How to conduct performance appraisal and what should be paid attention to when implementing performa

1. How to conduct performance appraisal for enterprises.

1. Plan making stage.

First of all, the corresponding materials must be prepared in advance, including the overall introduction of the assessment system and assessment plan; The company's business objectives and strategic planning for the current year; Goals broken down from top to bottom; A description of the employee's responsibilities and the results of the performance evaluation in the previous performance period.

2. Assessment and implementation stage.

Determine and publish the results of communication in the planning stage, explain the assessment indicators and standards, and the scope of application of the assessment results, preferably through one-on-one interviews, to ensure sufficient communication with employees. In the process of assessment, it is necessary to maintain continuous and effective communication with employees, and give employees affirmation and reminders in a timely manner, so that communication can play a role in supervision and supervision.

3. Assessment and feedback stage.

Choose the right time. Notify employees in advance to give them some time to prepare. It's best to schedule it a week or so after the performance review, if it's too late, it's out of timeliness, and if it's too early, it's not well prepared.

Give face-to-face feedback to employees on the results of the assessment. Before announcing the results, adjust the communication atmosphere with opening remarks, don't make employees too nervous, and review the performance during the appraisal cycle, so that employees can be psychologically prepared for the results.

2. Enterprises should pay attention to the following four points in the implementation of performance-based wages:

1. Performance-based pay may have a negative impact on employees.

Sometimes, the use of performance-based pay can affect the mood of "temporary" underperforming employees, or even eliminate them, which can lead to a significant increase in the cost of managing the business.

2. The effect of performance-based pay is restricted by many external factors.

In order to avoid the influence of these factors, there are generally four aspects that need to be paid attention to, namely:1Performance-based pay should have a specific date for cashing in and should be cashed out in a timely manner, without delay. 2.provided that the indicators of achievement are reasonable",

The proportion of performance-based pay and fixed salary" should be increased. 3.Employees throughout the company are expected to be paid for their performance. 4.All employees should be involved in the development of a performance-based pay system.

3. The evaluation criteria of performance pay must be jointly recognized by both labor and management.

In view of the importance of performance-based pay in enterprise management, the evaluation standards and methods of enterprises must be strictly and seriously formulated under the premise of fairness and reasonableness, and must be recognized by both labor and management, including enterprises and employees, otherwise it will be very difficult to implement.

4. The real satisfaction of employees with the specific plan of performance pay.

Sometimes there will inevitably be subjective evaluation in performance evaluation, for example, the current performance appraisal method in the enterprise generally adopts the way the supervisor evaluates his subordinates, which will have a certain degree of subjectivity. To a certain extent, the existence of these difficulties affects the effective implementation of the performance-based pay system, thereby reducing the incentive utility.

The specific steps and methods of performance appraisal can include the following aspects:

Goal setting: Enterprises need to clarify employees' work goals and performance standards, and ensure that employees' work tasks and performance evaluations are comparable and actionable.

Performance evaluation: Enterprises can use a variety of evaluation methods, including 360-degree evaluation, management by objectives, key performance indicator method, etc., to fully reflect the performance and ability of employees.

Performance feedback: Enterprises need to provide timely feedback to employees on performance evaluation results and improvement suggestions, help employees understand their work performance and capabilities, and provide opportunities for further development and promotion.

Performance incentives: Enterprises need to establish a reasonable and effective performance incentive mechanism, and give corresponding rewards and incentives according to the performance level and evaluation results of employees, so as to motivate employees to actively improve their performance and work quality.

At the same time, enterprises need to pay attention to the following aspects when implementing performance-based wages:

The performance-based pay system should be consistent with the performance appraisal system to ensure that employees' performance appraisals and compensation incentives are comparable and fair.

The performance-based pay system should be transparent and operational, so that employees have a clear understanding of how their compensation is made and how they are earned.

The performance-based salary system should establish a reasonable incentive mechanism to stimulate the enthusiasm and creativity of employees, and promote the improvement of employees' work performance and ability.

The performance-based pay system should be regularly evaluated and adjusted to maintain a fit with the company's development and the needs of its employees.

The performance-based pay system should follow relevant laws, regulations and policies to ensure compliance and legality.

In short, enterprises need to pay attention to the establishment and improvement of systems and mechanisms to ensure their rationality, fairness and effectiveness. At the same time, companies also need to consider the needs and expectations of employees to meet their motivation and development needs.

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.

Answers]: c, d, e

The commonly used methods of performance appraisal mainly include: democratic evaluation method, written appraisal method, key event method, comparison bureau silver method, scale method, balanced Hu and Li scorecard, key performance indicator method, and objective management method.

Answer]: b, c, d, e

There are eight commonly used performance appraisal methods: democratic appraisal method, written appraisal method, key event method, comparison method, scale method, balanced scorecard, key performance indicator method and objective management method. Among them, the comparative method is the most common.

The forms used include direct sorting method, alternate sorting method and one-to-one comparison method; The scale method includes the rating scale method and the behavior anchoring evaluation method.

Generally speaking, there are three types of Liang Xian for performance evaluation: the first is the effect-oriented type. The content of the evaluation is based on the evaluation results, and the effect-oriented type focuses on "what was done", focusing on the results rather than the behavior.

The second is quality-oriented. The content of the assessment is mainly to evaluate the qualities of employees in their work, such as loyalty, reliability, initiative, innovation, self-confidence, and helping spirit, focusing on "how he does it". So it's hard to grasp specifically.

The third type is behavior-oriented. The content of the assessment is mainly based on the evaluation of employees' work behavior, focusing on "how to do" and "what to do", focusing on the work process.