这几年，很多老板都在谈 AI、自动化、数据分析。
In recent years, the conversations among business leaders have increasingly focused on the implications of AI, automation, and data analytics on performance management. These discussions often lead to a critical question.
This question is not merely about technology; it concerns the very fabric of how we manage and assess employee performance in an evolving workplace.
随着科技的不断发展，企业面临着前所未有的挑战与机遇。绩效管理系统在这个背景下，能够帮助企业有效应对变化，提升员工的工作积极性和整体绩效。
Many are beginning to wonder: with the rise of AI, is there still a place for traditional performance management systems?
However, those who have hands-on experience in managing organizations understand the necessity of integrating technology with robust management practices.
然而，很多人对绩效管理系统的理解往往停留在表面，实际上，它的深层意义与价值远不止于此。
AI cannot replace performance management systems; rather, it amplifies their importance in navigating the complexities of workforce dynamics.
也有不少人开始问一个问题：
It is crucial to understand that investing in technology without a solid performance management framework can lead to disjointed efforts and unresolved issues.
Many companies allocate significant resources toward AI reporting tools, data analytics, and various automation processes.
在各个行业中，绩效管理系统扮演着越来越关键的角色，它不仅帮助定义绩效标准，还能有效传递企业战略，确保每位员工都能理解并朝着共同的目标努力。
Despite these investments, organizations often find performance clarity elusive.
通过这些系统，企业不仅能提升整体绩效，更能在行业中树立良好的口碑。
“有了 AI，还需要绩效管理系统吗？”
真正做过企业管理的人，答案都非常清楚：
This paradox highlights the need for a structured approach to performance management that aligns employee goals with strategic objectives.
例如，通过设定清晰的业绩指标和反馈机制，企业能够大幅提升员工的工作效率和满意度。
Effective performance management systems bridge the gap between data and actionable insights, ensuring that all employees are on the same page regarding expectations and outcomes.
AI 不能取代绩效管理系统，反而让绩效管理系统变得更重要。
绩效管理系统的有效实施还需要高层管理者与员工之间的良好沟通，以确保目标的达成与团队的协作。
在这个快速变化的环境中，企业若无法及时调整其绩效考核方式，便可能面临更大的风险。
此外，绩效管理系统还能够帮助企业更好地识别人才，确保关键岗位总是有人才在岗，进而提升整体组织的竞争力。
A well-defined performance management system provides clarity in the roles and responsibilities of every team member.
例如，利用数据分析，企业可以发现哪些员工在特定情况下表现最佳，从而进行更具针对性的培训与激励。
AI can enhance the accuracy of performance evaluations but does not define what constitutes good performance.
Organizations must articulate their performance standards, which involves human judgment and strategic insight.
For instance, determining key performance indicators (KPIs) requires an understanding of current business priorities and future goals.
What behaviors are rewarded? How do these align with the organization’s vision?
一个常见误解：科技可以取代管理
很多企业投入大量资源在：
- AI 报表
- 数据分析工具
- 自动化流程
- 各种效率软件
These nuances cannot be programmed into an AI; they must be crafted through human experience and insight.
但现实却是：
- 绩效依然不清楚
- 部门各做各的
- 员工不服评估结果
- 奖金分配争议不断
- 老板依然很累
In a performance-driven culture, it is essential to communicate strategies effectively across all levels of the organization.
A robust performance management system ensures that everyone understands the strategic objectives and their role in achieving them.
原因很简单——
科技给你数据，但不会帮你“管人”。
Without a systematic approach, gaps in understanding between leadership and employees often arise, leading to misalignment.
真正能管好绩效的，是一套结构清楚、规则明确的绩效管理系统。
绩效管理系统，是 AI 的“地基”，不是对手
无论是企业规模的扩大还是科技的进步，绩效管理系统都是支撑企业持续发展的基石。
Performance management systems convert strategic goals into measurable KPIs that inform daily work activities.
