How to balance monthly and quarterly indicators for KPI assessment 10

Performance appraisal. Performance appraisal refers to the process and method of evaluating employees' work behaviors and work performance by using specific standards and indicators under the established strategic objectives, and using the results of the evaluation to positively guide employees' future work behaviors and work performance.

This is the difference between the monthly performance appraisal and the annual performance appraisal compiled by Aihui.com, I hope you can get insights from it! What is the difference between monthly performance appraisal and annual performance appraisal The monthly performance appraisal is related to your salary payment this month, which is a summary of your work performance this month, and is a very specific assessment of various tasks, such as whether there is obedience to the leader's arrangement, whether there is a delay in a certain work, etc.

The assessment indicators are specific, and the assessment items are many and specific.

The annual performance appraisal is generally done on the basis of the monthly appraisal, with the monthly appraisal as the main reference, combined with the overall aspects, such as the previous year's set task indicators, the annual resignation rate, the annual 360-degree evaluation of employees, etc., which is an evaluation of the integrity of the year's work.

The evaluation criteria of performance appraisal 1, the key factor of success The business performance of the enterprise is not a simple comparative relationship between investment and remuneration, cost and income, because both cost and income are affected by a variety of factors.

The scientific, comprehensive and effective setting of indicators is directly related to the objectivity and fairness of performance appraisal.

Therefore, the setting of indicators must be the key factor for the success of the completion of the target responsibility, and the realization of the goal can be promoted through the process of supervision, control and assessment of these factors.

2. Indicator determination (1) can be achieved within a moderate period of time through efforts, and there are time requirements.

Different industries and different categories of positions are assessed in different proportions. In general:

Executives are evaluated annually.

Department managers adopt semi-annual + annual assessment.

Supervisors adopt quarterly + annual appraisals.

General operating employees adopt monthly + annual assessment.

It should be noted that monthly, quarterly, and semi-annual appraisals must be immediately linked to performance pay and cashed, otherwise there is no point. The annual appraisal is generally linked to the annual bonus and promotion.

The three major indicators of KPI assessment include efficiency indicators, operational indicators, and organizational indicators. Benefit indicators include asset profitability efficiency, profitability level, etc.; Operational indicators include departmental management expense control, market share, etc.; Organizational indicators include satisfaction level, service efficiency, etc.

The ultimate goal of using KPIs is to integrate the organizational structure of the enterprise, and to improve the efficiency of the enterprise as the core, streamlining unnecessary organizations, unnecessary processes and unnecessary systems. KPI establishes key performance indicators, not goals, therefore, the setting of KPI is not the more the better, but the need to grasp the root of performance characteristics and scientifically set KPI assessment indicators.

Key performance indicators indicate the results that should be produced or the standards that should be met for each job to quantify the best. There are three most common KPIs:

The first is the benefit index, such as the profitability efficiency of assets, the level of profitability, etc.;

the second is operational indicators, such as departmental management cost control, market share, etc.;

The third is organizational indicators, such as satisfaction level, service efficiency, etc.

The selection of key indicators is different for different types of positions.

Uphill post:

There are generally few assessment indicators for uphill positions, and there are mainstream performance indicators, such as the sales indicators of salesmen and the number of production pieces of production workers, and these mainstream performance indicators are allowed to account for more than 40% of the weight.

The selection order of KPI indicators for uphill positions is as follows: 1. Performance and production indicators; 2. Ability indicators; 3. Functional indicators.

Flat road type post:

There are more work content and more average weights in flat-road positions, so there are more assessment indicators, and the weight of a single index is less than 30%.

The order of selection of KPI indicators for flat-road positions is as follows: 1. Responsibilities and functional indicators; 2. Competency indicators; 3. Work performance indicators.

Downhill post:

There are often large indicators and small indicators in the downhill post index, and the large index contains several small indicators, which are classified in detail. For example, the accounting declaration indicators can be refined into requirements such as the timeliness of tax declaration, the integrity of tax declaration, and the error rate of tax declaration. The R&D downhill post index also has a feature, that is, there are process indicators, there is a sequence of work, the monthly work focus is different, and the indicators and target values change greatly.

The selection order of KPI indicators for downhill positions is as follows: 1. Competency indicators; 2. Performance output indicators; 3. Functional and responsibility indicators. This type of order is more for R&D downhill positions.

The three major indicators of KPI assessment are:

1. Benefit indicators: such as asset profitability efficiency, profitability level, etc.;

2. Operational indicators: such as department management cost control, market share, etc.;

3. Organizational indicators: such as satisfaction level, service efficiency, etc.

The three major indicators of KPI assessment are to divide the items and standards of morality, work performance, ability and attitude in a scientific way combined with organizational characteristics for performance evaluation and performance improvement. However, because among the three major indicators, "morality" and "ability and attitude" are more difficult to define, KPIs will make the assessors mistakenly enter the mechanical assessment method, so KPIs are not applicable to all positions.

According to the strategic goals of the company's development, the work of the department is decomposed, and then the key assessment factors are identified and quantitative indicators are set, so that the performance of the department can be evaluated relatively reasonably.

The specific assessment items of PMC's assessment indicators are different for each company, but they are all similar, and the following indicators will be adopted by most companies: plan achievement rate:

1.The percentage that can be achieved in the production plan, the actual number of production completed in a certain period of time The number of planned completions * 100%; On-time delivery rate:

2.The scheduled situation of the goods, with the actual number of goods in a certain period of time The planned number of goods * 100%;

3.Material loss rate: the overuse of materials, with a certain period of time (actual material quantity (amount) - planned material quantity (amount)) planned material quantity (amount)) * 100%;

4.Some companies also include production efficiency in PMC KPIs.

What are the KPI key performance indicators? Key Performance Indicators (KPIs) are a very useful tool to help teams achieve their goals. It helps teams measure their own progress and quality by establishing a variety of key small goals as performance indicators.

The importance of KPIs is that they provide teams with measurable metrics to help everyone make better judgments and insights, and provide the projects and standards to be achieved at all levels. Whether it's a business, an organization, a team, or even an individual, you can use KPIs to get on the road to achieving your goals.