How to implement the ISO22000 of the enterprise to carry out the performance appraisal implementatio

First, the key points of the enterprise to implement ISO22000 are as follows:

1. The validity of the company's ISO22000 documents; There are no uncontrolled documents on site;

2. Implement effective training for employees; Employees master the relevant ISO22000 documents for this position;

3. Employees strictly implement ISO22000 documents and form effective records;

4. The management carries out management review, takes improvement measures, and forms effective records;

5. The company regularly organizes internal audits and forms effective records;

Second, the performance appraisal of ISO22000 work should be carried out as follows:

1. As a part of the performance appraisal, the ISO22000 system operation appraisal occupies a certain weight in the performance appraisal of employees.

2. For the management representatives, the assessment content: the quality of the management review report, the standard is: no non-conformities in the external audit;

3. The performance appraisal of the person in charge of the ISO22000 system, the assessment content: the validity of the document, the completion rate of the employee training plan, the validity of the quality record, the validity of the internal audit record, the standard is: no non-conformities in the external audit;

4. The assessment of the heads of each department, the assessment content: the validity of the department's documents, the effectiveness of the quality records, and the effectiveness of employee training, the standards are: no non-conformities in the internal audit;

5. General employee assessment, assessment content: employees master the content of documents related to their positions, strictly implement the provisions of the documents and records; Standards: Combination of internal audit and internal inspection of the department;

It is necessary to do quantitative KPI performance appraisal instead of using general qualitative appraisal methods; Think carefully about the following points, and when you figure it out, you'll be done.

1.Establish departmental work projects.

2.Analyze the upstream and downstream relationships of each department.

3.Indicators surfaced through the meeting.

4.Establish data collection methods.

5.Establish statistical methods.

6.Establish performance appraisal methods (procedures and **).

7.Thoroughly discuss and finalize.

8.Trial. 9.Recension.

10.Implement implementation.

If you know exactly what I'm writing, it's easy to do.

Performance appraisal is one of the aspects of enterprise performance management, but also every enterprise must do daily homework, fair, just and open appraisal, is to maximize the enthusiasm and initiative of employees, promote the common development of enterprises and employees, and fair performance appraisal is inseparable from the establishment of a fair performance evaluation system. However, in the practice of modern enterprises, the effective establishment of the performance evaluation system is a difficult problem for enterprise managers to solve, and various management problems of the enterprise often hinder the good effect of performance appraisal, and the objective and fair performance evaluation system is impossible to talk about.

1. Conduct job analysis.

In order to give full play to the role of performance appraisal in the information feedback of the entire management system, it is necessary to carry out effective job analysis, that is, to clarify the job responsibilities and the quality requirements of the post employees, and determine which performance elements are necessary to complete the work. Only by clarifying the job responsibilities can the actual work behaviors of each work team and employees within the enterprise be assessed in a targeted manner, and the degree of fit between their behaviors and the responsibilities required by the enterprise can be judged, and this can be used as the performance measurement standard and assessment basis. In the whole process of assessment, there must be close cooperation between management and employees, and the problem of information asymmetry must be solved in cooperation.

2. Establish a performance appraisal system.

In order to make the appraisal work standardized, orderly and efficient, it is necessary to establish a scientific performance appraisal system. The construction of the performance appraisal system is a systematic project, including planning, implementation, appraisal, feedback of appraisal results, and processing and application of appraisal results. First of all, we must renew our concepts and realize that performance is not examined, but managed through a scientific system; Secondly, it is necessary to clarify the objectives of performance management; Then it's time to follow through; Finally, summarize the assessment.

3. Design the assessment index system.

It is necessary to conduct scientific analysis, combined with the individual situation of the enterprise, and formulate an index system that combines quantitative and qualitative indicators with strong operability. It is important to note that with too many indicators, the calculations will become cumbersome, and some important indicators will be overwhelmed and it will be difficult to show their important impact.

4. Choose a performance evaluation tool.

Each evaluation tool has its advantages and disadvantages. For example, a hierarchical ranking method can avoid a tendency to be in the middle, but it can cause bad feelings in employees when the performance of all employees is really high. It should be pointed out that although performance appraisal theory advocates a performance appraisal tool linked to specific work behaviors, companies are more willing to accept simpler job performance appraisal methods.

