How to implement the performance appraisal management plan

1. Fair and open system. The company's performance appraisal.

It's about rewarding good employees, motivating employees who are temporarily underperforming, and punishing employees with negative attitudes. As a reward and punishment system, performance appraisal must be fair and open, ensure that it is influential and can restrain employees' work behavior.

2. Work plan.

of the formulation. Performance appraisal must have reference standards, so the first step is the employee's work plan, through the work plan can clarify the employee's next work content, but also convenient for evaluating the work results. Of course, the work plan is actually more helpful for the employee's daily work, allowing the employee to clarify the work goals, go to work in an organized manner, and eliminate unnecessary trivial time.

3. Standardize the work process.

Although the evaluation of employees' work level is mainly based on results, generally speaking, we also need to consider various factors in the process of work. Therefore, most companies will require employees to be able to record the progress of the work and the problems encountered in the process of executing the plan. On the one hand, it is convenient for the person in charge to grasp the work situation, and on the other hand, it is also the process of employee growth and accumulation.

4. Cultivate a sense of teamwork. One person's ability does not represent the ability of a team, we often see shortcomings drag down the whole team, or individual ability is much higher than the overall level of the team will cause teamwork.

uneven development. Enterprises should also have mechanisms to ensure teamwork while inspecting the teamwork ability of members. The use of tools can improve the visibility and circulation of information in the team.

5. Summarize the report in a timely manner. It's easy to get rejected by employees, but it's essential. Summary of the day's work.

Weekly work summary and monthly work summary are important ways for team leaders to understand project progress and employee work saturation, and it is also an important means for employees to do self-review, summarize knowledge and improve skills. The automatic generation function of Daytsin is to record the KPTP work log with one click through work planning and execution.

6. Proper communication. The above steps and methods are all details and assessment points in the work process. However, any tools and processes are only for constraints and standardization, and face-to-face communication is always an indispensable factor.

Leaders and employees can communicate and interact as much as possible to enhance trust and understand the work attitude of employees.

It is also a way for enterprises to solicit good opinions.

The effective implementation of performance appraisal should do a good job in the application of performance results in the following aspects.

1. Salary adjustment.

For employees with poor performance, it is necessary to reduce the performance pay and promote improvement as soon as possible. Employees with high performance make reasonable adjustments according to the standards. The application of performance results to salary adjustments can play a role in improving the sense of internal fairness.

2. Bonus distribution.

The situation of bonus distribution is diverse, but because many enterprises do not have objective performance appraisal standards, it leads to increased internal contradictions, and seriously leads to employee resignation. If there are open and transparent standards, and employees can figure out how much to get for themselves, the conflict will be greatly reduced.

3. Analysis of training needs.

According to the performance appraisal results and related records, find out the gap between employees and job standards, conduct training needs analysis, and then judge whether training is needed and what training is needed. The purpose of performance appraisal is to help employees improve and improve their performance and help them grow.

4. Personnel adjustment.

Employees with excellent continuous assessment should be promoted, and employees with poor continuous performance should be demoted or transferred.

5. Employee career development planning.

Through the use of performance appraisal results, the career of employees can achieve orderly development.

Specific assessment templates, processes, and the allocation of permissions can refer to TITA-OKR and Performance Treasure, which can guide the implementation.

degree assessment; 2. KPI assessment; 3. Responsibility assessment; 4. OKR assessment; 5. BSC assessment; 6. Work attitude, work ability, and work performance assessment, commonly known as "three-dimensional assessment". Welcome to use the TITA Performance Treasure for assessment.

The ultimate goal of performance appraisal is to focus on the company's strategy, rather than just focusing on the company's gross profit, return on equity and market share. Apple requires its performance appraisal team to be very familiar with the company's corporate strategy, to determine what the company should be evaluated based on, and to use the specific methodology to do so.

Finally, Apple's performance appraisal uses a balanced scorecard methodology that monitors and drives corporate strategy. The company focuses on four levels: finance, customers, internal processes, and learning and growth. Here are the key metrics for Apple at all levels.

First, the financial perspective.

From a financial perspective, Apple emphasizes shareholder value. Shareholder value is the shareholder value of Apple as a whole. This metric helps senior managers measure the impact of their activities on shareholder value across the company.

Shareholder value does not contribute to the realization of corporate strategy, it is only a performance indicator. This metric is measured because it quantifies the potential negative impact of investing to drive business growth. The establishment of shareholder value metrics can help dispel the idea that people are neglecting to invest in future business growth because of a preference for gross profit and business growth rate.

Second, the customer's perspective.

From the customer's perspective, Apple emphasizes market share and customer satisfaction. Market share is an important indicator for top management. Because it is not only a guarantee of business sales, but more importantly, it can help Apple attract and grasp software developers.

Therefore, it can be said that market share is the key to the company's operational development, and customer satisfaction is Apple's newly developed assessment indicator. Historically, Apple has focused on technology and products, and has won customers by designing better products. However, with the development of society, customer service is more and more important, and Apple is also aware of this, and the customer satisfaction assessment index is designed to cause employees to pay attention to customer service, and the assessment of this indicator has accelerated Apple's transformation into a customer-driven company.

Through online tools like TITA, you can implement daily performance appraisal plans.