What is the performance in HR? What would be a good thing to do?

What a big company, if it's a small company, it's better not to use performance management, I mean the kind of company where you can see everyone at a glance, for example, a 15-20 company, everyone is clear at a glance, what a small company needs is flexibility, not performance management to create internal contradictions.

To use performance management, simply put, is the rule of law, rules and regulations for people to list, and then everyone to do, but here and the previous so-called company system is different in that the content of performance management is not a thousand faces, but according to the characteristics of each person's work to focus on the development. From this point of view, small companies do not apply performance management because they have too many overlapping functions, which are not as simple as the functions of employees in large companies.

If you are in a large company, the performance in the personnel work is not a sentence or two can be said clearly, the specific problems are treated, but most of the performance management problems I have encountered are: the people who formulate the performance usually do not understand the company's business, and the content formulated is often separated from the actual front-line workers, and the consequences are self-evident, so we must pay attention to this point in the actual work, the personnel department is only the curator and leader of the performance work, not the formulator, and the specific management content must be taken out by the departments themselves.

Chinese-style management is the rule of man, performance management is the rule of law, small companies are governed by people, large companies are governed by the rule of law, well-run companies are governed by people, and companies with poor operations are governed by the rule of law, which is also in line with King Wen's law.

What information do you have?

To do performance appraisal, enterprises must first establish a scientific management system, without a complete management system to support, the performance appraisal of enterprises will often end in failure;

Analysis: To do performance appraisal must be quantified - quantification requires data - data and form statistics - form and process system construction - process system construction and responsibility division (fixed posts, fixed personnel and responsibilities) - division of responsibilities and organizational structure - organizational structure and annual business plan.

Therefore, if an enterprise wants to do a good job in performance appraisal, it must be solved by the management system, which is not only a problem of the human resources department.

Note: The purpose of performance appraisal is to improve performance; To measure performance, look at two indicators: input (cost) and output (annual output value, per capita output value).

Performance management is an important module of human resource management, through performance management, enterprises will unify strategic goals with employees' personal goals, and it is also an important basis for realizing "managers can go up and down, employees can enter and exit, and income can increase and decrease". Efficient Suggestion You Can Compare Multi-Dimensional Performance Management System CMF-PMS (Comparable Multi-Factor Performance Management System)In view of the adaptability problems of KPIs, balanced scorecards and other evaluation methods in China, Norm Sida has created a comparable multi-dimensional performance management system CMF-PMS (comparable) through more than ten years of theoretical and practical exploration Multi-factor performance management system), which combines the characteristics of the Chinese crowd, personnel of institutions and institutions, based on the game assumption of rational people and economic people, by setting evaluation indicators that conform to people's evaluation habits, subjective tendencies, and conducive to stimulating high-performance behaviors, using a variety of evaluation methods, and the evaluation system in which all relevant parties intervene, so as to obtain convincing and cross-departmental comparative assessment results, and compare them with salary, The promotion system is effectively connected.

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.

1. Go to Wangfujing Book Building, the largest in Beijing;

2. Find a special shelf for industrial and commercial management;

3. Consult the teacher on duty;

4. List all the positions you designed;

5. Explain your business situation in detail;

6. Please ask the teacher on duty to find you a copy of the most suitable "Human Resource Performance Evaluation Encyclopedia" for you.

Then: For each post, print out the ** of the electronic documents presented in the book, fill it in according to the requirements of each project, and it will be complete. Hand to hand. Very quick and easy.

Workload, work attitude, work effectiveness.

Performance Appraisal Methods Performance Appraisal and Compensation Management.

The content of the cashier's work and the method of accounting.

1) The content of the cashier's work.

1. Do a good job in the accounting and management of cash receipts and payments.

2. Do a good job in the accounting and management of the receipt and payment of bank deposits.

3 Set up and register the cashier's account.

4 Keep cash in stock, gold and silver and all kinds of valuable**, as well as seals, blank cheques and receipts5 Establish good economic relations with the tax department.

6. Formulate and improve the measures for the management of the unit's monetary and capital income and payment business7. Inspect and supervise the implementation of the state's financial and economic discipline by the unit, and ensure the legality, compliance and rationality of the cashier's work.

2) The method of cashier's accounting.

The cashier accounting method is a means used to reflect, supervise, evaluate and manage the cashier's objects and ensure the completion of the cashier's accounting tasks. It is a scientific method to record and calculate the cash and bank deposits and other monetary funds of various units continuously, systematically, comprehensively and comprehensively, prepare the cashier's income and expenditure statements, and provide accurate and reliable monetary and capital information for other accounting.

1. Fill in and review various vouchers.

2 Set up and register cashiers.

3 Currency Inventory.

4. Prepare the cashier's income and expenditure statement.

Employee performance appraisal.

In order to evaluate the performance of employees objectively, justly, fairly and realistically, the following performance appraisal form is formulated:

Performance appraisal form.

Employee's name and position.

Department Assessment interval YYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYY

Evaluation scale and score: Excellent (10 points), Good (8 points), Fair (6 points), Poor (4 points), Very poor (2 points).

Evaluation Items Criteria & Requirements Scoring Weighting.

Self-Rating Direct Rating Manager Rating General Manager Rating This column Average score.

Work performance. 1 Work goal achievement (per capita production capacity target, management target) 4

2. Production safety management effect (safety status of human-machine environmental method).

3 Related technologies Quality control or improvement.

4. The stability of the team, the smooth operation of the work, and the discipline of the subordinate personnel.

5 6S management, ISO implementation, system implementation.

Job skills. 1 Business knowledge and skills, management decision-making ability 2

2. Ability to organize and lead.

3. Ability to communicate and coordinate.

4. The ability to pioneer and innovate.

5. Ability to implement and follow.

Quality of work. 1 Work hard and do your best to accomplish task 2

2. Work hard and work very well.

3. Strong sense of responsibility, able to work automatically and spontaneously, and play an exemplary role.

4. Professional ethics and conduct, pay attention to personal behavior, and maintain the company's image.

5. Responsibility and dedication to the company.

Work attitude. 1. Obey the work arrangement, be diligent and sincere, 2. Unite and cooperate, and have a sense of teamwork.

3. Punctuality, pragmatism, initiative and proactiveness.

4 No waste of time, no fear of toil, no complaints.

5. Work spirit: whether it is optimistic and enterprising.

Signature of the evaluator I: Directly subordinate: Manager: General Manager:

Assessment Score Average score for job performance 4 + average score for job skills 2 + quality of work 2 + attitude towards work 2= points.

Attendance, rewards and punishments.

Information provided by human resources) Attendance: Late arrival, early departure + absenteeism 4 + personal leave + sick leave days.

Penalty: Fine, Warning, 1 + 3 Minor Offenses + 9 Major Offenses = Points.

Reward: Praise 1 + Minor Effort 3 + Major Effort 9 = points.

Total Score Assessment Score Score - Score - Score + Score = Score.

Classification A (above standard or up to standard Excellent or Good): 90 100 points;

Grade B (basically meeting the standard requirements General): 80 89 points;

Grade C (close to the standard or almost passed): 70 79 points;

Grade D (well below the required standard deviation and needs to be improved): 69 points or less.