What do you mean by performance appraisals?

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

One of the links is a means in the process of performance management, is a system engineering, which involves the strategic objective system and its target responsibility system, index evaluation system, evaluation standards and evaluation methods, etc., the core of which is to promote the profitability of enterprises.

The essence of the improvement and the enhancement of comprehensive strength is to make the best use of human resources and make the role of human resources play to the extreme. Clarifying this concept can clarify the purpose and focus of performance appraisal. The company has developed a strategic development.

In order to better accomplish this goal, it is necessary to decompose the goal into various departments and personnel in stages, that is, everyone has a task. Performance appraisal is a tracking, recording and evaluation of the completion of goals by enterprise personnel.

Performance appraisal is a management method in which enterprises conduct quantitative or qualitative evaluation of employees' work performance, so as to better understand employees' work ability and performance, optimize resource allocation, and improve enterprise performance and employee performance.

Performance appraisal needs to formulate appropriate evaluation indicators and standards according to the actual situation of different positions and enterprises, such as task completion rate, production efficiency, workload, work quality, customer satisfaction, etc. The evaluation methods can include quantitative evaluation method, qualitative evaluation method, behavior observation method, outcome oriented method, 360-degree evaluation method and other different methods.

Performance appraisal should be a long-term process, which requires enterprises to revise and improve on a regular basis, and adjust evaluation standards and methods in a timely manner according to employees' work performance and actual conditions. At the same time, performance appraisal should focus on employee participation and feedback, and promote the common development of employees and the organization.

It should be noted that performance appraisal should not only emphasize the reward and punishment mechanism, but should focus on the actual situation and ability level of employees, provide appropriate training and development opportunities, and help employees improve their work skills and ability level.

Performance appraisal is a part of enterprise performance management, which refers to the process in which the assessment subject adopts a scientific assessment method to evaluate the completion of employees' work tasks, the degree of performance of employees' job responsibilities and the development of employees according to the work objectives and performance standards, and feedback the evaluation results to employees. Common performance appraisal methods include BSC, KPI and 360-degree appraisal.

Performance appraisal is essentially a process management, not just an appraisal of results. Performance appraisal is conducive to supporting the realization of corporate strategic goals and promoting corporate growth. Through the decomposition of the company's strategic objectives, each department and individual is responsible for the company's business objectives, and effective performance appraisal can help the company achieve its goals.

Performance appraisal. Whether it is reasonable depends on what kind of industry it is placed in, and if it is a sales type, it is more appropriate to rely on performance appraisal. If it is a work that serves the people, this kind of appraisal cannot be used as a means to supervise people's work.

There are also careers that rely on performance for promotion, and in addition to performance, they also need to be examined in all aspects.

Performance is a means of motivating people to work well。There are some professions that can only get results if you make achievements, such as sales. If the sales work can't really sell things, then no matter how hot the business people and customers are, there is no benefit to the company.

The company recruits people to increase profits, not to let business personnel go out all day long to chat, so performance in the sales industry is the embodiment of work ability, and it is also the best platform for people who only want to get a basic salary and do not work hard.

Performance can make people forget their original intentions。Civil servants are in the profession of serving the people, and it is good to eat official meals and do things to serve the people. However, if the performance appraisal is implemented, in order to complete the performance task, many people begin to forget their original intention, and only want to complete the specified quantity, so as not to affect their iron rice bowl.

Thus ignoring the quality of their work. The results of this form of performance are good on the surface, but what the actual situation is not necessarily true.

Performance appraisal has a certain restraining effect。Of course, performance appraisal is in the service industry.

It is also beneficial, whether it is a public or private enterprise, but now this kind of assessment is not a workload but a service attitude. Although the service industry is for people, many employees have a bad attitude, and they can't even do the most basic peace of mind, a little sense of service.

None of them. Since the implementation of the appraisal system, there are customer evaluations, at least some people's work attitude.

