Seek the specific plan of performance appraisal of machining enterprises!

General Manager's Office According to the amount of shipments? % assessment.

The quality department according to the quality batch pass rate of 96%, the basic salary, for every percentage point, plus 10% of the salary

Production department, according to the production value of the month? % assessment.

1. If you don't want workers to count pieces, then "quota" x pieces, how much is added to the output of the class by 1-10%, how much is more than 10-20%, and so on. But the first condition is that you must be right"Quotas"Get it right. (I used to be in a unit, and some workers did the same thing with a salary of 4,000 and some workers only had more than 1,000, and you should also consider this.)

2. Waste products are counted in one month or a batch of statistics, and then the corresponding assessment is determined. 3. Now the people with certain skills are a little higher, which depends on the personal ability of your boss (or management) 4, the number of attendance. 5. Care and maintenance of workshop and machine tools.

There is no set plan for this.

It depends on what you do.

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Nowadays, many companies have a situation where too much emphasis is placed on performance and neglect the cultivation of behavior. This leads to a problem: the better the performance of the employee, the less disciplined, the less respect for the rules of the game, such employees in the process of vigorous development of the enterprise, will become an obstacle to the enterprise.

Once promoted to managerial level, the impact is even greater. Therefore, the performance appraisal of employees should be cautious. Teacher Tan Xiaofang said that there are the following types of performance appraisals:

1. Divided by time.

1) Regular assessment. The time of enterprise assessment can be a month, a quarter, half a year, or a year. The selection of assessment time should be selected according to the corporate culture and the characteristics of the position.

2) Irregular assessment. Irregular appraisal has two meanings, on the one hand, it refers to the evaluation of the promotion of personnel in the organization, and on the other hand, it refers to the supervisor's daily behavior and performance of subordinates, and finds problems to solve in time, and also provides a basis for regular assessment.

2. According to the content of the assessment.

1) Feature-oriented. The focus of the assessment is on the employee's personal characteristics, such as honesty, cooperation, communication skills, etc., that is, to consider what kind of person the employee is. (2) Behavior-oriented.

The focus of the assessment is on the working style and work behavior of the staff, such as the smile and attitude of the waiter, the way of dealing with people, etc., that is, the consideration of the work process. (3) Result-oriented. The focus of the assessment is on the work content and quality of the work, such as the output and quality of the product, labor efficiency, etc., and the focus is on the work tasks completed by the employees and the products produced.

3. Divided by subjective and objective.

1) Objective assessment method. The objective assessment method is the assessment of a system of indicators that can be directly quantified, such as production indicators and individual work indicators. (2) Subjective assessment methods.

Teacher Tan Xiaofang believes that the subjective assessment method is to subjectively evaluate the assessee by the assessment index system designed by the assessor according to certain standards, such as work behavior and work results.

Performance appraisal should be closely related to specific employees, but it has become a "luxury" that can only be understood and used by a few "elites" of the enterprise, as if there is no complex formula for performance appraisal, and it seems that without the Greek alphabet, it is impossible to express the basis for calculation. In a word, the format assessment that is detached from specific enterprises is not shallow, resulting in today's domestic enterprises are either over-assessed or under-assessed, either too left or too right.

Many companies combine daily appraisal with strict reward and punishment system, and the result of this will inevitably lead to short-term management work and employee behavior interests, and destroy the harmonious relationship between the organization and the team. In order to implement performance management, Sony Corporation has established a special organization that has established very detailed evaluation criteria and determines remuneration based on the evaluation of each individual. This performance-oriented management has spread the atmosphere of pursuing immediate interests within Sony, and employees have gradually lost their enthusiasm for work and the company has lost its vitality.

The competency wage system pays wages to employees according to their abilities, and the salary payment standards are different depending on the ability of employees. In human resource development and management, ability mostly refers to a kind of competency and competency characteristics, which is the ability of employees to achieve a specific performance or to show a certain behavior that is conducive to the achievement of performance.

