How performance reviews are carried out 10

For such a complex issue, you give too little information, I have studied the performance for three years, and I can't explain it clearly in less than 10,000 words, so I can give a summary.

Set the purpose, set the principle, and set the procedure.

Dimension (aspect of assessment) - project (what content to assess) - index (how to assess).

Determine the scope (who is the participant) - determine the algorithm (how to calculate the information that is done) - determine the feedback (how to feedback, this is the most critical, the most labor-intensive project).

In terms of purpose: the job performance appraisal has two basic purposes: first, it is to help human resource managers develop guidelines and policies regarding promotion, training, compensation and discipline; The second is to promote the development of employees themselves, which is the process goal, and the ultimate goal is to improve organizational performance through individual performance improvement, and you need to refer to the content of human resources in this regard.

How to carry out, I can tell you, can not carry out the assessment, do not carry out the assessment, if your company is only now starting to consider this problem, proving that the scale is not large, the assessment itself is to make things better, so that everyone can do harder, but once the assessment is carried out, the result may be counterproductive.

If you have to carry out, OK. Let's design a set of methods, to be scientific, simple, applicable, practical, this requirement is very difficult. Well, you can refer to some of the textbooks, including part of the method copied by the comrade above.

But what someone else has done well may not necessarily work for you. In other words, more than 95% of the world's large enterprises are now conducting performance reviews, but less than 20% are successful. Small enterprises, if they want to develop rapidly, they must not let everyone focus on the performance indicators, or the performance itself, so that the better the performance, the faster it will collapse.

Summary. The five criteria for the performance appraisal are: 1. Work ability:

Assess the skills, abilities and knowledge level of employees' ability to work; Second, the work results: assess the effect of the employee to complete the task, as well as the time to complete the task; 3. Work attitude: assess the work attitude of employees, including work enthusiasm, sense of responsibility, initiative, teamwork spirit, etc.; Fourth, work performance:

Evaluate employees' work performance, including the ability to communicate with customers, the ability to work under pressure, the ability to learn by themselves, etc.; 5. Performance improvement: Evaluate the performance improvement of employees, including the improvement of shortcomings in the work, the improvement of skills, and the improvement of learning ability.

The five criteria for performance appraisal are: 1. Work ability: evaluate the skills, ability and knowledge level of employees' work ability; Second, the results of the work:

Evaluate the effectiveness of employees in completing tasks and the time to complete them; 3. Work attitude: assess the employee's work attitude, including work enthusiasm, sense of responsibility, initiative, teamwork spirit, etc.; 4. Work performance: Evaluate the work performance of employees, including the ability to communicate with customers, the ability to work under pressure, the ability to learn self-learning, etc.; 5. Performance improvement:

To evaluate the performance improvement of employees, the code includes the improvement of shortcomings in the work, the improvement of skills, the improvement of learning ability, etc.

The assessor should evaluate the tasks completed by the employee to see whether he can complete the tasks on time and whether the quality of the tasks completed meets the requirements. 2. Work efficiency: The examiner should comprehensively examine the work efficiency of the employee to see whether he can complete the task more efficiently in order to save time and cost.

3. Ability improvement: The examiner should pay attention to whether the employee has the ability to improve, see whether he can continue to learn new skills, and can use new skills to improve work efficiency. 4. Teamwork:

The assessor evaluates the employee's performance in teamwork to see if he is able to get along well with other colleagues and complete tasks together. 5. Comprehensive quality: The examiner should inspect the comprehensive quality of employees to see if they can be self-motivated, continuously improve their own ability, learn new knowledge in a timely manner, and contribute to the development of the company.

First of all, it is necessary to formulate performance appraisal objectives, that is, at the end of the appraisal period, the work content and effectiveness that employees need to complete, usually around the current key work or performance indicators to establish, with 3-8 feet is appropriate, and each goal has its own weight, representing its importance. With goals as the direction, employees will be more proactive in their work.

