu)漲，優秀員(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)肯定(ding)要(yao)走(zou)，剩下的(de)都是比較差(cha)的(de)。對(dui)于(yu)中小企業而(er)言，不(bu)能像(xiang)華(hua)為一樣，每(mei)個員(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)工(gong)(gong)(gong)(gong)(gong)(gong)資(zi)都很高，但你(ni)可以讓核心(xin)(xin)員(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)工(gong)(gong)(gong)(gong)(gong)(gong)資(zi)提(ti)高。總之，要(yao)留(liu)住核心(xin)(xin)員(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)，給少數優秀的(de)員(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)漲工(gong)(gong)(gong)(gong)(gong)(gong)資(zi)，來(lai)倒(dao)推他(ta)的(de)任(ren)務，這就是增量績效管理。
2、提高人均(jun)毛(mao)利(li)(li)。任何(he)一(yi)個企業(ye)，人均(jun)毛(mao)利(li)(li)是(shi)*的(de)生(sheng)存指標(biao)(biao)。在(zai)一(yi)個科技公(gong)司(si)，若人均(jun)毛(mao)利(li)(li)35萬(wan)元，大約(yue)其中60%即21萬(wan)元是(shi)人工(gong)成(cheng)本，還(huan)有35%是(shi)業(ye)務費用(yong)，15%是(shi)凈利(li)(li)潤。華(hua)為(wei)之所以一(yi)定(ding)(ding)(ding)要實現人均(jun)毛(mao)利(li)(li)100萬(wan)元的(de)目標(biao)(biao)，是(shi)源于(yu)華(hua)為(wei)規(gui)定(ding)(ding)(ding)員(yuan)(yuan)工(gong)必(bi)須拿到28萬(wan)元的(de)固定(ding)(ding)(ding)工(gong)資(zi)(zi)。這(zhe)個問題(ti)對中小(xiao)企業(ye)同樣適用(yong)，一(yi)定(ding)(ding)(ding)要注意將(jiang)人均(jun)毛(mao)利(li)(li)提上去。人均(jun)毛(mao)利(li)(li)的(de)增長決定(ding)(ding)(ding)著(zhu)員(yuan)(yuan)工(gong)工(gong)資(zi)(zi)的(de)增長，如果中小(xiao)企業(ye)的(de)員(yuan)(yuan)工(gong)工(gong)資(zi)(zi)上不去，一(yi)定(ding)(ding)(ding)會成(cheng)為(wei)其他(ta)企業(ye)的(de)黃埔軍校。掌握著(zhu)優秀技能(neng)的(de)人才就會流失。
3、減(jian)人(ren)(ren)也要增(zeng)效，一(yi)(yi)(yi)(yi)個(ge)(ge)(ge)(ge)企業最好的(de)(de)狀(zhuang)態是(shi)讓一(yi)(yi)(yi)(yi)個(ge)(ge)(ge)(ge)人(ren)(ren)干(gan)很多事，不(bu)養(yang)閑人(ren)(ren)。比如四(si)個(ge)(ge)(ge)(ge)人(ren)(ren)的(de)(de)活(huo)，有兩(liang)個(ge)(ge)(ge)(ge)人(ren)(ren)來(lai)干(gan)，每個(ge)(ge)(ge)(ge)人(ren)(ren)能拿(na)兩(liang)倍的(de)(de)工資(zi)。這就涉及一(yi)(yi)(yi)(yi)個(ge)(ge)(ge)(ge)問(wen)題，要減(jian)人(ren)(ren)增(zeng)效，這是(shi)績效管理(li)的(de)(de)首(shou)要目標。所以(yi)，華(hua)為人(ren)(ren)力資(zi)源部(bu)在確定招聘需求的(de)(de)時(shi)候，一(yi)(yi)(yi)(yi)定會(hui)問(wen)三個(ge)(ge)(ge)(ge)問(wen)題。為什么要招這個(ge)(ge)(ge)(ge)人(ren)(ren)？他獨特的(de)(de)貢獻是(shi)什么？能不(bu)能把這個(ge)(ge)(ge)(ge)崗(gang)位(wei)(wei)給別人(ren)(ren)做(zuo)，給別人(ren)(ren)加點工資(zi)？在華(hua)為一(yi)(yi)(yi)(yi)個(ge)(ge)(ge)(ge)部(bu)門經理(li)只能干(gan)三年，第一(yi)(yi)(yi)(yi)年的(de)(de)任務就是(shi)精(jing)減(jian)人(ren)(ren)員，將很多崗(gang)位(wei)(wei)合并，提高人(ren)(ren)均工效。
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