Kpi performance evaluation form
The concept of performance appraisal performance appraisal is usually also called performance appraisal or? Performance appraisal? According to the work undertaken by each employee in the enterprise, various scientific qualitative and quantitative methods are used to assess and evaluate the actual effect of employee behavior and its contribution or value to the enterprise. It is an important content of enterprise personnel management and one of the powerful means of enterprise management. The purpose of performance appraisal is to improve the efficiency of each individual through appraisal and finally realize the goal of the enterprise. Enterprises need to do a lot of related work to carry out performance evaluation. First of all, we should make a scientific explanation of the meaning of performance appraisal, so that the whole organization can have a unified understanding.
Performance evaluation is an indispensable management tool for modern organizations. It is a management system that regularly reviews and evaluates employees' work performance, which means that supervisors or related personnel systematically evaluate employees' work. 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 overall human resource management, so as to improve the feedback function of the organization, improve the work performance of employees, boost morale, and serve as the basis for rewarding employees fairly and reasonably.
Performance appraisal type 1. Divided by time
(1) Regular assessment. The time of enterprise assessment can be one month, one quarter, half a year or one year. The selection of assessment time should be based on corporate culture and post characteristics.
(2) Irregular assessment. Irregular assessment has two meanings, on the one hand, it refers to the assessment of the promotion of personnel in the organization, on the other hand, it refers to the supervisor recording the daily behavior of subordinates, finding problems and solving them in time, and also providing the basis for regular assessment.
2. According to the content of the assessment.
(1) Feature-oriented. The evaluation focuses on the personal characteristics of employees, such as honesty, cooperation and communication skills. That is to consider what kind of people employees are.
(2) Behavior orientation. The focus of the assessment is the work style and behavior of employees, such as the smile and attitude of waiters and the way of treating people. That is, the consideration of the working process.
(3) Result-oriented. The focus of assessment is the content and quality of work, such as the output and quality of products, labor efficiency, etc. And the focus is on the tasks completed by employees and the products produced.
3. According to the subjective and objective division
(1) objective assessment method. Objective evaluation method is an index system that can be directly quantified, such as production index and personal work index.
(2) Subjective evaluation method. Subjective evaluation method is an evaluation index system designed by evaluators according to certain standards, such as work behavior and work results.
Basic principles of performance appraisal (1) objective evaluation principle. Scientific evaluation should be carried out as much as possible to make it reliable, objective and fair.
(2) Comprehensive evaluation principle. It is a multi-faceted, multi-channel, multi-level, multi-angle and all-round three-dimensional evaluation.
(3) the principle of openness. Evaluation criteria and procedures should be scientific, clear and open.
(4) the principle of difference. There should be a clear distinction between evaluation grades, which will have an incentive effect.
(5) the principle of feedback. The evaluation results must be fed back to the candidates themselves, otherwise it will be difficult to play an educational role in performance evaluation.