5. Improve work performance standards.

The ancients said: "Without rules, it is difficult to make a circle". Ensure that clear performance standards are provided to all appraisers, including appraisers.

Improve the work performance evaluation system of the enterprise, combine the qualitative examination and quantitative assessment of employees' abilities and results, establish objective and clear management standards, quantitative assessment, and use data to convince people. Change the shortcomings of the past employee appraisal in which the qualitative component is too large, the evaluation is vague, and it is easy to be affected by subjective factors.

How to maintain the sustainable development of enterprises is one of the most concerned issues for enterprises today. Practice has proved that performance management is an effective way to promote the standardization of enterprise management and maintain the rapid and healthy development of enterprises. Performance appraisal promotes the growth of enterprises through the following four aspects:

1. Transform corporate goals into personal goals through performance appraisal, which is consistent with the personal goals of each employee;

2. Provide employees' work enthusiasm and work efficiency through the performance appraisal bureau;

3. Understand the phased results through the phased performance appraisal and correct the work deviation;

Fourth, through performance appraisal to understand the ability and characteristics of individuals, it is helpful for enterprises to plan talents.

1. What are the risks of enterprise performance appraisal?

Performance appraisal is the central part of human resource management. Under normal circumstances, most employees of enterprises still recognize performance appraisal and believe that performance appraisal can mobilize the enthusiasm of employees. However, in some enterprises, performance appraisal is going through the motions, which has little effect, and even has a counterproductive effect.

These are two very different performance outcomes. For the latter outcome, it essentially amounts to HR performance risk. To sum up, it has a variety of more specific manifestations:

1) The assessment indicators are not clear. Appraisal indicators are the core content of performance appraisal and are equivalent to the standard of performance appraisal. In the absence of clear appraisal indicators, performance appraisal is useless.

2) The implementation of the assessment is going through the motions. Some security companies have not formed a healthy performance appraisal culture, we think that performance appraisal is to deduct employee wages, often hindered by the situation in the implementation of the appraisal of all employees have high scores. In this way, the original meaning of performance appraisal is lost.

3) Lack of effective application of assessment results. Performance-based pay is the most common application of performance appraisal. However, if the proportion of performance pay of employees in the total salary is too low, and there is no other way to apply the assessment results, excellent employees will not be effectively motivated, and the goal of survival of the fittest will be difficult to achieve.

Second, how to conduct performance appraisal of enterprises.

Basic Principles of Performance Appraisal:

1. Adhere to the principles of openness, fairness and justice.

2. The principle of first-level assessment and superior assessment of subordinates.

3. The setting of work objectives adheres to the principle of quantifying quantification and not quantifiable having corresponding scoring standards.

4. Take job responsibilities as the main basis, adhere to the principle of combining up and down, left and right, and combining qualitative and quantitative assessment.

5. The appraiser should adhere to the principle of prior guidance, in-process support, and post-inspection for the evaluation object.

6. Adhere to the principle that the opinions of the assessee should be respected and have the right to apply for review.

Enterprises should design a systematic performance appraisal management system and control performance appraisal risks through a systematic mechanism. These specific measures or contents include: designing KPI assessment indicators that are easy to quantify, selecting a realistic appraisal cycle, strengthening the corporate performance appraisal culture, strictly implementing the appraisal, and strengthening performance appraisal feedback.

1. The purpose of KPI performance appraisal.

The purpose is to transform the company's strategic objectives into internal processes and activities, and establish a mechanism to continuously enhance the company's core competitiveness and continue to achieve high efficiency. Therefore, KPI performance appraisal is not only a tool and method, but also a strategic performance management idea.

2. The core value of KPI performance appraisal.

Drive the decomposition and execution of corporate strategy;

Make the superiors and subordinates have a clear and unified understanding of the relevant performance objectives, and lay an objective foundation for performance management and communication between superiors and subordinates;

Provide senior leaders with a clear understanding of the business operations that are most critical to the company's value;

Enables managers to concentrate on the business activities that are the most effective drivers of performance;

Enable managers to diagnose and take action on problems in their operations in a timely manner;

Accumulate key performance parameters to provide a basis for performance management improvement.

KPI performance appraisal].

