Discussiononperformanceappraisal（浅谈绩效考核）.doc

Discussion on performance appraisal (浅谈绩效考核)Talking about performance appraisal (1) : Author: Wang Xiaowang source: management network 2009-07-31 09:47:59 text size: [big] [small] I want to commentThe enterprise has formulated the goal of strategic development, in order to better accomplish this goal, it is necessary to decompose the target into various departments and personnel, that is to say, everyone has a task. Performance appraisal is a tracking, recording and evaluation of enterprise personneT s achievement of their goals・Performance appraisal: the process of gathering, analyzing, and conveying information about the work, performance, and results of an individuaT s work in his or her work・Importanee of performance appraisalPerformance appraisal is the key link of performance management, and the success of performance appraisal has a direct impact on the effectiveness of the whole performance management process・ The performance appraisal is the evaluation of the main control objectives or performance standards, using scientific methods, evaluation of the employees completion of tasks, staff responsibilities and development level of employees, and evaluation results will be feedback to the employees・Performance appraisal mainly serves two aspects of management and development・ The purpose is to enhance the efficiency of the organization, improve the professional skills of employees, promote the healthy development of the organization, and ultimately benefit the organization and employees・ In addition, performance appraisal is linked to the strategic objectives of the organization, and its effective implementation will help to unify the staff5 s behavior to the strategic goal・ The effectiveness of the whole performance appraisal system is also of great significance to the organization, integration of human resources, coordination and control of employee relations・ Inaccurate or non performance assessment will not play a positive incentive effect, but it will bring many obstacles to organizational human resource management, which will cause tension and damage to team spirit・ Therefore, whether managers or employees, should see the significance of performance appraisa1.At the end of the performance review period, the manager will evaluate the performance target performance of the subordinates according to the pre arranged plan・ Performance appraisal is based on the key performance indicators that are agreed upon by both parties at the beginning of the performance review period・ At the same time, in the performance implementation and management process, the collected data and facts that can show the performance of the evaluated person can be used as the basis for judging whether the evaluated person meets the key performance index requirements・1. performance appraisal principleTo implement performance appraisal, the following principles should be mastered:Principle of openness: to improve the transparency of the examination in order to make the subjects know the procedures, methods and time of assessment・Objective principle: evaluation and assessment based on fact, avoiding the influence of subjective hypothesis and personal emotion.The principle of open communication: communicate with the person being evaluated through the examiner to solve the problems and shortcomings in the work of the evaluator・The principle of difference: different types of personnel assessment, content should be different・Routine principle: the assessment will be included in routine management and become routine management・Development principle: the purpose of assessment is to promote the development and growth of people and teams, not punishment・The principle of stereoscopic examination: to strengthen the reliability and validity of the result of examination.The principle of timely feedback: to improve the performance of those who have been evaluated, the examiner will adjust the examination methods in a timely manner・2. performance appraisal methods(1) objective managementAccording to the ability of subordinates to set up the performance target; to quantify the target, to determine the measurement methods and performance standards; assessment, according to the predetermined standards and subordinates to review each target5 s completion・(2) narrative methodIn the assessment, the way to describe the facts described by the text, including previous work has made significant achievements, what are the shortcomings and shortcomings in the work ?・(3) Chart scale methodSelect performance management factors, limit the performance standards and scores of different performance levels, and direct staff to assess employees according to the chart・3. performance appraisal bodyQualified performance appraisal should be aware of the position and nature of evaluation contents, requirements and performance standards, familiar with the job performance evaluation of the best close observation of the 。