1. The characteristics of each enterprise are different, and the performance appraisal cannot be copied, as long as it is reasonable;

2. The so-called "reasonable" is very important, otherwise the purpose of performance will not be achieved, I think reasonable is the question of who to compare, generally speaking, compared with history, compared with the excellent, and compared with the goal of the general manager;

3. The company's goal is the starting point of performance, decomposing goals, decomposing into teams, groups, and people;

When communicating, it is important to achieve goals and achieve performance, and team cooperation and understanding are very important;

The formulation of quantitative indicators is a tool for assessment, and without the assessment of quantitative indicators, it cannot be operational;

The supervision of the assessment is the guarantee of implementation;

Timely fulfillment is the information guarantee for the implementation of the assessment, and the clear rewards and punishments are the guarantee for the durability of the assessment.

4. Generally speaking, performance appraisal solves the problem of achieving the company's goals and income distribution, which is related to the vital interests of bosses, managers and employees, and the appraisal needs time to test.

Depending on the content of the assessment, the assessment method can also take a variety of forms. The use of a variety of methods for evaluation can effectively reduce the evaluation error and improve the accuracy of the evaluation. In order to identify near-term errors in evaluations, the HR department can suggest that evaluators conduct frequent informal evaluations of the "important work" and "daily work" of the assessee, and record key events, which can be used as raw materials in formal evaluations.

In addition, during the evaluation, the evaluator will conduct a centralized evaluation of the same item of all the assessees, rather than evaluating it as a human unit.

1. Objective evaluation Adopt the objective evaluation method for the evaluation of "important tasks". Before an appraisal cycle, the appraiser and the appraisee discuss and formulate a mutually acceptable "important task statement", which should clarify the task name, task description, task workload, etc.

2. Self-assessment Self-assessment is the self-evaluation of the person being evaluated, and the evaluation results are generally not included in the evaluation results, but its role is very important. Self-assessment is the subjective perception of the person being evaluated, which is often different from the objective evaluation results. Through the results of the self-assessment, the evaluator can understand the real thoughts of the appraisee and prepare for the evaluation communication.

In addition, in the self-assessment results, the evaluator may also find some things that he or she has overlooked, which is conducive to a more objective evaluation.

3. Mutual evaluation Mutual evaluation is an evaluation method for employees to evaluate each other. Peer evaluation is suitable for subjective evaluations, such as the evaluation of the "work attitude" section. The advantages of mutual evaluation are:

First of all, employees can have a more real understanding of each other's work attitudes, and by multiple people at the same price, it can often more accurately reflect the objective situation and prevent subjective errors. Peer evaluation is more appropriate when there are more than 5 people. In addition, not signing the mutual evaluation and not publishing the details of the mutual evaluation when announcing the results can reduce mutual suspicion among employees.

4. Superior evaluation In the superior evaluation, the appraiser is the manager of the appraisee, and in most cases the direct superior of the appraisee. Superior appraisals are suitable for the "important work" and "daily work" sections.

5. Written evaluation Because each employee has different characteristics, and the standardized evaluation method ignores this factor, the employees are uniform, which is not conducive to the personal growth of employees. Written evaluations compensate for this shortcoming. Generally speaking, a written evaluation should include three aspects:

Affirming employee achievements; Pointing out staff shortages; What a business expects from its employees. Written evaluations can be written by superiors or by the company's human resources department. It is recommended to set up a company purity assessment based on the above relevant contents. Encyclopedia.

The classification of performance appraisal is usually carried out from the following aspects: cavity promotion.

1. Divided by time. It can be divided into regular assessment and irregular assessment, and regular assessment can be divided into six months, one year, two years, and three years.

2. Divide by content. It can be divided into work attitude assessment, work ability assessment, work performance assessment, comprehensive assessment, etc.

3. Divide by purpose. It can be divided into routine assessment, promotion assessment, regular assessment, professional title assessment, training assessment, new employee assessment, etc.

4. Divided according to the assessment object. It can be divided into employee assessment and cadre assessment. The assessment of cadres can be divided into the assessment of clean leaders, middle-level cadres, and scientific and technological personnel.

5. Divided according to the main body of assessment. It can be divided into superior assessment, self-assessment, colleague assessment, expert assessment and subordinate assessment, as well as a three-dimensional assessment that integrates the above methods.

6. Divided according to the form of assessment. It can be divided into oral assessment and written assessment, direct assessment and indirect assessment, individual assessment and collective assessment.

7. Divided according to the design method of the assessment standard. It can be divided into absolute standard assessment and relative standard assessment.

Make one yourself according to the company's situation.