What steps should be followed by the company to conduct employee performance reviews

Answer]: a, b, c, d, e

A rough general procedure for employee performance appraisal: (1) determine the evaluation indicators, evaluation stools and the appraised (2) clarify the evaluation method (3) determine the evaluation time (4) organize the implementation of the evaluation (5) calculate the evaluation results (6) performance feedback interview and appeal (7) formulate a performance improvement plan.

The commonly used methods for enterprises to evaluate the performance of employees include the graph scale appraisal method, the alternating ranking method, and the pairing comparison method.

Graph scale appraisal method: It is one of the simplest and most commonly used performance appraisal techniques, which is generally carried out in the form of filling in the chart scale table and scoring.

Alternate sorting method: It is a more commonly used ranking assessment method. The principle is:

It is much easier to pick the best or worst performers in a group than to measure their performance absolutely. Therefore, the operation method of alternating ranking is to select and arrange the "best" and "worst" respectively, and then select the "second best" and "second worst", and so on until all the assessees are completely arranged, so as to take the ranking of good and bad as the result of performance appraisal.

Pairing comparison method: is a more anxious and meticulous method of assessing the performance level by sorting, which is characterized by the fact that each assessment element must be compared and sorted between personnel, so that under each assessment element, everyone is compared with everyone else, and all the assessees have been fully ranked under each element.

The role of performance appraisal

Achieve goals: Performance appraisal is essentially a process management, not just a review of results. It is a process of decomposing medium and long-term goals into annual, quarterly, and monthly indicators, and constantly urging employees to achieve and complete them.

Excavation of problems: performance appraisal is a continuous planning, implementation, inspection, processing of the PDCA cycle process, in the whole performance management link, including performance goal setting, performance requirements to achieve, performance implementation and revision, performance interview, performance improvement, and then set the goal of the cycle, which is also a continuous discovery of problems, improve the process of problems.

Distribution of benefits: It is meaningless to evaluate the benefits that are not linked to the benefits, and the salary of employees will generally be divided into two parts: fixed salary and performance salary.

The distribution of performance pay is closely related to the performance appraisal score of employees, so when it comes to appraisal, the first reaction of employees is often the payment of performance pay.

Personnel incentives: through performance appraisal, the combination of employee hiring, job promotion, training and development, and labor remuneration makes full use of the incentive mechanism of the enterprise, which is conducive to the healthy development of the enterprise; At the same time, it is also convenient for employees to establish a psychological model of continuous self-motivation.

Answer]: a, b, c, d, e

The general procedures of employee performance appraisal: (1) determine the evaluation indicators, evaluators and appraised (2) clarify the evaluation method (3) determine the evaluation time (4) organize the implementation of the evaluation (5) calculate the evaluation results (6) the performance feedback interview and Zheng Minmo appeal (7) formulate a performance improvement plan.

1. The work standard method compares the work of employees with the work standards and labor quotas formulated by the enterprise to determine the performance of employees. The advantage is that the reference criteria are clear and the evaluation results are easy to make. The disadvantage is that it is difficult to set standards for personnel in management positions, and there is a lack of quantifiable indicators.

2. Ranking method is a performance evaluation method that ranks employees within a certain range from high to low according to a certain standard. Its advantage is that it is simple and easy to implement, avoiding the centering error, and the disadvantage is that the standard is single, and it is difficult to compare between different departments or positions. Hidden calendar.

3. Hard distribution, this method is similar to the sorting method to a certain extent, it is a method to force the distribution of employees according to a certain probability distribution within a limited range, the advantage of this method is to avoid a big pot of rice, and the disadvantage is that the probability assumption is not necessarily in line with the facts, and the probability in different departments or ranges may be different.

4. The key event method refers to the recording of those behaviors that have a significant positive or negative impact on the efficiency of the department or enterprise. The assessor must record all the key events of the assessee during the assessment period, which has the advantage of being more objective, and the disadvantage is that the workload is large, and it also requires a quantitative process.

5. The basic feature of the objective management method is that the appraiser and the assessee work together to formulate work objectives, and guide and assist them to complete the objectives, and constantly revise the objectives. This makes the relationship between the appraiser and the appraisee change from simply supervising and being supervised to being a consultant and facilitator, and promotes the realization of work goals and performance goals.

Degree assessment method, such as hail, is combined with the above multiple methods, through different assessors to carry out assessment, in the selection of assessment indicators as much as possible quantification, combined with target management and a certain degree of hard distribution and forced sorting. The disadvantage is that the assessment workload is large, and the assessment cycle is difficult to choose.

In fact, although there are a variety of different assessment methods, they are essentially the same, and they are all quantitatively evaluated by scientific methods.

In the current practice of human resources, there is a trend of simplifying the assessment requirements. The reason is that the 360-degree assessment is more complex, the workload is large, and many times the quarterly and monthly assessment cycle time is too short and cumbersome.

Therefore, in practice, I would recommend that companies adopt the following basic ideas:

1. The assessment is for objective quantitative evaluation, so for production personnel and sales personnel, the quantitative assessment of output and sales is the mainstay;

2. For general employees in other departments, 360-degree assessment is not adopted, but appropriate simplification, highlighting the management chain, focusing on the assessment of direct superiors, and cooperating with mandatory distribution for assessment.

3. For department manager-level personnel, 360-degree assessment is adopted, which is consistent with the personal assessment and departmental assessment of Slag Sail;

4. For managers who undertake business tasks, the assessment mode based on performance contracts is adopted.