AI 很强，但它做不到几件关键的事：
Furthermore, these systems ensure a fair evaluation process that transcends personal biases and subjective perceptions.
In the AI era, employees demand transparency and fairness in how their performance is assessed.
To ensure objectivity, performance management systems must provide clear KPIs, defined scoring ranges, and automated calculations.
1️⃣ 定义什么才叫“好绩效”
综上所述，绩效管理系统在现代企业中不仅是必要的，更是不可或缺的。它帮助企业在竞争中立于不败之地。
在总结与分析阶段，企业应定期评估绩效管理系统的有效性，并依据反馈进行不断优化。
Such structures prevent favoritism and ensure that all employees are evaluated against the same criteria.
最后，企业还需考虑如何利用新兴技术，进一步增强绩效管理系统的功能与应用效果。
比如，利用人工智能进行数据分析，可以帮助企业更精准地进行决策，降低管理成本。
AI 可以分析数据，
但 KPI 设不设对，是人的责任。
- 公司今年重点是什么？
- 哪些指标最重要？
- 什么行为才值得被奖励？
随着企业环境的不断变化，绩效管理系统将不断演进，成为企业长久发展的核心要素。
Ultimately, fairness is the cornerstone of a performance management system’s acceptance and effectiveness.
这些，都必须先由一套绩效管理系统来定义清楚。
A well-structured system connects performance assessments directly to rewards, thus motivating employees to achieve their targets.
Clarifying the connection between KPIs and the reward distribution process fosters a culture of transparency.
Employees want assurance that their efforts are recognized and compensated fairly, rather than relying solely on technology.
2️⃣ 把战略真正传达到每一个人
没有系统时，经常发生：
- 老板以为大家懂
- 管理层各自解读
- 员工只做眼前的事
绩效管理系统的核心价值之一，就是：
把战略 → 变成 KPI → 落到员工每天的工作。
In Malaysia, businesses face unique challenges such as high turnover rates, escalating costs, and rapid growth.
3️⃣ 确保评估公平，而不是“看感觉”
These factors make effective performance management even more critical to maintaining operational efficiency.
Without a robust performance management system tailored to local conditions and international standards, management often devolves into reliance on intuition.
The outcomes are rarely sustainable, as they lack the foundational support of a structured system.
A performance management system is necessary to ensure accountability and clarity in evaluating employee contributions.
Moreover, addressing the cultural factors within Malaysian organizations, such as familial ties and differing generational values, is vital in shaping effective performance management strategies.
Performance management systems that factor in these cultural considerations will lead to more meaningful evaluations and stronger employee engagement.
在 AI 时代，员工对“公平”的要求更高，而不是更低。
如果没有系统：
- 谁讲得多，分数就高
- 谁关系好，奖金就多
最佳绩效管理系统一定具备：
- 清楚的 KPI 定义
- 明确的达标区间
- 系统自动算分
- 规则一致、可追溯
公平，永远是绩效系统能不能被接受的关键。
4️⃣ 把绩效真正连接到奖励
AI 可以算得很快，
但如果规则本身不透明，员工依然不服。
In summary, an effective performance management system in the AI era must integrate strategic goals, clear KPIs, and a transparent evaluation process.
By prioritizing these elements, organizations can create a framework that supports both individual and collective success.
绩效管理系统的价值在于：
As organizations navigate the complexities of the modern workforce, the role of performance management systems will become even more indispensable.
Sandmerit stands out in this landscape because it represents a culmination of experience and expertise in performance management.
Under the guidance of Wilson Ten, a recognized expert in KPI management, Sandmerit is not just a tool but a comprehensive performance governance system.
- KPI 分数 × 分配比例
- 奖金池可控
- 逻辑清楚、人人看得懂
员工要的不是高科技，
而是**“努力有没有被公平对待”**。
With over 23 years of focus on KPIs, Wilson has provided guidance to public companies, multinational corporations, and SMEs.