The second is to set standards, that is, the standards that need to be achieved in performance goals, and also the standards to evaluate the degree of achievement of performance goals. Goals without standards are not goals in the true sense of the word, and only with standard goals can they be measured. Usually the standard is to set multiple levels, which can be directly distinguished by scores, or A, B, C, and D to represent grades, or can be directly used as grades: excellent, good, passed, and unqualified, and different grades correspond to different scores.

Then there is the performance coaching in the process of employees' work, which is easy to ignore in the process of implementing performance appraisal in enterprises, but it is the most important part of performance management. Performance coaching emphasizes continuous performance communication, understands the progress of employees in achieving their goals, helps employees solve difficulties encountered in the process of achieving goals, and improves the likelihood of employees achieving performance goals.

Then there is the performance appraisal, which is the process of evaluating and scoring the achievement of performance goals according to performance standards. In fact, if performance coaching is carried out well, performance appraisal is just a simple process of presenting results. Performance appraisal emphasizes the objectivity of the scoring basis, the quantitative indicators must be supported by data, and the data should be reliable, and the evaluative objectives should have objective facts to refer to, so the manager's usual performance record is very necessary and important.

Finally, the feedback and improvement of performance results, managers and employees communicate with the results of performance ratings, recognize the good performance, encourage employees to maintain, give improvement suggestions for poor performance, and help employees develop improvement plans to ensure that the next performance cycle can be improved.

TITA Performance Treasure can be lightweight, templated, process-oriented, multi-dimensional, multi-templated, multi-process, out-of-the-box, and the overall is good.

The implementation of performance appraisal should carry out the following work:

1. Establish a performance-oriented corporate culture atmosphere. It is clear that the purpose of performance appraisal is to continuously improve the performance of the enterprise and employees, and it is clear that managers at all levels are the main responsible persons for the performance appraisal and improvement of subordinates. Avoid performance reviews becoming HR's own business.

2. The performance appraisal is organically combined with the company's annual goals and key work to avoid the phenomenon of performance appraisal and enterprise management.

3. Strengthen the process control and analysis of the performance of departments and employees through performance analysis, and establish a continuous improvement mechanism for performance.

4. In terms of the application of performance results, establish an incentive mechanism for the best performers, and build a dynamic team through differentiated incentives.

To carry out performance appraisal work, the following work should generally be done:

Arrangement of performance appraisal matters and promotion of design principles; Ensure that the promotion is effective and the arrangement is reasonable.

Conduct a comprehensive analysis of the departments involved in the performance appraisal; Find out the problem and the key factors that affect the implementation of the assessment indicators.

Determine the basic indicators and evaluation rules of performance appraisal and evaluation; Clear and quantifiable indicators are the key criteria for the implementation of performance appraisal.

Guide the participation of the department to organically combine the performance appraisal work with the actual situation of the company; With a lot of involvement, you can minimize the resistance that may be encountered in the promotion of performance reviews.

After formulating the content of performance appraisal, it is necessary to publicize and promote it to let everyone realize the significance and value of performance appraisal.

In the process of implementing performance appraisal, it is necessary to regularly revise and upgrade the appraisal system according to the changes in the actual situation, so that the performance appraisal can truly become an excellent indicator for improving labor efficiency and improving the completion rate of the department.

Abstract: Carrying out employee performance appraisal is a major event in the unit, and it is a systematic project involving a wide range, large basic workload and strong policy. It is necessary to grasp the key points and carry out the assessment in stages and in a planned manner to ensure that the assessment work is effective.

The performance appraisal process of an employee can generally be divided into the following stages:

The first stage is to establish performance appraisal criteria. Establishing performance appraisal standards is a basic task for enterprises. The determination of performance appraisal criteria is also based on job analysis, and the results of job analysis determine the performance appraisal criteria.

Clause. The second and third stages are to determine the content of performance appraisal and implement performance appraisal respectively. Generally speaking, the content of employee performance appraisal mainly focuses on two aspects: work performance and behavioral performance, and the relevant personnel make objective records of the actual achievements and performance of the evaluated employees, and determine the performance level on different indicators.

