Only by answering the above questions clearly can our performance appraisal always be on the right path and have a positive impact on our management, otherwise managers will be bound by it and dragged down by performance appraisal. ?
Question 1: What is performance appraisal?
To answer what is performance appraisal, we must first understand what is performance management, because performance appraisal is only a stage and a link of performance management. To talk about performance appraisal without performance management is tantamount to chasing after the fish.
So, what is performance management?
Performance management is a process of two-way communication between employees and managers on performance issues. In this process, managers and employees help employees set performance development goals on the basis of communication, and then coach employees' performance ability through process communication to help employees achieve performance goals continuously. On this basis, as a summary of performance for a period of time, managers evaluate employees' performance through scientific means and tools, establish employees' performance level, find out the shortcomings of employees' performance, and then formulate corresponding improvement plans to help employees improve the defects and deficiencies in performance improvement, so that employees can move towards higher performance goals. ?
To sum up, performance management is a process of dialogue between managers and employees, which aims to help employees improve their performance ability, make employees' efforts consistent with the company's long-term planning and objectives and tasks, and make employees and enterprises achieve synchronous development.
A perfect performance management system has the following five processes:
1. Set performance management objectives;
2. Continuous communication process;
3. Record the performance of employees and form management documents;
4. Performance appraisal;
5. Diagnosis and improvement of performance management system;
Therefore, we can see that performance appraisal is only an intermediate link of performance management, and it is definitely not the whole thing.
Performance appraisal is the assessment of employees' work and performance objectives for a period of time, and it is a summary of previous work. At the same time, the assessment results provide a basis for the improvement and perfection of relevant personnel decisions (promotion, dismissal, salary increase and bonus) and performance management system. ?
The second question: What is performance appraisal?
This question seems simple, and managers can answer and evaluate the performance of employees. However, how to define employee performance is practical and effective, but few managers can answer it.
We often see or hear managers looking for the best performance appraisal form, hoping to find effective weapons and use them. We also often see that when some enterprises do performance appraisal, no matter who uses a form and what the employees do, the assessment content is the same, but at most the weight distribution is different.
This is the present situation of performance appraisal of Chinese companies.
Performance management advocates the fairness of assessment, promotes the competition among employees and stimulates the morale of employees. However, such an assessment method has exhausted the morale of employees, which simply does not reflect fairness and justice, and black-box operation is still popular.
Every employee's job is different, and his responsibilities and authority are different. How do employees in different jobs assess the same content?
Therefore, the assessment should start from the employee's job and job description, what the employee does, what the employee's task is, and what the manager advocates. Only in this way can the performance appraisal be truly implemented and targeted.
The evaluation should start with the following points:
1. The company's vision, strategy and tasks;
2. The employee's job description;
3. The level of knowledge, skills and experience of employees;
4. Previous performance of employees;
5. Employees' own development aspirations;
6. Managers' expectations of employees;
7. Career paths planned by the company for employees; ?
According to the above points, managers and employees * * * set performance targets, which are the basis of our future assessment, and assessment is the completion of assessment targets. Only in this way can we evaluate what we advocate and what the evaluation criteria are, so that the evaluation can really produce results, help employees understand themselves correctly and improve their performance.
Therefore, in the performance appraisal objectives, managers should reach an agreement on the following issues:
1. What should employees do?
2. How well should the work be done?
3. Why do you do these jobs?
When should we finish these tasks?
5. In order to accomplish these tasks, what support do you need and what knowledge, skills and training do you need to improve?
6. What kind of support and help can I provide to employees and what obstacles need to be cleared for employees?
This performance goal is not only the basis of future performance appraisal, but also the basis for managers to manage employee performance, and its importance is self-evident.
The third question: how to do performance appraisal?
Usually, performance appraisal is mainly used for five purposes:
Investigate the effectiveness of the company's performance management system;
Decide on the salary increase;
Decide on the training of employees;
Deciding on the resignation of employees;
Examining employees' performance determines promotion.
Here, 1-3 one-year performance appraisal can make relevant decisions. Therefore, the salary increase, training, performance management system assessment is generally appropriate once a year. It takes a long time to investigate the dismissal of employees and promotion. You can't decide the promotion and dismissal of employees with one assessment, you have to go through at least two assessments. Therefore, the assessment of promotion settlement is generally appropriate for two years.
Specific to the operational level, that is, the assessment is based on the aforementioned performance goals. Goals and standards are the only basis for assessment. There is no longer human feelings and subjective judgment in doing anything, only standards.
The fourth question: Who will assess?
Different people have different views on this issue. Some time ago, the all-round assessment method was popular, that is, as long as people who come into contact with employees are all employees' assessors, including managers, colleagues, subordinates, partners, customers and so on. People who hold this view believe that through such an all-round evaluation, an employee will be comprehensively and meticulously evaluated and a fair evaluation will be made.
But in fact, although it seems that these people can evaluate employees from all aspects, they are more comprehensive and thoughtful. But we say that performance appraisal is about employees' work and goals, and it is often difficult for these people to know what employees' goals are. Even if they do, it is difficult to ensure that they fully understand and fully observe the work of employees.
Therefore, it is still advocated to adopt the method of manager's assessment of direct subordinates, because the manager is the first responsible person of employees, and he can directly and comprehensively observe employees' work, at the same time, he can maintain continuous performance communication with employees, help employees set performance goals, and can continuously coach employees to improve their performance. Therefore, the employee's immediate superior is the most qualified to evaluate the employee.
Some people may doubt the fairness of the manager's separate evaluation. Indeed, a person's assessment has its defects and deficiencies, and it is easy to be subjective and arbitrary without supervision. In order to eliminate this possibility, we require the human resources department or the general manager to review the performance appraisal results so as to confirm the performance appraisal results twice.
The fifth question: how to use the results of performance appraisal?
There are two main aspects: one is to provide the basis for the diagnosis and improvement of performance management system; The first is to provide basis for relevant personnel decisions (salary increase, training, promotion, dismissal, etc.). ).
The main purpose of performance management is to promote employees to improve their performance, make employees' efforts consistent with the goals of the enterprise, and finally realize the virtuous circle of enterprise management and the growth of enterprise benefits. Therefore, performance appraisal puts the improvement of employees' performance ability in the first place, followed by salary increase and training.
Discussing the improvement of performance ability and salary increase together will easily lead to the deviation of performance management direction, and make employees think that the role of performance appraisal is only to determine the range of salary increase.
Therefore, we advocate the separation of performance communication and salary communication. We should first communicate employees' performance problems, help employees find out their shortcomings and defects, provide constructive suggestions, and help employees make clear the direction of their future efforts. Then there is communication about salary, informing employees of the company's decision in writing and communicating with employees.
Performance appraisal is logical and scientific. There is no absolutely perfect scheme for performance appraisal, but there are correct ideas. The above five questions represent the train of thought of performance appraisal to a certain extent, which deserves our consideration and study. Only by clarifying these basic concepts first can we better formulate the performance appraisal of the school.