How to translate corporate goals into employee performance appraisal indicators

To translate business goals into employee performance metrics, you can consider the following steps:

Analyze the company's goals and strategies: Enterprises should first analyze their own goals and strategies, and determine the areas and business directions that the company focuses on, so as to provide direction and basis for formulating employee performance appraisal indicators.

Identify key performance indicators: Companies should identify key performance indicators, such as sales, market share, profits, customer satisfaction, etc., based on business goals and strategies. These indicators should be quantifiable, measurable and actionable, and reflect the specific performance and contribution of employees.

Formulate employee performance appraisal indicators: Enterprises should transform key performance indicators into employee performance appraisal indicators, and formulate corresponding appraisal indicators and weights according to the characteristics of different positions and functions. Employee performance appraisal indicators should match the company's goals and strategies, and reflect the actual contribution of employees to the company's goals.

Clarify the criteria and methods of employee performance: Enterprises should clarify the standards and methods of employee performance appraisal, such as appraisal cycle, appraisal method, appraisal criteria and weights, etc. The assessment standards and methods should be fair, fair and transparent, and can stimulate the enthusiasm and enthusiasm of employees.

Provide timely feedback and improvement opportunities: Enterprises should provide timely feedback on employee performance appraisal results, and provide employees with improvement opportunities and training support to help employees improve their work ability and performance.

First, the content of the assessment.

1.Quality performance: through the daily work performance and behavior of employees, the sense of responsibility and work attitude are examined;

2.Project performance: mainly refer to the monthly work plan of each department and evaluate according to the work objectives;

3.Attendance assessment: Yesuiye conducts assessment through the attendance of employees;

4.Incentive assessment: Through the performance and handling of special events by employees in the appraisal cycle.

Second, the assessment cycle.

Take the month as the assessment cycle, conduct monthly evaluation, and conduct comprehensive evaluation at the end of the year; Probationary assessment shall be carried out during the probationary period for newly hired employees, and this appraisal method shall be implemented after becoming regular.

Third, the establishment of the salary system.

The basis of doing a good job in performance appraisal is to establish a basic salary system, including the company's grade and rank, as well as the salary level corresponding to the grade. Many companies have not established a salary system corresponding to the grade, and the salary is determined at random, basically by the manager or boss to determine the salary of the new employee according to the interview. Finally, when it was time to establish a salary system, it was found that the salary system of Shanmo Enterprise was in chaos.

1. Use professional and scientific performance appraisal methods.

1. Graph scale assessment method: It is one of the simplest and most commonly used performance appraisal techniques, and it is carried out in the form of filling in the chart scale table and scoring in a banquet.

2. Objective management method: Objective management method is a modern method more used, and managers usually emphasize profits, sales and costs, which can bring results to the indicators. Under the management by objectives, each employee is identified with a number of specific indicators that are key objectives for the successful implementation of his or her work, and their achievement can be used as a basis for evaluating employees.

3. Narrative method: When conducting the assessment, explain the facts in the form of written narrative, including what obvious results have been achieved in the past work, and what are the deficiencies and defects in the work.

2. Establish the principle of performance appraisal.

1. The principle of fairness, fairness is the premise of establishing and implementing the personnel performance appraisal system. If it is not fair, it will not be possible to play the role that performance appraisal should have.

2. Strict principles, if the performance appraisal is not strict, it will be a mere formality and a virtual reality. Poor performance appraisals not only do not fully reflect the true situation of staff, but also have negative consequences. The rigor of performance appraisal includes:

There should be clear assessment criteria; It is necessary to have a serious and serious assessment attitude; It is necessary to have a strict assessment system and scientific and strict procedures and methods.

3. The principle of disclosure of results, the conclusion of the performance appraisal should be disclosed to me, on the one hand, it can make the assessee understand their own advantages and disadvantages, strengths and weaknesses, so that the people with good appraisal results can make persistent efforts and continue to maintain the advanced; It can also make people with poor assessment results happy and convinced, and strive to make progress. On the other hand, it also helps to prevent bias and various errors that may occur in the performance appraisal, so as to ensure the fairness and reasonableness of the appraisal.

3. Master the skills of Sun Pinyin in performance appraisal.

1. Before the implementation of the performance appraisal system, the assessment should be divided into work attitude, work skills, work efficiency, work performance, team awareness, communication skills, cooperation ability, employee impression, only the management assessment is clear, adjusted in place, employees will believe in your performance appraisal system, will cooperate with your work, and will mobilize enthusiasm again.

2. It is necessary to establish an internal grievance mechanism of the enterprise, so that employees have a smooth way to appeal and resolve when they encounter unfair and unfair treatment, so as to avoid hurting the rights and interests of professional workers due to the emotional factors of the leader.

3. The enterprise must not only determine the rights and obligations of different departments or positions, but also adopt top-down job descriptions, clear and detailed job responsibilities and assessment standards, and avoid reducing performance appraisal to a kind of extensive ability "trial".