Supervisor performance appraisal form, production management personnel performance appraisal detaile

Performance appraisal is an important module of human resource management, through performance management, enterprises will unify strategic goals with employees' personal goals, and it is also an important basis for realizing "managers can go up and down, employees can enter and exit, and income can increase and decrease". Comparable Multi-Factor Performance Management System CMF-PMS (Comparable) In response to the adaptability of KPIs, balanced scorecards and other evaluation methods in China, Norm Sida has created a comparable multi-dimensional performance management system CMF-PMS (Comparable) through more than ten years of theoretical and practical exploration Multi-factor performance management system), which combines the characteristics of the Chinese crowd, personnel of institutions and institutions, based on the game assumption of rational people and economic people, by setting evaluation indicators that conform to people's evaluation habits, subjective tendencies, and conducive to stimulating high-performance behaviors, using a variety of evaluation methods, and the evaluation system in which all relevant parties intervene, so as to obtain convincing and cross-departmental comparative assessment results, and compare them with salary, The promotion system is effectively connected.

In fact, many enterprises do not follow the national regulations to assess, but according to their own internal regulations.

The role of the functional department is to serve the grassroots, the landlord should be the insurance industry, then the functional department is to serve the insurance sales staff, and the scoring by the sales staff is the most reasonable, that is, it is conducive to the improvement of the work efficiency of the functional departments, and it is more conducive to the improvement of the company's entire performance. Of course, it can not be completely scored by the sales staff, this is only a part of the performance appraisal, the performance appraisal of the functional department should also refer to the performance of the entire company to assess, the assessment indicators are quantified, not only rely on the subjective judgment of the sales staff, with data is the most powerful. The assessment indicators of different functional departments should also be different, and the main difference lies in the main tasks undertaken by the functional departments, and they must not be treated equally.

1. Starting from job responsibilities, quantify assessment indicators.

First understand what the core work of the functional department is, and then quantify it from the aspects of workload, completion, and evaluation of the docking department.

2. Clarify the assessment criteria, specific to the quantity, time point, and degree of completion. These can be clearly reflected in their work** and weekly reports.

3. Formulate a reasonable assessment system, and make it a score.

Performance evaluation rating scale.

Grade Description.

5 Excellent aFar exceeding the job requirements;

b.superior performance;

c.It is possible to move up to the next level.

4 Good aExceeding the requirements of the position;

b.The strengths that are often shown can make up for the occasional deficiencies.

3 Acceptable aHave the competencies required for the job;

b.Ability to complete deliverables;

c.Occasional strengths can make up for occasional deficiencies.

2 Amendment to abarely complete the delivered work;

b.Occasional strengths do not compensate for frequent deficiencies.

1 Unacceptable ainability to complete the work delivered;

b.the need to supervise their work;

c.They had to consider demotion, transfer to another department, or dismissal.

Review of the work. Key Strengths:

Areas for improvement:

Buckle five, four, six, dad, five, dad, one, give you this book.

According to the characteristics of each industry and enterprise, gradually sort out the enterprise process, form standardized and process-based management, and then consider the introduction of performance management. Otherwise, it will be half the effort.