I have improved, and I finally realized what attitude I should use to treat my work and the people I come into contact with at work.

In general, there are advantages and disadvantages of performance appraisal, some industries need performance appraisal to constrain, and some industries cannot use performance to evaluate work ability. Therefore, it is still different depending on the type of work.

Performance appraisal is a common way for employers to evaluate employees' work performance and calculate and pay remuneration rewards. It is mainly applied in some public institutions, civil servants and senior executives of enterprises. There is basically his rationality.

There may be some unreasonable points, but we need to improve them slowly. Of course, there are some positions that are not suitable for the performance system.

I think the current appraisal method is very unreasonable, and this appraisal method is very unfair to employees.

And it's not reasonable. Because our leaders don't pay attention to some of the problems at the source, they just look for problems in us.

The most reasonable performance appraisal method varies from organization to organization and industry to industry, and there is no one-size-fits-all performance appraisal method that is considered to be the absolute most reasonable. The selection of a reasonable performance appraisal method should be based on the organization's business characteristics, cultural atmosphere, employee work content and responsibilities and other factors. Here are some common performance appraisal methods that can be chosen according to your organization's situation:

1.Objective management method: By setting clear work goals and indicators, employees and superiors work together to determine employees' performance goals, and regularly track and evaluate the achievement of employees' goals during the appraisal period.

2.360-degree evaluation method: through multi-angle and comprehensive evaluation of employees' performance, including employees' direct superiors, colleagues, subordinates and customers, etc., to obtain employees' performance data from multiple dimensions to improve the objectivity and comprehensiveness of the evaluation.

3.Behavior observation method: By observing employees' behavior and performance at work, evaluate employees' performance in daily work attitude, communication skills, teamwork, etc.

4.Performance Ranking: Ranks employees according to their performance from highest to lowest to assess their relative level of performance within the team and organization. This method works well for situations where employees are compared and ranked.

5.Self-evaluation method: Employees conduct self-evaluation of their own performance, evaluate their performance, achievements and room for improvement at work, and conduct one-on-one performance communication with their superiors.

6.Critical Event Method: Evaluate the performance of employees based on important events and outcomes at work. This approach is suitable for project-based work or when there is a clear work product that can be quantified.

When choosing a performance appraisal method, it is necessary to consider the operability, fairness, reliability and effectiveness of the method, ensure that the evaluation results can reflect the true performance of employees, and motivate employees to continuously improve and improve performance. At the same time, timely feedback and communication are also very important for the rationality and effectiveness of performance appraisal. The final performance appraisal plan should be customized according to the specific situation and needs of the organization, and continuously optimized and improved.

Performance appraisal is a means and process used by managers to ensure that employees' work processes and work results are consistent with corporate goals. That is to say, through performance appraisal, the work activities of employees should be linked to the strategic goals of the enterprise, so that the behavior of employees meets the requirements of the enterprise. The main purpose of performance appraisal is to provide managers with information about the organization's operations, so that they can have more reference basis when making decisions and future goals, and play the role of guiding the entire operating system, supplemented by the implementation of the system, to control the organization on the right track to move towards the goal.

To enable employees to understand the relationship between performance goals and organizational development strategies, to teach and assist employees to understand their own potential through performance appraisal feedback, and then to suggest ways to improve or adjust, and encourage employees to develop themselves.

In order to understand the purpose of performance appraisal, it is necessary to understand the positioning of performance appraisal. Performance appraisal positioning is the core issue of performance appraisal, and the essence of appraisal positioning is what problems to be solved through performance appraisal and what are the management objectives of performance appraisal. The ambiguity of the positioning of performance appraisal is usually manifested in the lack of a clear purpose of appraisal, which is only for the sake of appraisal, resulting in the narrow positioning of the purpose of appraisal.

Employees usually appear in the role of the manager and the appraisee in performance management. They often feel stressed, but when employees have a good understanding of the intrinsic needs of their work, they will find that performance appraisal and management are helpful for their own development and the development of their work.

