How to conduct performance appraisal of functional personnel

There are several ways to conduct performance appraisals for managers:

1. Self-evaluation: Let employees summarize their past work, so that the performance appraiser can take the initiative to reflect, evaluate and evaluate their performance;

2. Superior evaluation: Directly evaluated by superiors is a traditional method of performance appraisal of employees, and it is also a method often used by Hengshi managers to guide and supervise employee behavior;

3. Horizontal performance appraisal: mainly evaluated by the personnel of the external coordination department, among which the personnel of the external coordination department have the most real grasp of the service spirit and coordination and communication of the management personnel, and the information is more comprehensive;

4. Set the performance appraisal cycle of management personnel, at this time, we should choose the correct performance appraisal cycle in combination with the actual situation of the enterprise itself, and the time should not be too long or too short;

5. In the process of performance appraisal of management personnel, it is necessary to achieve real-time monitoring, and as needed, Anyu has one or more face-to-face conversations with management personnel.

There are several ways to conduct performance appraisals for managers:

1. Self-evaluation: Let employees summarize their past work, so that the performance appraiser can take the initiative to reflect, evaluate and evaluate their performance;

2. Superior evaluation: Directly evaluated by superiors is a traditional method of performance appraisal of employees, and it is also a method often used by managers to guide and supervise employee behavior;

3. Horizontal performance appraisal: mainly evaluated by the personnel of the external coordination department, among which the personnel of the external coordination department have the most solid grasp of the service spirit and coordination and communication of the management personnel, and the information is more comprehensive;

4. Set the performance appraisal cycle of management personnel, at this time, the correct performance appraisal cycle should be selected in combination with the actual situation of the enterprise itself, and the time should not be too long or too short;

5. In the process of performance appraisal of management personnel, it is necessary to achieve real-time monitoring, and arrange one or more face-to-face conversations with management personnel as needed.

To do a good job in performance appraisal management, you can start from the following aspects:

Set clear performance goals and indicators: In order to make performance appraisal management targeted and effective, it is necessary to set clear performance goals and indicators at the beginning, and fully communicate and negotiate with employees to ensure that employees understand and accept these goals and indicators.

Choose the appropriate assessment methods and tools: according to the actual situation and assessment purpose of the enterprise, choose the appropriate assessment methods and tools. According to different positions and functions, different assessment methods and tools can be adopted, such as rating method, percentage evaluation method, 360-degree evaluation method, KPI evaluation method, etc.

Establish a sound appraisal system and standards: To ensure the fairness and transparency of performance appraisal management, it is necessary to establish a sound appraisal system and standards, clarify the evaluation indicators and weights, and make the evaluation results open and transparent.

Do a good job of communication and feedback in the performance appraisal process: In order to allow employees to fully participate in the performance appraisal management process, it is necessary to provide feedback and guidance to employees in a timely manner, and fully communicate and exchange with employees to help employees understand their strengths and weaknesses, and provide suggestions for improvement and improvement.

Motivate and reward outstanding employees: To motivate and reward outstanding employees, monetary rewards, promotions, training and other methods can be used to make employees feel their own value and achievements, so as to better exert their work ability and enthusiasm.

Regular evaluation and optimization of appraisal management: In order to ensure the continuity and effectiveness of performance appraisal management, it is necessary to regularly evaluate and optimize appraisal management, and adjust and improve appraisal methods, tools, and standards according to the actual situation and feedback.

The four main bodies of performance management are the CEO or general manager of the company, the person in charge of HR, the line supervisor of the business department, and the employee himself.

The CEO of the company or the general manager of the company:

Promoters and supporters. His support for performance management directly affects the implementation of performance management, and is mainly responsible for the following tasks: making speeches at the implementation mobilization meeting, creating momentum, reviewing performance plans, presiding over performance management training, and program seminars; Conduct performance communication and performance appraisal at the vice president level, etc.

hr: Organizer and Consult Expert or Coach:

His work influences the performance management process, and his work rules include: disseminating the theories, methods and techniques of performance management within the enterprise; Development of performance management systems and tools**; Organize line managers to communicate with employees on performance, formulate performance goals and improvement plans, and so on.

Line Supervisor of Business Unit:

Performers vs. Feedbackers. Their main tasks are: bridging performance communication with employees, formulating employee key performance indicators, performance coaching, recording employee performance, assessment implementation, result feedback, employee satisfaction survey, helping employees develop performance improvement plans, etc.

Employees themselves: the real masters of performance management. The following are what the employees themselves need to do:

Develop KPIs with managers; Maintain constant communication with managers, keep working hard, and exceed your own performance goals; With the help of your manager, analyze your performance cycle performance and develop a performance improvement plan.

When we clarify the rights and responsibilities of each subject of performance management, perhaps we will focus on this aspect when we do the basic homework of performance management.

To do a good job in performance appraisal management, the most important thing is to be fair, just and open.

In particular, it is important to treat everyone equally.