KPI is an abbreviation for Key Performance Indicator. The KPI performance appraisal system is a strategic management tool set to achieve goals, and it is also a key indicator system to measure the achievement of goals of the company and various departments, and the performance of organization and personnel behavior. Key performance indicators are based on the value creation relationship between the organization, member behavior and strategic goals, and the causal relationship between factors.

The production process of an enterprise is the process in which workers use labor tools to change the objects of labor. Among the three basic elements of enterprise production (labor, labor materials, and labor objects), labor force is the most important factor, and correct statistics, analysis, and labor productivity indicators are of great significance for enterprises to organize production in an orderly manner, fully develop and rationally utilize human resources.

The advantage of this approach is that the criteria are clearer and easier to evaluate. Its disadvantage is that it is more difficult to set standards for simple work; Lack of quantitativeness; The indicators of achievement were only some of the key indicators, and due attention should be paid to the lack of some assessment of other elements.

The KPI method is in line with an important management principle - the "28 principle". In the process of value creation of an enterprise, there is a law of "20 80", that is, 20% of the backbone personnel create 80% of the value of the enterprise; And the same applies to every employee, where 80% of work tasks are completed by 20% of key behaviors. Therefore, it is important to capture, analyse and measure the key 20 per cent of the key behaviours so that the focus of performance evaluation can be captured. Method.

Answer: Every company has its own performance appraisal system, and may also have a special appraisal department, and even spend a lot of energy on performance appraisal every year. So why do companies conduct performance reviews? In response to this problem, Huaheng Zhixin concluded that the performance appraisal of enterprises is mainly considered from three aspects after interviewing a number of well-known enterprises:

1. At the strategic level, performance appraisal has a strong guiding effect on employees' behavior. Enterprises can integrate the company's strategic goals into the performance appraisal, so that the company's strategy can be implemented.

2. At the management level, performance appraisal is the basis for the company to evaluate the performance of employees. The company determines the salary, bonuses and promotions of employees based on performance appraisals.

Third, from the perspective of development, the company can continuously improve the company's rules and regulations by comparing the performance appraisal standards of different years. At the same time, the bottlenecks restricting the development of the company are found in time.

1. Performance management needs to copy the following supporting bai

management tools and methods.

1. Make use of the Balanced Scorecard.

DU system tools built.

Zhi set up a performance DAO target system.

2. Performance management interview methods and skills.

3. Performance management log, record the abnormal behavior of employees (good or bad) 4, and analyze the achievement of performance goals.

Second, most enterprise managers do not master these tools and methods, so when implementing performance management, they only achieve performance appraisal and scoring.

Employee performance improvement plans are usually formulated by the employees themselves with the help of supervisors, and discussed with supervisors to agree on the projects to be developed, the reasons for developing them, the current level, the desired level, the way to develop these projects, and the deadline for setting the deadline for achieving the goals.

Employee performance improvement plans typically include the following:

1.Projects to be developed.

It usually refers to the aspects that need to be improved in terms of work ability, methods, habits, etc. These projects to be developed may be projects that are not at the current level, or they may be projects that are at an acceptable level but have higher work requirements. There may be many projects that a person needs to improve and improve, but it is impossible to comprehensively improve and improve in just half a year or a year, so in the employee performance improvement plan, we should select those projects that are most urgent need for improvement and easy to improve, and the selection method can be carried out in the following table.

2.Reasons for the development of these projects.

There must be a reason why certain projects to be developed are included in the employee performance improvement plan. This is usually due to a relatively low level of performance in this area, which is required by the completion of work tasks or the future development of employees.

3.The current level and the desired level.

The performance improvement plan should have clear and clear objectives, so when developing an employee performance improvement plan, it is important to indicate what the current level of performance of the project needs to be improved and what the desired level is.

4.The way in which these projects are developed.

There may be a variety of ways to raise a project to be developed from the current level to the desired level, such as self-study, theoretical training, workshops, others helping to improve, etc. The development of a project can be carried out in one way or in multiple ways at the same time.

5.Set a deadline for reaching your goal.

Any goal must be set within a time frame, otherwise it would be meaningless. Also in an employee performance improvement plan, it is determined how long it will take to improve the performance of the project to be developed from the current level to the desired level.