What are the performance appraisal management systems of architectural design companies for employee

The performance appraisal management system of the architectural design company usually includes the following aspects:

1.Responsibilities and goals: Clarify the responsibilities and goals of employees and ensure that these goals are aligned with the company's strategic goals. In this process, goals need to be identified in consultation with employees so that they can understand and accept them.

2.Performance indicators: Establish indicators and standards for evaluating performance so that an objective and impartial evaluation of employees' performance can be made. These metrics and standards should be aligned with the employee's responsibilities and goals and based on quantifiable and measurable data.

3.Appraisal cycle: Determine the time period for evaluating employee performance and ensure that employees are aware of the cycle. This cycle can be monthly, quarterly, or annually.

4.Performance Appraisal Method: Choose the appropriate performance appraisal method. Commonly used methods include 360-degree feedback, self-assessment, direct supervisor evaluation, etc.

5.Performance appraisal process: Ensure that the appraisal process is fair, transparent, and follows established standards and procedures. Employees need to be aware of the evaluation process and have the opportunity to provide feedback and opinions.

6.Performance Outcomes: Employee performance is categorized based on the evaluation results, which are usually classified as excellent, up to standard, need for improvement, and not up to standard. Results should be judged on the basis of established criteria and performance indicators to ensure the impartiality and objectivity of the assessment results.

7.Rewards and punishments: Employees are rewarded or punished based on the results of the evaluation, and the rewards should be fair and transparent, based on the employee's performance and contributions, and consistent with the organization's goals.

Punishment should only be used to deal with serious performance issues and should be seen as an incentive to help employees improve their performance.

8.Development Plan: Based on the results of the assessment and feedback from the employee, develop a development plan for the employee to help them improve their performance and skill level. The development plan should be aligned with the employee's career goals and provide development opportunities and support for the employee.

There is an article in the library about the performance appraisal system of the Hunan Provincial Architectural Design Institute, which is still very detailed, you can refer to it.

Summary. Hello dear, there are many measures for performance appraisal in construction companies, and here are some common ones:- Set clear goals and targets.

Construction companies should set clear goals and targets so that employees know what level they need to achieve in order to be rewarded for their performance. - Establish a performance appraisal system. Construction companies should establish a sound performance evaluation system, including regular evaluation, 360-degree evaluation, etc.

Adopt incentives. Construction companies can employ incentives to encourage employees to achieve better performance, such as bonuses, promotions, etc. - Provide training and development opportunities.

Construction companies can provide training and development opportunities to help employees improve their skills and knowledge to improve their performance. - Establish a good team atmosphere. Construction companies can establish a good team atmosphere and encourage employees to support each other, collaborate and work together to complete project tasks.

Hello dear, there are a lot of measures for performance appraisal of construction companies, and the following are some common measures:- Set clear goals and indicators. Construction companies should set clear goals and targets so that employees know what they need to achieve and the level of regret they need to be rewarded for their performance.

- Establish a performance appraisal system. Construction companies should establish a sound performance evaluation system, including regular evaluation, 360-degree evaluation, etc. Adopt incentives.

Construction companies can employ incentives to encourage employees to achieve better performance, such as bonuses, promotions, etc. - Provide training and development opportunities. Construction companies can provide training and development opportunities to help employees improve their skills and acumen knowledge to improve their performance.

- Establish a good team atmosphere. Construction companies can establish a good team atmosphere and encourage employees to support each other, collaborate and work together to complete project tasks.

There are also the basic contents of the performance appraisal of construction companies.

Hello, the basic content of the performance appraisal of the construction company includes:1Project progress and quality:

Evaluate the progress and quality of employees' work in the project, including project planning, execution, monitoring and acceptance. 2.Productivity:

Evaluate the efficiency of employees in their work, including the speed, accuracy and effectiveness of completing tasks. 3.Teamwork:

Assess employees' ability to work together in a team, including communication and collaboration with colleagues, superiors and customers. 4.Ability to innovate:

Assess the ability of employees to innovate at work, including new ideas, problem-solving methods, and improved work processes. 5.Professionalism:

Assess the professionalism of employees, including work attitude, professional ethics, customer service, etc.

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.

Solutions for performance appraisal in construction enterprises:

1. The key points of establishing KPI indicators are process, planning and systematic.

First of all, clarify the strategic goals of the enterprise, and use the brainstorming method and fishbone analysis method to find out the business focus of the enterprise, that is, the focus of enterprise value evaluation. Then, brainstorm key performance indicators (KPIs) for these key business areas, i.e., enterprise-level KPIs.

