How to make a functional department performance appraisal plan?

The key to the production of performance appraisal plan lies in what to assess, because many indicators of functional departments are not easy to quantify, so it has brought troubles to many HR. I think the assessment content can include: the degree of completion of the work task; Assess the timeliness of the completion of work tasks; Assess the quality level of work task completion; Assess employees' attitudes towards work tasks; Assess employees' daily work performance, attendance, rewards and punishments, and innovation and creativity.

These are all the contents that need to be assessed. We can completely according to the work book description and job responsibilities, according to the company, the performance indicators of the department decomposition, summarized by KPI indicators, competency indicators, job responsibility indicators, work attitude indicators and veto indicators and many other indicators of an index system, from all-round, multi-angle, comprehensive, objective and true assessment and evaluation of the work of functional departments. However, it is best to use scientific performance appraisal software for these assessments, so as to get real results, for example, the performance appraisal software of Langzhi is very good, our company uses it to assess, and it can assess the real results for each department.

Depending on the specific situation of your company, each company's functional departments are different, but these appraisals usually need to be assisted by scientific performance appraisal software.

Summary. Hello dear! I am a co-teacher who asks Sunshine teacher, and the following aspects should be considered in the formulation of the performance appraisal plan:

1.Clarify work objectives and tasks, and establish an assessment index system; 2.Determine the assessment time and process; 3.

determine the assessment criteria and weights; 4.Determine the assessment object; 5.Determine the treatment method of the assessment results; 6.

Determine communication measures during the appraisal process.

Hello dear! I am a co-teacher who asks Sunshine teacher, and the following aspects should be considered in the formulation of the performance appraisal plan: 1

Clarify work objectives and tasks, and establish an assessment index system; 2.Determine the assessment time and process; 3.Determine the assessment criteria and weights of the head of the movement; 4.

Determine the assessment object; 5.Determine the treatment method of the assessment results; 6.Determine the communication measures during the assessment process.

The main purpose of performance appraisal is to quantify the results of work laughter and measure the performance of employees in a quantitative way. In addition to examining the individual's work ability, Jingshengwang also examines the thoughts, behaviors and values, which can test and adjust the system of the enterprise and improve the overall efficiency of the enterprise.

There is no goal, scumbag @ everyone Notice: Please do a good job in the preparation of the 2022 annual performance appraisal plan for each subsidiary of Yu Chaoying, so how to write the vertical cong.

According to the company's business plan for 2022, all subsidiaries are requested to formulate performance appraisal methods in accordance with the following procedures: 1Clarify work objectives and tasks, and establish an assessment index system; 2.

Determine the assessment time and process; 3.determine the assessment criteria and weights; 4.Determine the assessment object; 5.

Determine the method of handling the assessment results; 6.Determine the communication measures in the examination and response process.

The main purpose of performance appraisal is to quantify the results of work laughter and measure the performance of employees in a quantitative way. In addition to examining the individual's work ability, Jingshengwang also examines the thoughts, behaviors and values, which can test and adjust the system of the enterprise and improve the overall efficiency of the enterprise.

When designing a performance appraisal plan, you can follow the following steps:1Determine the purpose and objectives of the performance appraisal:

Clarify the purpose and objectives of the performance appraisal, such as whether it is to motivate employees, evaluate employees' work performance, and support employee development. The purpose and objectives of the performance appraisal will guide the subsequent program design and implementation. 2.

Determine performance appraisal indicators: Determine appropriate performance appraisal indicators based on the company's business objectives, the work tasks of the department, and the responsibilities and roles of employees. These metrics should be measurable, actionable, and consistent with the employee's job responsibilities.

3.Design a performance evaluation system: Establish an appropriate performance evaluation system, including evaluation methods, evaluation cycles, evaluation standards, etc.

A variety of evaluation methods can be used, such as self-assessment, superior evaluation, peer evaluation, customer evaluation, etc., or a combination of 360-degree evaluation, KPI (Key Performance Indicator) evaluation, qualitative and quantitative evaluation, etc. 4.Develop assessment processes and procedures:

Clarify the process and procedures of performance appraisal, including the time schedule of the appraisal, the process of the appraisal, and the person responsible for the appraisal. Ensure that the evaluation process is fair, impartial and transparent, and that employees understand the rules and requirements of the evaluation. 5.

Determine how performance appraisal results are applied: Determine how performance appraisal results are applied, such as rewards and punishments, promotions, salary adjustments, training and development, etc. Ensure that the performance appraisal results are consistent with the company's incentive mechanism, promotion channels and training plans.

6.Communication and training: Communicate and train employees and evaluators accordingly, including the purpose of performance appraisal, the criteria and process of evaluation, and the application of results.

Ensure that employees and evaluators are aware of performance appraisal options and are able to evaluate them in accordance with defined processes and standards. 7.Monitoring and Improvement:

Regularly monitor the implementation of the performance appraisal plan, and make improvements and adjustments according to the actual situation. According to the evaluation results and feedback, the performance appraisal plan is continuously improved to make it more reasonable and effective. The design of the performance appraisal plan should be based on the company's business characteristics, organizational culture and the responsibilities and roles of employees to carry out specific planning and implementation to ensure that it is fair, just, scientific and operable, so as to motivate employees, improve performance, and support the realization of the company's business goals.

Summary. <>

<> good friends, the formulation of the performance appraisal plan should be combined with the actual situation, preparation, combined with the characteristics of the enterprise, the actual situation, to develop a perfect performance appraisal plan, the specific steps are as follows: 1. Clear assessment objectives: First of all, we must clarify the objectives of performance appraisal, such as improving employee enthusiasm, completing task efficiency, and enhancing team cohesion.

