Regarding performance appraisal, performance appraisal implementation measures

Performance Appraisal Methods Performance Appraisal and Compensation Management.

Performance appraisal is a systematic project, if it is only used in certain departments, I am afraid it will not be effective for the whole company, so it is best to find a company to do it, especially not to use those backward performance appraisal products that have been very widespread in the market, and find those consulting companies that really think about the development of your company, the effect may be better. Our TPAS assessment system of Heqing Consulting Company is based on the contribution to the realization of the company's goals, I don't know if it will help you, if you need it, you can hi me, or go to my space to see the company's information.

The implementation method of performance appraisal can be designed and adjusted according to the actual situation of the enterprise and the performance management objectives, and the following are some basic steps and precautions for the implementation of general performance appraisal:

1.Set clear performance goals: Before the performance appraisal begins, it is necessary to set clear performance objectives and performance indicators with employees, including tasks, work objectives, KPIs, etc., and clarify the time period of the appraisal.

2.Collect performance data: According to the performance objectives and indicators, collect the performance data of employees during the appraisal cycle, which can include the self-evaluation, superior evaluation, peer evaluation, customer evaluation and other data of the employee.

3.Performance evaluation and scoring: Evaluate and score employees' work performance according to the set performance goals and indicators.

A combination of qualitative evaluation and quantitative evaluation can be used, such as qualitative evaluation of employees' behavior, quality, work quality, work efficiency, etc., and quantitative evaluation of completed tasks, work objectives, KPIs, etc.

4.Performance feedback and discussion: Conduct performance feedback and discussion with employees, share the evaluation results with employees, including evaluation scores, evaluation opinions, strengths and improvements, etc., and conduct performance interviews with employees to discuss employees' career development and training needs.

5.Performance Reporting and Recording: Generate performance reports to record and archive the results of employees' performance appraisals. These records can be used as a reference basis for performance management, and can be used for subsequent salary adjustments, promotions, promotions, rewards and punishments, and other decisions.

6.Regular evaluation and continuous improvement: Performance appraisal should be a continuous process, with regular evaluation and improvement. According to the results of performance appraisal, the performance objectives and indicators are adjusted and optimized, so as to continuously improve the effectiveness and accuracy of performance management.

When implementing performance appraisal, it is necessary to pay attention to the principles of fairness, impartiality and transparency, and avoid subjective bias and improper treatment. At the same time, we should fully communicate and give feedback to employees to motivate them to actively participate in the performance appraisal process to achieve better performance management results.

Summary. The performance appraisal criteria are different according to the objective appraisal or the balanced scorecard appraisal, or the KP i performance appraisal method.

The performance appraisal standard is based on the target appraisal or the balanced scorecard assessment, or the K P i performance appraisal is different, and the performance appraisal standard is different.

At the same time, the performance standards of different positions are also different.

It's like this, and the current direction of our company is set! I would like to ask, for example, the General Management Department, my KP assessment index (human resource allocation completion rate) assessment index description (the actual number of people on duty during the period The number of recruitment plans approved by the Gongjing Dong Division) 100, I now need to regularly assess the standard of light and dry, this standard is best to have a hierarchy, for example, the single indicator is 40 points, what is the reference, and the assessment standard is divided into levels.

Assess the turnover rate, assess the middle and senior recruitment rate, and assess the stable rate of employee relations.

If there is only one indicator (what about the human resource allocation rate), what can be used for the assessment criteria?

The assessment criteria can be used to recruit the completion rate.

Human-post relationship type, mobile configuration type and mobile configuration type. According to whether the enterprise is production-oriented or service-oriented.

Ask about custom messages].

For example, if I set the recruitment achievement rate to be less than 90% within the specified recruitment cycle, 3 points will be deducted: if it is less than 80%, 6 points will be deducted, and so on.

Yes. What about the completion rate of training attendees and satisfaction with the training effect? How to define the assessment criteria in the assessment indicators in this way.

The assessment standards shall be carried out in accordance with the number of completed executions, recorded inspections and completed evaluation assessments.

So you can see the teacher, wow! I've got a **, look at it. Yes.

Summary. The performance appraisal standard is the benchmark for measuring the score of each appraisal index obtained by the appraiser through measurement or through agreement with the appraisee. Depending on the organization's strategy, standards for individual or group work behaviour and work outcomes can be developed, and although there may be multiple standards, each with detailed requirements, there are only two general principles for measuring performance:

whether the results of the work are maximized; Whether it contributes to the efficiency of the organization.

The performance appraisal standard is the benchmark for measuring the score of each appraisal index obtained by the appraiser through measurement or through agreement with the appraisee. According to the organization's strategy, it is possible to formulate individual or group work behavior and work results standards, although there may be multiple standards, and each of them has very detailed requirements, but there are only two general principles to measure the performance of the company: whether to maximize the work results; Whether it helps to improve the efficiency of organizing debates.

Hope it helps.

Measures for the Management of Performance Appraisal:

In order to objectively and fairly evaluate and assess the business performance of each department, promote each department to standardize management, rationalize business processes, improve the overall operational efficiency of the company, successfully achieve the annual business objectives and achieve its own sustainable development, follow the principles of "market pressure transmission" and "taking into account fairness and efficiency", these measures are formulated.

First, the principles and ideas of departmental performance appraisal.

1. The overall performance evaluation of the department is aimed at achieving business objectives, and cost, quality and speed are the control objectives.

2. The implementation of departmental performance appraisal adopts a combination of target examination and process control, with objective management as the main purpose and process control to ensure the realization of business objectives.

3. The departmental performance appraisal emphasizes the operability of key performance appraisal and appraisal procedures, and the appraisal indicators reflect the controllability of each responsible entity.

4. The results of departmental performance appraisal are linked to the monthly salary calculation and payment of each department, and the principle of effective incentives is generally adopted.

5. The main body responsible for the performance evaluation of the department is the management department, finance department, production department, quality inspection department and technical engineering department of the commercial air-conditioning company.

Second, the responsibility positioning and evaluation index system of each department.

1) The responsibilities of each department and the focus of the assessment.

1. Management Department.

Mainly responsible for the company's development planning, target management and comprehensive coordination, macro monitoring and support services for the company's various business activities.

The evaluation of the management department focuses on: the special work plan and the company's comprehensive management effect.

2. Finance Department.

Mainly responsible for the company's accounting, financial management and daily management of workshop parts and warehouses.

The evaluation of the finance department focuses on: the timeliness and accuracy of financial information, the level of cost management and the management status of parts warehouse.

3. Quality inspection department.

Mainly responsible for the company's outsourcing and outsourcing parts, semi-finished products and finished products testing or commissioned testing, quality control and evaluation; Responsible for establishing and maintaining the company's quality and environment assurance system, and implementing management, monitoring and evaluation.

The evaluation of the quality inspection department focuses on: the quality control level of parts and finished products, the timeliness and effectiveness of the company's quality improvement, etc.

4. Technical Engineering Department.

He is mainly responsible for the research and improvement of the company's manufacturing technology, the process management and the establishment and improvement of quality assurance capabilities in the manufacturing process of spring consumption, as well as the company's investment planning and management.

The evaluation of the technical engineering department focuses on: technology, technology and equipment support capabilities, investment in technological transformation and quality rectification, etc.

5. Production department.

Mainly responsible for the company's production planning, material procurement, production operation organization and workshop site management.

The evaluation of the production department focuses on: the completion of the production plan, the ability to control the manufacturing cost and the quality of the production.