Employees need to promote the improvement of their performance ability through performance management, and in the workplace, the use of performance appraisal system can urge us to complete various tasks efficiently, and it is also a virtuous circle for the company. Because if the company treats everyone equally, doing more and doing less is the same salary, everyone's enthusiasm will be reduced after a long time, and they will naturally lose their confidence and enthusiasm for work, which is ultimately not conducive to the growth of employees and the growth of the company.

This refers to the assessment of the employee's performance and efficiency, which has a particularly good effect on the employee, can be conducive to the development of the employee, and can motivate the employee to have a certain interest, but also to improve the work efficiency of the employee.

It is a link in the management of the enterprise, using scientific assessment to evaluate the completion of the work of employees. For employees, performance appraisal is a measure of their work, and it is also the most important part of their salary.

Let employees earn a lot of wages, employees will also have a motivation to work hard in life, and feel that as long as they work hard, they can earn a lot of money, and there will be an incentive effect. Employees are also very self-conscious. It will also make employees feel that the job is challenging in their lives.

First of all, I think it can improve the efficiency of work, enhance the enthusiasm of employees to bring more benefits to the company, their work ability and work experience are linked, relatively speaking, it can effectively drive their work enthusiasm.

Performance appraisal is a part of enterprise performance management, which refers to the completion of employees' work tasks

The degree of performance of employees' job responsibilities and the development of employees, and the process of feedback the evaluation results to employees.

It is generally divided into excellent, good, qualified and unqualified, and in general, they are all qualified, among which excellent performance pay is the highest, and unqualified is not performance pay.

The concept of performance is very broad, it can be a result, it can also be the efficiency of our work, the benefits of our work or the attitude towards work, interpersonal relationships, diligence, and so on. It can be said that as long as there is a goal, an organization, and a work, there must be a performance problem, and in short, performance is everything we want.

It can also be said to be an outcome, but if some factors have a significant and direct impact on the outcome relative to others, the significance of performance is equated with these factors. It can also be said that performance is first and foremost an outcome, and when the influence of other factors on the outcome is relatively constant, and changing a particular factor can promote a good outcome, controlling these factors is equivalent to controlling performance at the same time.

There are five key factors that affect performance:

The worker's own attitude, work skills, knowledge, IQ, EQ, etc.;

The objectives, plans, resource requirements, process control, etc. of the work itself;

working methods including processes, coordination, organization;

The working environment, including the cultural atmosphere, the natural environment and the working environment;

Management mechanisms, including planning, organizing, directing, supervising, controlling, motivating, feedback, etc.

Each of these specific factors and details can have a big impact on performance. Controlling these factors is equivalent to controlling performance. The manager's management goals are essentially these factors that affect performance.

To do a performance appraisal, it is best to consult a professional management consulting company like Hongzhiruida.

Performance, from the perspective of management, is the desired result of the organization, and it is the effective output of the organization at different levels to achieve its goals, which includes two aspects: individual performance and organizational performance. Organizational performance should be achieved on the basis of individual performance, but the realization of individual performance does not necessarily guarantee that the organization is performant. If the performance of the organization is broken down to each job position and each person according to a certain logical relationship, as long as everyone meets the requirements of the organization, the performance of the organization is achieved.

Performance appraisal is also known as achievement or achievement evaluation, performance appraisal is the process of making value judgments on the performance of managers at all levels who undertake the production and operation process and results to complete the specified tasks and the many effects brought about by the enterprise in order to achieve the purpose of production and operation, using specific standards and indicators, and adopting scientific methods. Performance appraisal is a systematic engineering, involving the strategic target system and its target responsibility system, index evaluation system, evaluation standards and evaluation methods, etc., its core is to promote the improvement of enterprise profitability and the enhancement of comprehensive strength, its essence is to make the best use of talents, so that the role of human resources to the extreme.

Performance management and performance appraisal are not the same thing.