Problems and Suggestions in the Performance Appraisal System of the State 70

First of all, there is a complete performance management system to form a closed loop.

A complete performance management system consists of five phases of closed loop: performance planning, performance implementation, performance appraisal, performance feedback, and performance improvement. The key performance indicators are decomposed layer by layer to the positions of departments, middle levels and general managers, so that employees at different levels and positions have different performance management indicators and standards, so as to strongly support the successful development of performance management activities and realize the improvement from a single performance appraisal management to effective performance management.

Secondly, there should be scientific performance management indicators.

The assessment index system is based on the assessment objectives and contents. Concretization is an important basis for a comprehensive inspection and scientific evaluation of the job responsibilities and the completion of work tasks of the assessee. The specific approach should be to clarify the work responsibilities and assessment objectives of each department, and reasonably decompose the responsibilities and objectives to each employee, which are interlocking and implemented at all levels.

In this way, the performance goals of all employees are achieved, the departmental goals can be achieved, and the unit goals are naturally achieved.

Finally, there should be a sound performance feedback and communication mechanism.

Feedback and communication are important links after the appraisal, and the feedback information can further help to understand the appraisal, and communication runs through the whole process of performance appraisal. Communication, assessment, feedback, and communication are a closed cycle, and the lack of any one is incomplete, which will also cause the whole process to be blocked. A sound performance feedback mechanism should have a complete set of procedures such as communication, feedback, appeal, arbitration, etc., so as to facilitate the appraiser and the appraisee to reach a consensus on the appraisal conclusion, promote the work, and improve performance.

Performance appraisal is a new appraisal mechanism implemented in recent years, and it is inevitable that there are certain drawbacks. As long as each enterprise formulates its own assessment method suitable for its own actual situation, it will definitely be able to receive good results.

Answer] :(1) The following problems may exist in the performance appraisal:

Unclear job performance appraisal criteria This is one of the common reasons why performance appraisal tools fail.

Halo effect. The halo effect is when people rate other people high or low on one aspect of the person, which often leads to a high or low opinion of all other aspects of that person.

Centering the trend. The centering trend means that all employees, regardless of whether they are doing well or badly, are simply rated as "medium".

Loose or tight tendency. Some managers tend to rate their subordinates' performance too high or too low.

Personal biases of the evaluators. Individual differences between assessees can affect the evaluation they receive.

Past performance of the employee. The appraiser's impression of an employee's past performance affects the employee's current performance rating.

2) In order to avoid these problems, we should start from the following aspects:

It is necessary to identify the problems that are likely to occur in the process of performance evaluation, and consciously avoid them.

To choose the right performance evaluation tool according to the need, you can consider the comprehensive use of several key tools.

It is necessary to carefully select the examiners and conduct relevant training for the examiners.

It is necessary to exclude the influence of some external factors on performance evaluation, such as the intensity of time constraints.

There must be certain problems in all performance appraisals, some are redundant appraisals, and some will reduce work efficiency.

The purpose of performance appraisal is to pull value, that is, what you want to encourage everyone to do, and then set corresponding indicators to encourage everyone to do so.

Many enterprises will face the problem that the basic work is also set in the performance appraisal, in fact, it is not the case, the basic work corresponds to the basic salary, if the above situation occurs, that is, the enterprise does not sort out the work standards of the corresponding positions, and does not get the corresponding average value, so employees think that this basic salary must be taken.

And then there is another point that you must have an average value of these indicators, and this average value must be the average value under the standard playing method, otherwise this average value is not objective.

The publicity of the performance appraisal is not enough, and there is no effective communication. Communication should be strengthened.