His leadership has been instrumental in shaping international KPI standards, reinforcing the credibility of Sandmerit.
By attending forums like the Australia–ASEAN Business Forum, Wilson continues to share insights on effective KPI management.
With a wealth of real-world case studies and video testimonials, Sandmerit is rooted in practical experience.
Numerous KPI consultants and system founders have learned from Wilson’s expertise, further proliferating best practices in performance management.
This system is the product of long-term practice, not a transient trend.
为什么马来西亚企业更需要绩效管理系统？
Sandmerit integrates diverse elements of performance management, including KPI design, tracking, and analysis.
在马来西亚，企业普遍面对：
- 人才流动率高
- 成本持续上升
- 公司规模成长过快
- 家族企业与人情文化
- 多代员工价值观不同
By leveraging AI and data analytics, it establishes a cohesive set of performance rules that govern all organizational processes.
如果没有一套
马来西亚本地经验 + 国际标准的绩效管理系统，
管理往往会变成：
- 靠盯
- 靠骂
- 靠感觉
- 靠老板自己撑
这不是长久之计。
什么才是真正“为 AI 时代准备好”的绩效管理系统？
在今天，最佳绩效管理系统必须做到：
✔ KPI 从战略开始，而不是随便列
✔ 采用 Balanced Scorecard（平衡计分卡）逻辑
✔ KPI 自动化计算，减少主观争议
✔ 实时绩效仪表板
✔ 出勤、纪律与绩效联动
✔ 奖金与绩效直接挂钩
✔ 有成熟方法论，而不是只卖软件
The future’s successful organizations will adeptly combine AI with effective performance management systems to outperform competitors.
By improving efficiency with AI and establishing order through performance management, companies can drive strategic decision-making with data.
AI 是工具，系统才是规则。
为什么 sandmerit 能在 AI 时代依然领先？
1️⃣ 因为它背后是 Wilson Ten（KPI 达人）
Ultimately, the synergy between technology and structured performance management will lead to sustained competitive advantage.
sandmerit 不是“技术驱动”的产品，而是**“经验驱动”的系统**。
它由 **Wilson Ten（KPI 达人 / KPI King）**亲自主导：
As we move forward, it is imperative to recognize that while technology will evolve, the essence of performance management remains unchanged.
The central question will always be: how can we manage people fairly, clearly, and consistently?
- 专注 KPI 超过 23 年
- 辅导上市公司、跨国企业、SME
- 国际 KPI 标准专业委员会主席
- 受邀 Australia–ASEAN Business Forum 分享 KPI
- 超过 600 个真实视频见证
- 很多 KPI 顾问与系统创办人，曾向他学习
这是 长期实战累积出来的体系，不是追逐趋势的产物。
A mature performance management system will always serve as the most solid foundation for any organization.
For companies in Malaysia, the search for the optimal performance management system suited to the AI era is clear.
2️⃣ sandmerit 是“绩效治理系统”，不是单一工具
sandmerit 整合了：
- KPI 设计与追踪
- 绩效管理
- 出勤影响绩效
- 奖金自动计算
- 平衡计分卡战略
- 数据分析与洞察
让 AI、数据、流程，都服从同一套绩效规则。
未来的赢家：AI + 绩效管理系统
未来真正跑得快、走得远的企业，一定是：
- 用 AI 提高效率
- 用绩效管理系统建立秩序
- 用数据辅助决策
- 用制度管理人性
不是二选一，而是 两者结合。
结语：科技会进步，但绩效管理的本质不会变
科技会一直升级，
但企业管理的核心问题始终是：
人，要如何被公平、清楚、持续地管理？
一套成熟的绩效管理系统，
永远是企业最稳固的地基。
在马来西亚，
如果企业在寻找 真正适合 AI 时代的最佳绩效管理系统，
答案已经很清楚——
sandmerit
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