In terms of human resources, is it better in salary management or performance appraisal?

First, self-study knowledge:

Introduction to Human Resource Management.

Human resource planning.

Recruitment and hiring.

Training & Development.

Performance appraisal. Compensation and benefits.

Employee Relations. It is recommended that the landlord adopt the Ministry of Education's 21 practical human resources series of teaching materials from the Chinese Renmin University Press, which feels good. Don't look at the American version, although the theory is classic, but it uses cases of American law, which is not in line with the national conditions.

If you want to be practical, we recommend "83 Tools Commonly Used in Human Resource Management".

Third, if you are willing to pay the training fee, you should apply for the assistant human resource manager, and go to the school academic affairs office to issue a certificate, the cost of more than 1,000 is altogether, the pass rate is very high, and the gold content is not large.

Personally, I think that performance appraisal is more cumbersome, but the appraisal system of domestic enterprises is not perfect, so it is best to go to foreign companies. Salary and benefits have high requirements for mathematics, and some even require modeling skills, and the landlord is a girl, I don't think it's very suitable.

Actually, the direction of trainers is also quite hot now, if you are eloquent, you can consider this.

It is advisable to spend two months studying, which is much more useful than you would in a textbook. Human resources are actually a little different from other departments, this is something that must be considered in combination with the situation of the enterprise, and the human resources in domestic textbooks are very different from the human resources in actual application.

As for salary or performance, it depends on your own love. Some are a combination of the two.

Good performance appraisal. There are a lot of things to do in terms of compensation management.

As an organizational resource, human resources are an important factor in the success of a business. Human resources are one of the most important assets in an enterprise, which can create value and competitive advantage for the enterprise. Therefore, enterprises should pay attention to the management and development of human resources to attract, cultivate and retain talents, and provide a solid foundation for the long-term development of enterprises.

Performance appraisal is a method of evaluating and managing employee performance, which aims to help employees understand their own performance, provide a basis for organizational management, and promote employee development and improvement of organizational performance. Performance appraisal is a quantitative evaluation method, usually based on pre-set performance indicators and criteria. It helps employees understand their strengths and areas for improvement, as well as the expectations and requirements of the organization, helps employees develop personal development plans and career plans, and provides performance-based incentives and rewards.

Performance appraisal should be a relatively fair and objective process, which requires good communication and trust between employees and management. In order to ensure the effectiveness and reliability of performance appraisals, it is necessary to develop clear performance standards and indicators to ensure that the evaluation process is transparent and fair. At the same time, it is necessary to provide the necessary training and support to help employees improve their performance levels and continuously improve and optimize the performance appraisal system.

1. Performance appraisal is the basis for deciding personnel deployment and job promotion

Before the development of enterprises in the deployment of personnel, it is necessary to understand the use of employees, job analysis and investigation of the degree of matching between people and posts, and the main means of carrying out these tasks is performance appraisal.

Second, performance appraisal is the basis for personnel training

Personnel training is the basic means of human resources development. Enterprise development should strengthen the education and training of employees. However, there are also some deficiencies, mainly because the enthusiasm of employees is not high, the degree of initiative is poor, the degree of targeting is not strong, the training method is single, and there is a lack of effective education and training evaluation system.

3. Performance appraisal is the need for employees' career development

Different from the general reward and punishment system within the development of enterprises, career management focuses on helping employees achieve their career plans. In the process of realizing their personal careers, employees will follow the original design of the development path, and constantly transfer from one position to another, from a relatively low level to a relatively high level, until they reach their career goals.

Fourth, performance appraisal is a means to motivate employees

Rewards and punishments are the main content of incentives, and clear rewards and punishments are the basic principles of human resource management. In order to achieve clear rewards and punishments, it is necessary to scientifically, strictly and fairly carry out performance appraisal, and determine the object of reward or punishment and the level of reward or punishment based on the performance appraisal results.

5. Performance appraisal is the basis for personnel appointment

The standard of personnel appointment is to have both ability and political integrity, and the principle of personnel appointment is to employ people according to their strengths, and tolerate people's shortcomings. In order to judge the status of the personnel's moral integrity, strengths and weaknesses, advantages and disadvantages, and analyze what kind of position they are suitable for, they must go through performance appraisal.

6. Performance appraisal is the basis for salary distribution

Distribution according to work is recognized as the principle of employee distribution for enterprise development, and it is self-evident that accurately measuring the quantity and quality of "labor" is the premise of implementing distribution according to work.

7. Performance appraisal is the guidance and incentive for leading cadres of enterprise development

By giving full play to the guiding and motivating role of performance appraisal, we will further enhance the executive ability of enterprise development leaders and cadres, promote enterprise development leaders and cadres to firmly establish and implement the scientific concept of development and correct performance outlook, and form an atmosphere of serious management and single-minded development.

Performance appraisal is a systematic project, which penetrates into all aspects of enterprise management, and the great effect of ensuring the normal operation of enterprises and improving the economic benefits of enterprises cannot be ignored. The operators and human resource management personnel of enterprise development should take the initiative to strengthen the learning of performance appraisal related knowledge and arm the modern management system with scientific theories.

Through regular training and publicity, the content and methods of performance appraisal and the efficacy of the enterprise are disseminated to every employee of the enterprise, and the enthusiasm and initiative of employees are exerted under the incentive of the scientific and reasonable reward and punishment system. In addition, it is necessary to strengthen the combination of performance appraisal and compensation management to ensure that the two measures play a stronger role in human resource management.

1. Performance appraisal is one of the core functions of human resource management, which refers to the process of observing, collecting, organizing, storing, extracting and integrating the performance information (performance, achievements and actual actions, etc.) related to the evaluation task of the evaluator by the evaluator using scientific methods, standards and procedures, and making accurate evaluation as much as possible. It is a part of enterprise performance management, and common performance appraisal methods include BSC, KPI and 360-degree appraisal, etc., and mainstream business management courses include the design and implementation of performance appraisal as an important human resource management ability requirement for managers.

2. At present, there are four basic types: 360-degree evaluation system, balanced scorecard (BSC), objective management (MBO), and key performance indicators (KPI). Each of the four methods has its own advantages and disadvantages, and the specific use should be based on the specific situation, and it should be combined with the characteristics of the subject of the assessment.

It is more suitable to understand the subject of the five dimensions of superior, level, subordinate, external customer and internal customer of a certain position when transferring to a certain position, and evaluate the evaluated person in some indicators.

4. KPI is the simplest performance appraisal method, but the difficulty lies in whether the selection of KPI is reasonable. Most companies are accustomed to using empirical methods to select KPIs, which is not inappropriate, but if a company exits a new product or service or enters an emerging market, it will face the problem of how to choose KPIs when it needs to add new KPIs.

5. BSC is a kind of strategic management thinking, from the perspective of practical operation, BSC is a very comprehensive performance appraisal model, which is more complex to operate, and has high requirements for the professional degree of human resource management level and department heads of enterprises. But if you really grasp it, you will find its benefits, and in the current Chinese enterprises, BSC has not been well applied and developed.