2. Formulate the assessment content: according to the assessment objectives, determine the assessment content, such as the assessment time, assessment scope, assessment method, etc. 3. Determine the assessment criteria

Combined with the actual situation of the enterprise, determine the assessment standards, such as setting assessment indicators, minimum assessment scores, etc. 4. Determine the assessment method: determine the assessment method, such as self-evaluation, leadership evaluation, career evaluation and other methods for assessment.

5. Set up appraisal rewards and punishments: According to the performance appraisal results, determine the appraisal rewards and punishments to strengthen the effectiveness of the appraisal.

How to do the performance appraisal plan.

<> good friends, the formulation of the performance appraisal plan should be combined with the actual situation, preparation, combined with the characteristics of the enterprise, the actual situation, to develop a perfect performance appraisal plan, the specific steps are as follows: 1. Clear assessment objectives: First of all, we must clarify the objectives of performance appraisal, such as improving employee enthusiasm, completing task efficiency, and enhancing team cohesion.

2. Formulate the assessment content: according to the assessment objectives, determine the assessment content, such as the assessment time, assessment scope, assessment method, etc. 3. Determine the assessment criteria

Combined with the actual situation of the enterprise, determine the assessment standards, such as setting assessment indicators, minimum assessment scores, etc. 4. Determine the assessment method: determine the assessment method, such as self-evaluation, leadership evaluation, career evaluation and other methods for assessment.

5. Set up appraisal rewards and punishments: According to the performance appraisal results, determine the appraisal rewards and punishments to strengthen the effectiveness of the appraisal.

Can you ** assess the plan?

How to write a customer service quality system, can it**.

Is there a customer service quality system assessment plan?

Right. There is also a performance appraisal program for middle managers.

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The scheme of performance appraisal is as follows:

1. Organizational structure of performance appraisal.

1. The members of the performance appraisal organizing committee are the general manager, the director of the human resources department, the head of the personnel department, the performance commissioner, the heads of each department and the performance officer of each department.

2. The general manager, the director of the human resources department, the head of the personnel department, and the performance commissioner are responsible for the formulation of the company's overall performance appraisal system, the specification of the assessment system, the determination of the assessment method, and the standardization of the assessment.

3. The heads of each department and the performance officer are responsible for the provision of data of relevant departments, the setting of assessment indicators for each position in the department, the accounting of performance data and scores, and the assessment level of employees every quarter.

4. The human resources department is responsible for the verification and coordination of various index data, the communication and handling of abnormal assessment problems, the training of assessment personnel and the archiving and management of assessment files for each position.

Second, the performance appraisal operation process.

1. Before the 10th of each month (quarter), the performance officer of each department is responsible for summarizing the assessment data of the department in the previous month, confirming it by the head of the department, and submitting the data of the corresponding indicators of other relevant departments to the human resources department.

2. Before the 11th of each month (quarter), the human resources department is responsible for reviewing the assessment data provided by each department and calculating the department-level performance data and scores (quarterly evaluation grades).

3. Before the 12th of each month (quarter), the person in charge of each department shall confirm the performance data of each department and provide it to the performance officer of each department for staff assessment data accounting.

4. On the 13th and 20th of each month (quarter), the person in charge of each department (group) shall evaluate and calculate the assessment score of each position in the department (the evaluation shall be conducted once every quarter), and the performance officer of each department shall review the score (grade). After ensuring that the score (grade) is correct, the head of the department (group) conducts a performance interview with the corresponding subordinates, and both parties sign for confirmation.

5. On the 21st of each month (quarter), each department shall submit the performance appraisal form signed and confirmed by both parties to the Human Resources Department for review and filing.

6. On the 22nd and 25th of each month (quarter), the human resources department will audit (spot check) the assessment forms of each department, and the audit problems need to be modified before the 27th.

7. On the 28th of each month, the results of the department-level assessment indicators of the month will be announced and posted in the performance announcement column.

The core of performance management

1. Incentives.

First, the second assessment.

Appraisal is what the boss wants, and what motivates the employees. Bosses want to improve performance through appraisals, and employees want to increase their salaries through incentives. If the boss can think about the employees, the employees will work hard for the enterprise.

2. Effect No.

First, the second result.

The result is not the ultimate goal of running a business, the effect is! The market wants the effect, the customer wants the effect, and the effect can better reflect the business results than the result. Only by paying for the effect can we achieve the good results of the good enterprise and the good employees!

The indicators and methods of performance appraisal are as follows:

First, the assessment indicators

1. For details of all assessment indicators, please refer to the "Monthly Assessment Score Table of Functional Departments" and the "Personal Monthly Assessment Score Form".

2. The monthly assessment indicators of functional departments shall be jointly formulated by the general manager, deputy general manager and the managers of each department; The monthly assessment indicators of individual employees shall be jointly compiled and confirmed by the department manager and the employees of the department.

Second, the assessment method

The departmental assessment implements a combination of key performance indicator assessment and 360° comprehensive assessment for comprehensive evaluation; Employees are assessed on key performance indicators and attitudes and behaviors. Department evaluation score 360° evaluation score Comprehensive evaluation by superiors KPI key performance indicator score Monthly key work items.

Assessment principles

1. The principle of fairness and justice. Performance management combines the responsibilities and contribution value of each position, evaluates objectively and fairly, and avoids the interference of various improper factors.

2. Performance appraisal is result-oriented and pays due attention to the process. Work refinement and quantitative assessment, so that the assessment results can effectively reflect the actual work ability and personal comprehensive quality of the assessee, and comprehensively evaluate the work performance of employees.

3. The principle of timely feedback and effective guidance. The results of performance appraisal are fed back to the assessed departments and appraisees in a regular and timely manner, helping departments and individuals to carry forward their strengths, make up for their shortcomings, and improve their working methods and efficiency in a timely manner.