How should the performance evaluation of HR work be performed?

How to make the boss understand that performance management is the business of all managers, and what should the HR department do?

What to ask? Let's be more detailed.

Employee performance appraisal.

Performance appraisal form.

Employee's name and position.

Department Assessment interval YYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYY

Evaluation scale and score: Excellent (10 points), Good (8 points), Fair (6 points), Poor (4 points), Very poor (2 points).

Evaluation Items Criteria & Requirements Scoring Weighting.

Self Rating, Direct Rating, Manager Rating, General Manager.

Rating This column averages.

Work performance. 1 Work goal achievement (per capita production capacity target, management target) 4

2. Production safety management effect (safety status of human-machine environmental method).

3 Related technologies Quality control or improvement.

4. The stability of the team, the smooth operation of the work, and the discipline of the subordinate personnel.

5 6S management, ISO implementation, system implementation.

Job skills. 1 Business knowledge and skills, management decision-making ability 2

2. Ability to organize and lead.

3. Ability to communicate and coordinate.

4. The ability to pioneer and innovate.

5. Ability to implement and follow.

Quality of work. 1 Work hard and do your best to accomplish task 2

2. Work hard and work very well.

3. Strong sense of responsibility, able to work automatically and spontaneously, and play an exemplary role.

4. Professional ethics and conduct, pay attention to personal behavior, and maintain the company's image.

5. Responsibility and dedication to the company.

Work attitude. 1. Obey the work arrangement, be diligent and sincere, 2. Unite and cooperate, and have a sense of teamwork.

3. Punctuality, pragmatism, initiative and proactiveness.

4 No waste of time, no fear of toil, no complaints.

5. Work spirit: whether it is optimistic and enterprising.

Signature of the evaluator I: Directly subordinate: Manager: General Manager:

Assessment Score Average score for job performance 4 + average score for job skills 2 + quality of work 2 + attitude towards work 2= points.

Attendance, rewards and punishments.

Information provided by human resources) Attendance: Late arrival, early departure + absenteeism 4 + personal leave + sick leave days.

Penalty: Fine, Warning, 1 + 3 Minor Offenses + 9 Major Offenses = Points.

Reward: Praise 1 + Minor Effort 3 + Major Effort 9 = points.

Total Score Assessment Score Score - Score - Score + Score = Score.

Classification A (above standard or up to standard Excellent or Good): 90 100 points;

Grade B (basically meeting the standard requirements General): 80 89 points;

Grade C (close to the standard or almost passed): 70 79 points;

Grade D (well below the required standard deviation and needs to be improved): 69 points or less.

At present, there are four basic types: 360-degree evaluation system, balanced scorecard (BSC), management by objectives (MBO), and key performance indicators (KPI). Each of the four methods has its own advantages and disadvantages, and the specific use should be based on the specific situation, and it should be combined with the characteristics of the subject of the assessment.

360° is more suitable for understanding the five dimensions of superiors, peers, subordinates, external customers, and internal customers of a certain position, and evaluating the evaluated person in terms of certain indicators.

KPI is the easiest way to evaluate performance, but the difficulty lies in whether the KPI is selected reasonably or not. Most companies are accustomed to using empirical methods to select KPIs, which is not inappropriate, but if a company exits a new product or service or enters an emerging market, it will face the problem of how to choose KPIs when it needs to add new KPIs.

BSC is a kind of strategic management thinking, from the perspective of practical operation, BSC is a very comprehensive performance appraisal model, the operation is more complex, the level of human resource management of the enterprise, the professional requirements of the heads of various departments are relatively high, although most enterprises have been applied, but the effect is not ideal. But if you really grasp it, you will find its benefits, and in the current Chinese enterprises, BSC has not been well applied and developed.

Performance is the degree to which the goal is achieved The first to put forward the goal management is Peter Druker At the beginning (or at the beginning of the year), set the company's department, personal goals (including quantity, quality, progress, etc.) At the end of the year, measure the results of the goal at the end of the year, whether the amount is achieved, whether it is completed on schedule and quality, if there is or exceeds the goal, it is called good performance, if not, it is called poor performance, and the process of measuring performance is called performance appraisal, but the focus is still on the setting of goals.

Performance appraisal is a formal employee evaluation system, which evaluates and measures employees' work behavior and work effectiveness in their positions through systematic methods and principles. Performance appraisal is a management communication activity between enterprise managers and employees. The results of performance appraisal can directly affect the vital interests of many employees, such as salary adjustment, bonus payment, job promotion, dismissal, etc.

John Evansvich, an American organizational behaviorist, believes that performance appraisal can achieve the following eight purposes:

1. Provide a basis for the promotion, demotion, transfer and resignation of employees 2. Organize feedback on the performance appraisal of employees.

3. Evaluate the contribution of employees and teams to the organization.

4. Provide a basis for employees' salary decisions.

5. Evaluate the decision on recruitment selection and job assignment.

6. Understand the training and education needs of employees and teams.

7. Evaluation of the effect of training and employee career planning.

8. Provide information on work plans, budget evaluations and human resource planning.

Through job analysis, job analysis, understand the job breakdown, and the points you want to control, and use statistical methods to speak with data, so that you can develop an effective appraisal plan.

