What courses can be learned by the procurement management to evaluate the performance reasonably and

I don't know the organizational structure of this company.

But generally speaking, the procurement department should be the service department, the project department is the business department, the procurement department should not be the project department performance appraisal, unless the company is not to adopt a centralized procurement model, but to hand over the procurement power to the project department, and the procurement department mainly manages the procurement procedures, standards, and compliance of the procurement process.

In this case, the performance appraisal of the procurement department to the project department should mainly focus on the compliance of the procurement process. Of course, sometimes the project department will also be assessed in terms of procurement cost control, business management level, product quality control, procurement knowledge sharing and learning.

However, in any case, the practice of the procurement department to assess the project department is not the best practice, and the actual operation process must be troublesome, difficult to supervise, full of loopholes, and inefficient.

Procurement Department Assessment Project Department? Are they superior-subordinate relationships? If you have to assess, it should be the utilization rate of raw materials.

OneProcurement personnel should have the competency and ability.

The characteristics of the procurement position determine what he should have:

1. Knowledge: commodity knowledge, procurement professional knowledge and business management knowledge;

2. Skills and ability: commodity and information collection and processing ability, inquiry ability, negotiation ability, cost consciousness, quality awareness.

3. Quality: integrity and self-discipline, integrity, sense of responsibility and initiative.

Second, the competency of procurement personnel is clarified, you can carry out targeted management, evaluation and assessment.

1. First of all, it is necessary to clarify the responsibilities and work content of procurement personnel, and arrange and require their work.

2. Carry out relevant knowledge and skill training for their competency qualities, so that they can be competent for the job; At the same time, it is necessary to pay attention to cultivating and improving their professional ability and quality, and establish an excellent procurement team that can stand the test.

3. Implement plan management, require its work to be completed according to the plan, assess the completion of the plan, analyze the reasons and formulate improvement measures.

4. The focus of procurement management is: whether you can quickly find the supply rate, the quantity and quality of the business development, the timeliness of procurement, the procurement (procurement cost control), the quality of procurement, etc. Requirements, plans, and management objectives can be formulated from the above aspects, and the management and evaluation of procurement personnel can be carried out.

For example, there are no less than 3 ** merchants for each commodity; The annual procurement cost was reduced by 3% year-on-year; Monthly purchase plan completion rate, and so on.

5. Integrity management of procurement personnel: establish an internal control and supervision mechanism, and procurement audit is a formality, but it belongs to post-event control. A mechanism for prevention and control should be established in advance, so that procurement personnel do not have the opportunity to develop corruption, for example.

a) Bidding system;

b) **Screening;

c) The division of labor is responsible for effective supervision, and different personnel are responsible for business development, negotiation, order execution, etc.;

d) Regular job rotation to prevent corruption if one person is in one position for too long.

6. Encourage morale: the procurement work is actually not easy to do, we must continue to respond to the urging of the production department, the first businessman's account, and the handling of procurement quality problems, we should encourage more, and manage in the way of "employing people without suspicion, suspecting people without suspicion", so that procurement personnel can consciously do a good job, more rewards and less punishments.

7. The evaluation of procurement personnel can be carried out from three aspects: work performance, work ability and work attitude.

a) Work performance evaluation: the completion of the target plan, the timely rate of procurement, the reduction rate of procurement costs, the number of procurement errors, the number of suppliers, etc.

b) Ability and quality: such as information collection and processing ability, inquiry ability, negotiation ability, cost awareness, quality awareness, integrity and self-discipline.

c) Work attitude: such as responsibility, initiative, etc.

1 Behaviour-based assessment methods, including:

The subjective evaluation methods mainly include the permutation method, the choice permutation method, the pairwise comparison method, the forced allocation method and the structured narrative method.

The objective evaluation methods mainly include the key event method, the forced choice method, the behavior positioning method, the behavior observation method and the weighted choice scale method.

2 Result-oriented performance appraisal methods mainly include:

Objective Management Method, Performance Standards Method, Short Essay Method, Direct Indicator Method, Performance Recording Method and Labor Quota Method.

