The company s performance appraisal is urgent, and how to carry out the company s performance apprai

You didn't make it clear what the specific situation is, so much as in the form of **, the content is divided into several modules, 1, environmental safety (15 points) 2, work discipline (20 points) 3, work attitude (20 points) 4, business ability (20 points) 5, work performance (25 points).The total score is 100 points, each type of work is different, you can refine the above 5 items again according to each type of work, such as: 1. Safety (15 points), ** subdivided into:

The safety accidents are "zero" throughout the month, and the sanitation and greening areas are cleaned regularly. It's up to you to break down a few pieces.

A business performance appraisal is a method of evaluating the performance of a company's employees and the achievement of business goals, and usually includes the following steps:

1.Set clear goals and targets: Companies should set clear performance goals and metrics that are aligned with the company's strategic goals and business plans.

Goals should be quantifiable, measurable, and achievable so that employees have a clear understanding of what they need to achieve during performance reviews.

2.Determine the evaluation cycle and evaluation method: The company should set the evaluation cycle for performance appraisal, which is usually one or six months.

The evaluation method can be regular assessment, 360-degree evaluation, self-evaluation, superior evaluation, colleague evaluation, etc., and the appropriate evaluation method can be selected according to the actual situation and needs of the company.

3.Collect and record data discrepancies: During performance reviews, companies should collect and record data related to performance goals and metrics, such as sales, customer satisfaction, job completion, etc. This data can be used as a basis for evaluating employee performance.

4.Conduct evaluations and evaluations: At the end of the evaluation cycle, the company should evaluate and evaluate the performance of employees against the set performance goals and indicators.

The evaluation can include the evaluation of the imitation period, the interview with the fiber, the evaluation report, etc., according to different evaluation methods, the performance of the employee on the performance objectives and indicators is evaluated and scored.

5.Feedback and improvements: After the evaluation, the company should provide timely feedback to employees, including the results of the assessment, strengths, and areas for improvement.

At the same time, the company should work with employees to evaluate the results of performance appraisal and develop an improvement plan to help employees improve performance and achieve goals.

6.Incentives and rewards: For high-performing employees, companies should set appropriate incentives and incentives, such as performance bonuses, promotion opportunities, training opportunities, etc., to motivate and encourage employees to continue to maintain excellent performance.

Methods Step by step reading 1 9 Job analysis In order to give full play to the role of performance appraisal in providing feedback to the entire management system, it is necessary to carry out effective job analysis, that is, to clarify the job responsibilities and the quality requirements of the post employees, and determine which performance elements are necessary to complete the work. Only by clarifying the job responsibilities can the actual work behaviors of each work team and employees within the enterprise be assessed in a targeted manner, and the degree of fit between their behaviors and the responsibilities required by the enterprise can be judged, and this can be used as the performance measurement standard and assessment basis. In the whole process of assessment, there must be close cooperation between management and employees, and the problem of information asymmetry must be solved in cooperation.

2 9 Establish a performance appraisal system In order to make the appraisal work standardized, orderly and efficient, a scientific performance appraisal system must be established. The construction of the performance appraisal system is a systematic project, including planning, implementation, appraisal, feedback of appraisal results, and processing and application of appraisal results. First of all, we must renew our concepts and realize that performance is not examined, but managed by a scientific system; Secondly, it is necessary to clarify the objectives of performance management; Then it's time to follow through; Finally, summarize the assessment.

3 9 design assessment index system It is necessary to conduct scientific analysis, and formulate an index system that combines quantitative and qualitative indicators with strong operability in combination with the individual situation of the enterprise. It is important to note that with too many indicators, the calculations will become cumbersome, and some important indicators will be overwhelmed and it will be difficult to show their important impact. 4 9 Choosing a performance evaluation tool Each evaluation tool has its advantages and disadvantages.

For example, a hierarchical ranking method can avoid a tendency to be in the middle, but it can cause bad feelings in employees when the performance of all employees is really high. It should be pointed out that although performance appraisal theory advocates a performance appraisal tool linked to specific work behaviors, companies are more willing to accept simpler job performance appraisal methods. 5 9 Improving Work Performance Standards The ancients:

If there are no rules, it is difficult to make a circle". Ensure that clear performance standards are provided to all appraisers, including appraisers. Improve the work performance evaluation system of the enterprise, combine the qualitative examination and quantitative assessment of employees' abilities and results, establish objective and clear management standards, quantitative assessment, and use data to convince people.

Change the shortcomings of the past employee appraisal in which the qualitative component is too large, the evaluation is vague, and it is easy to be affected by subjective factors. 6 9 Use clear performance elements It is best to use some descriptive language to define the elements of performance appraisal. For example, "outstanding" – outstanding performance in all areas and significantly better than others; "Very good" – most aspects of job performance clearly exceed the requirements of the position, and job performance is consistently of high quality; "Good" – a competent and reliable level of job performance that meets the requirements of the job performance standards.

This will make it easier for the examiner to understand the evaluation results. Avoid using abstract element names such as "loyalty", "selflessness", etc., unless they can be confirmed by observable behavior. 7 9 Reduce the subjectivity of the examiner The selection is comparative.

We have a more direct assessment of the training of professional knowledge, that is, whether the number of sales customers of employees has improved.

That is, whether the employee buys the same thing for the customer or how many things are related.

If this one is constantly improving, it means that the training is effective. If not, it won't work.

The difference between new employees and old employees is relatively big in this regard!

How effective was your company's performance appraisal in 2013?

The performance appraisal effect is not bad, but there are some problems;

1. There is a fixed performance appraisal process;

2. There is a fixed performance appraisal content;

3. The content involves comprehensiveness, performance, skills, corporate culture, etc.

Quantify Try to quantify, it's unrealistic to quantify everything!

First, find out the KPIs of each department (which can be set according to the company's annual indicators) and set the target value.

2. Set weights, assessment standards or scoring standards. Set the weight score ratio according to the importance of the indicator, and score according to the scoring criteria according to the completion status.

3. After obtaining the performance score of each department, the performance bonus of each department can be calculated. It's up to you to decide how much and how to hang the bonus.

Fourth, it is best to focus on positive incentives, so that it is easy to mobilize the enthusiasm of departments and employees. After operation, problems are found and the performance plan is continuously improved.

Fifth, there is no best performance plan, the best is suitable for your own company.