How to do a good job in salary performance management, how to do salary performance

To do a good job in compensation and performance management, enterprises need to pay attention to the following aspects:

1.Set clear goals and performance indicators: Set clear work goals and performance indicators, which are consistent with the strategic goals of the enterprise, so that employees know their work goals and performance requirements, and also facilitate subsequent performance evaluation and compensation management.

2.Establish a scientific performance evaluation system: Establish a scientific, fair and operable performance evaluation system, including evaluation standards, evaluation methods, evaluation cycles, etc., to ensure the objectivity and accuracy of evaluation results.

3.Timely performance feedback: Timely feedback to employees on the results of performance evaluations, so that employees can understand their work performance and performance level, so that they can make timely adjustments and improvements, and also help motivate employees' work enthusiasm and creativity.

4.Reward and motivate performance: According to the performance of employees, give corresponding performance rewards and incentives, such as performance bonuses, promotion opportunities, training opportunities, etc., to stimulate employees' work enthusiasm and creativity.

5.Elaborate design of remuneration policies and systems: Combine the performance of employees with salary management, consider the work performance and performance level of employees, and formulate reasonable remuneration policies and systems to stimulate employees' enthusiasm and creativity, and also help to optimize the remuneration structure and management efficiency of the enterprise.

6.Continuously optimize and improve the management system: Continuously optimize and improve the salary performance management system, and continuously improve the performance evaluation system and performance management methods to improve the scientificity and effectiveness of performance management.

Performance Appraisal Methods Performance Appraisal and Compensation Management.

Hello, dear. General performance and salary is linked, with the assessment of the need to design supporting incentives, if it is to do the performance pay system, before the formal implementation of the need to have an action plan, is to do the steps of this thing: 1, research work:

Understand the basic information such as the relevant situation, structure, functions, responsibilities, business processes, and corporate culture of the enterprise, and grasp the management foundation and interpersonal relationship of the enterprise to judge the difficulty of the work. 2. Pre-war publicity: It is necessary to win the support of management at all levels, the support of high-level and middle-level cooperation, which is not something that a department or a person can do well, and tell them the necessity of doing it and the significance to the company.

3. After doing enough ideological work for the management, it is necessary to hold a mobilization meeting attended by all staff and publicize it so that employees know what to do, what it means to them, and what they need to do. 4. Officially start the change work: arrange interviews at all levels, communicate and confirm with supervisors, design system documents, report, etc., which also involves a lot of details in this process.

5. In short, it is necessary to be clear about the role positioning of performance-based pay, to seek support and cooperation, and to face doubts and criticisms, a lot of communication and explanation are essential.

Employee performance appraisal.

Performance appraisal form.

Employee's name and position.

Department Assessment interval YYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYY

Evaluation scale and score: Excellent (10 points), Good (8 points), Fair (6 points), Poor (4 points), Very poor (2 points).

Evaluation Items Criteria & Requirements Scoring Weighting.

Self Rating, Direct Rating, Manager Rating, General Manager.

Rating This column averages.

Work performance. 1 Work goal achievement (per capita production capacity target, management target) 4

2. Production safety management effect (safety status of human-machine environmental method).

3 Related technologies Quality control or improvement.

4. The stability of the team, the smooth operation of the work, and the discipline of the subordinate personnel.

5 6S management, ISO implementation, system implementation.

Job skills. 1 Business knowledge and skills, management decision-making ability 2

2. Ability to organize and lead.

3. Ability to communicate and coordinate.

4. The ability to pioneer and innovate.

5. Ability to implement and follow.

Quality of work. 1 Work hard and do your best to accomplish task 2

2. Work hard and work very well.

3. Strong sense of responsibility, able to work automatically and spontaneously, and play an exemplary role.

4. Professional ethics and conduct, pay attention to personal behavior, and maintain the company's image.

5. Responsibility and dedication to the company.

Work attitude. 1. Obey the work arrangement, be diligent and sincere, 2. Unite and cooperate, and have a sense of teamwork.

3. Punctuality, pragmatism, initiative and proactiveness.

4 No waste of time, no fear of toil, no complaints.

5. Work spirit: whether it is optimistic and enterprising.

Signature of the evaluator I: Directly subordinate: Manager: General Manager:

Assessment Score Average score for job performance 4 + average score for job skills 2 + quality of work 2 + attitude towards work 2= points.

Attendance, rewards and punishments.

Information provided by human resources) Attendance: Late arrival, early departure + absenteeism 4 + personal leave + sick leave days.

Penalty: Fine, Warning, 1 + 3 Minor Offenses + 9 Major Offenses = Points.

Reward: Praise 1 + Minor Effort 3 + Major Effort 9 = points.

Total Score Assessment Score Score - Score - Score + Score = Score.

Classification A (above standard or up to standard Excellent or Good): 90 100 points;

Grade B (basically meeting the standard requirements General): 80 89 points;

Grade C (close to the standard or almost passed): 70 79 points;

Grade D (well below the required standard deviation and needs to be improved): 69 points or less.

1) Carry out ideological propaganda and change traditional concepts.

By strengthening the ideological propaganda and implementation of enterprise leaders, we should change their original ideological style of "egalitarianism" and "harmony". Ideology is more profound than the system, and only by truly clarifying the source from the ideology can the performance management work of the spring certificate be implemented smoothly.

2) Improve the corresponding management system and establish a performance management foundation.

Combined with the current development status of the enterprise and the benchmark with the same industry, modify and improve the original job series, job level, post quota and related business processes of the enterprise, and prepare detailed department responsibilities and job descriptions, which are used as the basis for the implementation of performance management.

3) Synchronous cultural construction and the establishment of a long-term performance management mechanism.

Promoting performance management is closely related to corporate culture. Only by creating a high-performance cultural atmosphere, so that employees truly identify with performance management in terms of values and behaviors, and take performance management-related behaviors as a normal operation of management, can performance management be truly implemented.

4) Strengthen the implementation of training and improve the management process.

Training helps to improve the ideological awareness of employees and improve their management skills. At the same time, because in the process of performance management, employees at different levels of the enterprise have different roles in the performance appraisal process, and the focus of their training is also different. For department heads, they must focus on improving their human resource management capabilities, and through the training of their human resource management related knowledge and skills, they can strengthen their ability to train their subordinates to promote the improvement of employee quality.

For employees, the focus of the training is mainly on the promotion and implementation of the correct concept of performance management, so as to help them correctly understand performance management, eliminate resistance, and actively participate in it.