3 Comprehensive performance appraisal methods, mainly including:

** evaluation scale method, synthetic assessment method, daily clearing and evaluation center method.

In order to improve the enthusiasm of employees and achieve the business objectives of the enterprise, the enterprise will formulate performance appraisal standards for various departments, reward the advanced and punish the backward. Considering the objectivity and enforceability of performance appraisal, enterprises are more inclined to implement quantitative assessment standards for employees, and the assessment of some departments is easier to quantify, such as the sales department, and the assessment of some departments is not easy to quantify, such as the procurement department, human resources department, finance department, etc., here we first come to the quantitative assessment of the procurement department.

Generally speaking, enterprises hope that the procurement department can purchase high-quality and low-cost products in the shortest possible time, and the decomposition includes three aspects: the same quality is the best, the same quality is the lowest, the same quality and the shortest time is the most efficient, it can be seen that the performance of the procurement department is actually of a comparative nature, so the performance of the procurement department can only be assessed in the comparison. The reason why it is difficult to implement quantitative assessment of the procurement department is because there is no benchmark for assessment, what is the lowest **, what is the best quality, how long is the shortest time, it is impossible to determine, the reason why the quantitative assessment of the sales department is easy, is because there are ready-made assessment benchmarks, such as monthly sales, annual sales, etc.

Benchmarking can be divided into dynamic benchmarking and static benchmarking, can also be divided into industry benchmarking and internal benchmarking, for the procurement behavior of enterprises, it is extremely difficult to obtain the accurate value of static benchmarking and industry benchmarking, more often this accurate value does not exist at all. If dynamic benchmarking + internal benchmarking is used to formulate the performance appraisal standards of the procurement department, it will be relatively easy and scientific.

Enterprises can formulate the performance appraisal standards of the procurement department in accordance with the following three principles: the same first, quality first; The same quality, ** preferred; The same quality and quality, time priority, the introduction of competition mechanism within the procurement personnel, similar to a way of bidding, for the same procurement task, put forward clear procurement requirements, procurement personnel use their own accumulated business resources, to determine the optimal procurement program, department leaders in accordance with the above standards to finally determine a procurement program, to provide the procurement program of the procurement personnel to be rewarded.

This assessment method has the following advantages: first, to achieve quantitative assessment of the procurement department; second, improve the enthusiasm of procurement personnel; Third, it has achieved the purpose of purchasing high-quality and low-cost products for the company; Fourth, it is conducive to evaluating the work ability of procurement personnel.

The KPI indicator table mentioned on the third floor is a popular assessment method in some large companies. However, some of the indicators mentioned are not very suitable for buyers, and are more like for ** merchants. The indicators, weights, information and evaluators of the assessment should be divided according to the responsibilities and work content of the purchaser.

The assessment indicators involved in KPIs are required to be quantified, that is, they can be digitized, avoid subjectivity, and show the performance with data and charts. Therefore, its indicators must have an objective basis, weight, and achievement, and must be supported by rigorous data and conversion formulas. Such assessment indicators can truly reflect the actual contribution and work ability of purchasers, and can also play a role in supporting and supervising their work.

According to the main work content of the purchaser specified by your company, the content of the performance appraisal is formulated. The division of responsibilities of each company's purchaser is different, not the same, but targeted and purposeful. Here are some examples of metrics that may be involved:

1.Achievement of procurement plan, weight, actual achievement rate.

2.Procurement cost reduction rate (savings rate), weight, actual reduction rate (savings rate).

3.** Merchant complaint (or satisfaction) weight, actual complaint rate (with or without ** merchant complaint buyer).

4.Teamwork Weight, actual (cooperation between inside and outside the department, whether there is criticism or not, etc.).

5.Others, such as the company's requirements for each employee.

6.professional skills, etc.

In short, according to your company's responsibilities for procurement, requirements, work content and other factors as performance appraisal indicators, and these indicators are required to be set according to the different priorities, and then according to the purchaser in a certain period of time (such as a month, a quarter) of the work of the performance of the assessment score (the actual completion of the situation should be set a more rigorous scoring criteria), the accumulation of these scores is the buyer's performance score, and set the standard value to judge whether the work is up to standard or good or bad. There are many indicators available online for reference. In the end, it depends on your company's job responsibilities for buyers.