The fourth stage of a performance appraisal is to identify the comments and the measures for improvement. At this stage, the work of the evaluated employees is comprehensively evaluated, the final evaluation grade is determined, and its advantages and disadvantages are pointed out and improvement plans are formulated.

Performance appraisal, also known as performance appraisal or "performance appraisal", is the application of various scientific qualitative and quantitative methods for the work undertaken by each employee in the enterprise, the actual effect of employee behavior and its contribution or value to the enterprise are assessed and evaluated. It is an important part of enterprise personnel management, and it is one of the powerful means of enterprise management. The purpose of performance appraisal is to improve the efficiency of each individual through appraisal, and ultimately achieve the goals of the enterprise.

A lot of related work needs to be done to carry out performance appraisal work in the enterprise. First of all, it is necessary to give a scientific explanation of the meaning of performance appraisal so that the whole organization has a unified understanding.

Performance appraisal is an indispensable management tool for modern organizations. It is a management system that periodically reviews and evaluates the work performance of employees, and refers to the systematic evaluation of employees' work by supervisors or relevant personnel. Effective performance appraisal can not only determine the contribution or deficiency of each employee to the organization, but also provide decisive evaluation data for the management of human resources as a whole, so as to improve the feedback function of the organization, improve the work performance of employees, motivate morale, and can also be used as a basis for rewarding employees fairly and reasonably.

1. Establish a departmental performance appraisal team. The departmental performance appraisal team is generally composed of the head of the department and the leader of each business group.

2. Clarify job responsibilities and formulate job responsibilities. According to the relevant regulations of the center, the head of the department decomposes the responsibilities step by step, according to the scope of work of the unit, department and post, combined with the workload and difficulty of each position in the department, specifically formulates the post responsibility letter of the staff of each post, and fully implements the post responsibility system, so that the responsibilities are clear, the responsibilities and rights are clear, and each employee can successfully perform their duties and job requirements.

3. Formulate a scientific and systematic assessment index system. According to the job functions of each position, different assessment contents and index systems are formulated. On the basis of the letter of responsibility for the post, the task indicators issued by the higher-level health department are effectively decomposed, quantitative and qualitative indicators are selected, and different positions and positions should have different standards, so as to fully reflect the individual differences in the assessment results and truly play the role of assessment.

Moreover, it is necessary to introduce the assessment indicators that pay attention to the spirit of teamwork, so as to not only assess the personal performance of the responsible person, but also assess the performance of the work team in which the responsible person is placed, so that the organic combination between individual performance and team performance can achieve the purpose of creating a good team spirit. After the assessment standards are set, the relevant responsible persons should be organized to discuss and analyze until the assessor and the responsible person reach a consensus, so as to reduce the resistance to implementation and facilitate the assessment. **Try to be as simple as possible, easy to fill out, and avoid repetition.

3. Establish a "PDCA" management model. The departmental assessment team shall formulate the work objectives and tasks for the next month before the 25th of each month, and clarify the weekly work tasks (the content must be quantified, specific, and put forward quality requirements at the same time) according to the monthly work plan, and make a record of the completion of the work tasks. The departmental assessment team conducts evaluation according to the actual situation of work objectives and completion.

In case of special circumstances (such as temporary assignment of work by superiors, urgent tasks, etc.), each business team can adjust the work plan in time. At the end of each month, each business group shall conduct a self-examination on the completion of the work of the group and the completion effect, and shall find out the reasons for the unfinished work and implement rectification in a timely manner.

4. Establish a regular inspection and notification system for the work of the department. Sort out and inspect the daily management of the department, the completion of the monthly and weekly work plan, the implementation of key work and project management, and the completion of various tasks assigned by the center, and find out the reasons for the projects that are not implemented as planned and the problems existing in the work and rectify them in time.

5. Establish a work record system. The management of the department and the business work of each group should be recorded in a timely manner; In accordance with the requirements of the relevant norms and regulations, do a good job of archiving all kinds of materials for inspection by the assessment team of the department.