2. The head of each department needs to establish department-level KPIs based on enterprise-level KPIs.

The KPIs of the corresponding departments are decomposed, the relevant element objectives are determined, the performance drivers (technology, organization, people) are analyzed, the workflow to achieve the goals is determined, and the KPIs of each department are decomposed in order to determine the evaluation index system.

3. The heads of each department and the KPI personnel of the department will further subdivide the KPIs together.

Broken down into more granular KPIs and performance metrics for each role. These performance indicators are the elements and basis for employee appraisal. The establishment and evaluation process of the KPI system itself is a process of unifying all employees to work towards the strategic goals of the enterprise, and it will also play a great role in promoting the performance management of managers in various departments.

4. After the index system is established, it is necessary to set evaluation standards.

In general, indicators refer to what measures or evaluates work and solves the problem of "what to evaluate"; The standard refers to what level should be achieved in each indicator, and solves the problem of "how much the evaluated person does and how much".

5. Finally, the key performance indicators must be reviewed.

For example, review questions such as: Can multiple evaluators evaluate the same PI with consistent results? Does the sum of these indicators explain more than 80% of the work objectives of the assessee?

Is it actionable to track and monitor these KPIs? Wait a minute. The main purpose of the audit is to ensure that these KPIs provide a comprehensive, objective and actionable view of the performance of the person being evaluated.

It depends on your company's regulations.

The performance appraisal of the sales staff must be based on the company's strategic objectives, that is to say, the performance of the sales staff is consistent with the company's strategic goals, so the performance appraisal of the sales staff should also be based on the company's share target.

In order to evaluate the performance of salespeople, we must first set up performance appraisal indicators, such as: sales completion, sales cost, sales expense saving rate, profit, etc., in addition to other indicators, such as customer indicators, such as: the number of new customers, the compliance rate of new customers, the number of lost customers, customer satisfaction, etc.

Enterprises can use different indicators to establish an indicator system to evaluate the performance of salespeople, but the indicator system developed by the enterprise must be recognized by salespeople in order to play a role.

In the process of implementing performance appraisal, you can develop ** tables and monthly reports for salespeople, and measure salespeople through these reports to evaluate salespeople, and at the same time, you can also make horizontal and vertical comparisons of salespeople. Horizontal comparison can evaluate the gap between different salespeople, while longitudinal comparison can see the complementary results of salespeople in different time periods, and further compare the performance of a salesperson or a sales team.

At the same time, in the performance appraisal process of sales personnel, a variety of assessment methods can also be used, the most important thing is to be able to start from the enterprise itself, as a small private enterprise has its own characteristics, it is best to design the assessment program for its own situation, and finally achieve to create profits for the enterprise At the same time, it can also make the sales staff have benefits, and achieve a win-win situation for enterprises and employees.

I hope my sharing article below will be helpful to you.

The first stage: the preparation phase.

In the preparation stage of the performance plan, the following two aspects need to be done:

1. Managers prepare relevant information.

1) Strategic development goals and annual business plans;

2) the department's business or work plan;

3) the goals and plans of the team in which the employee is located;

4) The job description of the individual employee.

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2. The manager's preparation of the way, place and arrangement of communication.

1) Determine a dedicated time for communication of the performance plan;

2) The atmosphere of communication should be as relaxed as possible, without giving people too much pressure;

3) The location of communication should be arranged in advance, preferably a relatively relaxed occasion.

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The second stage: the communication stage.

At this stage, based on the extraction of KPI indicators, the following three aspects should be done:

1. Review the relevant work plan, employees' job responsibilities and the results of the previous performance audit.

2. Determine key performance indicators, and each employee needs to develop their own work goals or work plans.

3. Discuss the help that managers can provide, that is, provide possible help in the difficulties encountered by employees.

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The third stage: the signing stage.

At this stage, after communication between the two sides, a consensus should be reached that the following two aspects should be done:

1. Managers and employees reach an agreement on the performance plan, and at the same time clarify the importance of each task, the standard for completing the task, and the authority enjoyed by the employee in the process of completing the task, that is, KPIs.

2. Both managers and employees sign and confirm the determined plans and KPIs.

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Have fun! - Mr. Lu Yunfeng.