Above, hope it helps.

It is not very clear, if you are interested in engaging in the procurement industry, it is recommended to apply for the buyer's examination, you can consult from Qiuqiu 220840.

No matter which position, you should consider these points carefully when formulating the assessment method.

Appraisal cycle, salary-linked method, index** and statistical method. Let's see what specific questions you have.

Do you need an assessment form?

KPI indicator tables can be used.

1.The completion rate of procurement tasks is 20%, and the completion rate of procurement tasks during the assessment period is more than %.

2.The saving rate of procurement funds is 15%, and the saving rate of procurement funds during the assessment period is more than %.

3.Number of order errors 10% The number of order errors does not exceed the number of times.

4.The purchase order completion rate is 10%, and the purchase order completion rate is more than % on time.

5.The qualified rate of procurement quality is 10%, and the qualified rate of procurement quality is %.

6.10% of the number of returns for purchases is less than the number of returns.

7.The timely rate of purchase arrival is 10%, and the timely rate of purchase arrival reaches more than %.

8.**Quotient satisfaction 5%.

9.**5% for the completion of business files

10.**Timely rate of business information provision 5% **Timely rate of business information provision is more than %.

See if it works.

It is recommended to evaluate from the following aspects:

1.** business management, development and maintenance of ** business, each raw material ** business always maintain 2-3, stable supply for more than three months manufacturers will be awarded 1 point.

2.Cost control, according to production needs, under the same quality conditions, reduce procurement costs or extend the payment time with the best businessmen will be awarded 1 point.

3.Inventory management, reasonable control of inventory according to monthly material demand, the ratio of warehousing to inventory shall not be greater than 120%, and 1 point will be deducted if it increases by 1%.

4.Quality management, according to the procurement specifications and quality requirements to organize procurement, quality problems caused by serious unqualified products or batch unqualified will be deducted 1 point.

5.The quality of the work requires that there are no omissions, delays and mispurchases, and 1 point will be deducted if the corresponding item is committed.

6.For team management, department employees will be warned more than once and deducted points, deducted 1 point for a demerit, and deducted points for a major demerit. No fault can get the corresponding points.

7.Department coordination, one point will be deducted for being late, 2 points will be deducted for unexcused absence, and 1 point will be deducted for complaints from relevant departments.

Out-of-stock rate and arrival rate: assess the timeliness and effectiveness of procurement.

Commodity backlog rate: assess the reasonableness of procurement.

Procurement cost over the same period: assessment of competitiveness contribution.

Every company is different, and you have to figure out how to do it.

Depending on the actual situation...

The performance appraisal of the purchaser should be assessed according to the actual business nature of the company and the actual responsibilities of the department and the job responsibilities of the purchaser, formulate key performance indicators, and reasonably formulate weights according to the importance of the key performance indicators in the work, and assess the actual completion of the purchaser at the end of the month.

In general, the development of key performance indicators for buyers should be considered from the following aspects:

1. Daily assessment indicators for the company's employees. For example: labor discipline, etc.

2. The implementation of the procurement plan.

3. The implementation time of the procurement plan. Whether it is purchased at the specified time.

4. The implementation of procurement funds. Whether it is over budget.

5. The quality of the purchased goods. Whether the quality is qualified or not.

6. Procurement of goods. Whether it is reasonable.

7. Feedback assessment of the supply department.

6. According to the nature of the purchaser's work, in the above key performance indicators, the daily assessment right is less important, and the implementation time, the quality of the purchased goods, and the important right to purchase the goods are correspondingly larger.

Performance appraisal refers to the process and method of evaluating employees' work behaviors and work performance by using specific standards and indicators under the established strategic objectives, and using the evaluation results to positively guide employees' future work behaviors and work performance. Performance appraisal is a part of enterprise performance management, 360-degree appraisal is the most common performance appraisal method, performance appraisal is a systematic engineering, performance appraisal is a means in the process of performance management.