The Administration and Personnel Department has the following responsibilities in the performance appraisal:

OrganizeDrive the company's performance management workYesmanagement tools and related training;

OrganizeEstablish the company's annual target system and project target system;

ResponsibleImplement the annual debriefing and evaluation;

SupervisionEstablish employee performance appraisal tools for all departments and projects;

ResponsibleCollecting, verifying and providing performance appraisal data and information to relevant departments;

SupervisionLine supervisors at all levels conduct performance appraisal and performance interviews with subordinates as required;

Audit and supervisionPerformance appraisal results,SummaryPerformance management and make suggestions for improvement;

Reception and processingEmployee performance grievances;

9) Determine the salary level of employees according to the performance appraisal results, report the salary upgrade and other appraisal results;

EstablishEmployee performance appraisal management files.

1. Undertake the preliminary preparation for the design of the performance management system.

Clarify the strategic objectives of the enterprise, conduct job analysis to form a statement of work, and design a model of job competency characteristics on the basis of the statement of work.

2. Undertake the design of the indicator system.

1. Design enterprise-level KPIs (key performance indicators) with the company's CEO, CFO, etc. according to the requirements of the company's strategic objectives;

2. Use various methods and technologies to decompose enterprise KPIs into departments, teams and positions;

3. Design the PRI (job responsibility index) of the department, team and post according to the content of the work description;

4. Design PCI (job competency characteristic index) for various positions according to the job competency characteristic model;

5. Design the work attitude indicators of all kinds of personnel according to the different positions.

It is explained that the above indicators related to departments, positions and individuals, the administrative and personnel department needs to discuss and confirm the rationality of the indicators with relevant personnel and reach a consensus to facilitate the implementation of the assessment in the later stage.

3. Undertake the design and implementation of the performance management operation system.

1. Establish an evaluation organization, confirm the evaluation methods, methods and cycles, design relevant evaluation tools, and establish the evaluation process.

2. Organize the evaluation on schedule, guide and promote the normal progress of the evaluation work, collect the evaluation data, and statistically analyze the evaluation results.

4. Undertake the design and implementation of the feedback system for performance appraisal results.

1. Use the evaluation results as the basis for training, staffing and salary adjustment;

2. Responsible for giving feedback to the appraisee together with the appraiser and helping the appraisee to further grow through the appraisal.

5. Formulate a performance management system.

Systematize and institutionalize the work related to performance appraisal, establish a performance management system and ensure its smooth implementation.

6. Diagnose and maintain the performance management system regularly and irregularly to ensure the value-added effectiveness of the system.

Individual Performance Appraisal Method:

1. In terms of behavior and character, evaluate employees' compliance from the 100-point evaluation records, and evaluate the professional quality of employees from typical events such as speech and behavior;

2. In terms of work attitude, late arrival, early departure, personal leave, etc., the attendance of employees is frankly imitated, and one point will be deducted for each time or one point for each day of personal leave. In order to actively complete the work, consciously take the initiative to work overtime, and add one point at a time. The spirit of cooperation and cooperation in various tasks, especially temporary key tasks, such as taking the initiative to take on more work plus one point, no reason to shirk and deduct one point, typical events plus or minus points, or regular democratic evaluation, when deducting points, the actual work situation of employees should be considered;

4. In terms of mental outlook and psychological quality, employees' daily words and deeds, such as whether they take the initiative to make positive publicity for the company's reputation, whether they correctly let the town properly publicize the company's policies, evaluate whether employees love the company, and whether they support the company's policies. Add one point to the positive publicity of the company's reputation, guidelines and policies in a timely, consciously and proactively, and deduct one to two points if the company's reputation is not recorded;

5. In the daily work status of employees, the attitude towards colleagues evaluates the mental outlook and psychological quality of employees.

Individual Performance Appraisal Method:

1. In terms of behavior and character, evaluate employees' compliance from the 100-point evaluation records, and evaluate the professional quality of employees from typical events such as speech and behavior;

2. In terms of work attitude, one point will be deducted for each time or one point for each day of personal leave. In order to actively complete the work, consciously take the initiative to work overtime, and add one point at a time. The spirit of cooperation and cooperation in various tasks, especially temporary key tasks, such as taking the initiative to take on more work plus one point, no reason to shirk and deduct one point, typical events plus or minus points, or regular democratic evaluation, when deducting points, the actual work situation of employees should be considered;

4. In terms of mental outlook and psychological quality, employees' daily words and deeds, such as whether they take the initiative to make positive publicity for the company's reputation, whether they correctly and appropriately publicize the company's policies, evaluate whether employees love the company, and whether they support the company's policies. timely, consciously and actively make positive publicity for the company's reputation, guidelines and policies add one point, on the contrary, add one to two points for the company's reputation and love loss due to the non-recording of language;

5. In the daily work status of employees, the attitude towards colleagues evaluates the mental outlook and psychological quality of employees.