What are the problems in enterprise performance appraisal? Problems existing in current enterprise performance appraisal system.
1. It is unrealistic to pursue fashion.
Various management theories are popular now. Experts and scholars in colleges and universities and lecturers who become monks in enterprises should either take the BSC (Balanced Scorecard) and KPI (Key Performance Indicators) which are popular abroad. Or create your own things, like? H's assessment method? Methods (because without these methods, professionalism can't be displayed), which makes the CEOs of various enterprises fascinated by the training courses of the president's seminar, and it feels really good. Ask an expert to design it and take it back for implementation. In the end, the assessment often fails because of acclimatization.
be eager for success
Enterprises suffering from this disease often have a strong perfectionist tendency and think that the assessment should be comprehensive. Therefore, when setting assessment indicators, there are a lot of performance indicators, management indicators and peripheral indicators. Assessing a position requires a dozen or even twenty indicators, and the data provided include finance department, office, human resources department, sales department and marketing department. How long does it take for each department to collect the assessment contents of these indicators? What a waste of energy! In addition, the authenticity and accuracy of the information provided in the past few days are still questionable. Results At the time of inspection, because the data could not be collected or was incomplete, we could only draw a hasty conclusion.
I don't know what to say.
Many times after the appraisal system is designed, because most managers have no appraisal experience, have not learned how to conduct performance appraisal, and are not clear about the purpose, method and process of appraisal, they either pursue quantification in the appraisal of subordinates (such as the appraisal of sales staff); Either the scoring method of indicators is vague (for example, for logistics personnel), and it is really difficult to judge, so score 4 points. Comfort score in performance appraisal has even become a tool for some managers to attract employees.
4. It's too complicated
Now there is a phenomenon in management (theory and practice), simple problems are very complicated, and so is performance appraisal. For the assessment of small and medium-sized enterprises, there is nothing better than implementation? 360-degree performance appraisal? Finally, the evaluation of a post should be made by four or five people, namely, superiors, subordinates, peers and customers, who think that this can achieve the greatest fairness. In fact, the greatest fairness is unfairness (egalitarianism). So many people assess a person until the end of the exam? Burned? Yes!
5. Over-dependence
After the employee's assessment indicators are issued, some managers think that since they have all been assessed, employees will naturally work hard according to the assessment content requirements, thus relaxing or even giving up the guidance and supervision of their subordinates' daily work and behavior. It was not until the inspection that the staff found that the work was not done in place and the task was not completed. In the final exam, they had to relax themselves and scored a sloppy score.
The process of assessment is the process of comparison, and it is the process of objectively comparing the collected employee information with the assessment criteria. Due to the following reasons within the enterprise, the assessment results are inaccurate, resulting in deviation: (1) Examiners have different ways of thinking. Different ways of thinking lead to different views on the same thing.
The reason is often because some examiners are unconsciously biased in the assessment, overestimating people with their own attitudes and personalities and underestimating people they don't like. For example, some examiners advocate a hard and simple lifestyle, and I am afraid that young people who pursue fashion and personality will be considered unreliable and unstable. Those employees who have some personality traits that the examinee doesn't like or appreciate are likely to have poor performance appraisal, which is really not caused by the poor work itself.
(2) Different understanding of standards. When comparing the actual performance of employees with the standards, a fair and objective comparison will also have different degrees of subjective factors. Different subjective understanding of standards is one of the main reasons for the deviation of evaluation results. In this way, there will be different measures. Some examiners are too demanding and are often disappointed with their employees' work. When evaluating, they will underestimate the evaluation that employees deserve. On the contrary, some examiners think that the best employees don't exist at all, and the worst employees are hard to find, so they are often used to rating all employees as middle grades.
Second, the effective design and implementation of enterprise performance appraisal system
1. Should the assessment indicators be as far as possible? How are you?
On the one hand, the setting of assessment indicators comes from the job responsibilities of the post, on the other hand, it comes from the overall tasks of the company. Indicator setting should include process indicators and result indicators, with a total score of 100, and other ways of adding and subtracting points should be adopted for assessment of work attitude and ability (excellent deeds and suggestions for improvement should be added; Poor cooperation, shirking responsibility). Generally, the total assessment index does not exceed six items, and the tasks that cannot be determined can be temporarily described by the superior, but the score cannot exceed 20 points.
2. What should the appraiser evaluate? Quasi?
On the one hand, the evaluation method should be accurate. When designing monthly assessment indicators, the scoring method of assessment should be clearly set. Some use the ratio method, and some projects will use the veto method (failing to score), and the ratio of personal subjective score should be less than 20 points; On the other hand, the collected assessment information should be accurate. Assessment index information should be accurately collected within half an hour. Accuracy is the key to effective evaluation. Of course, managers' listening, watching and feeling are also very important. After all, understanding at work is the most real and appropriate.
3. What's the use of the assessment results? Quick?
Once the assessment results are confirmed by both parties, the assessment results will be reflected in the employee's floating salary in the current month. At the same time, the superior should make the subordinates aware of your concern about the assessment results when interviewing the appraisers. At the same time, the summary of assessment results for half a year and one year can be linked with employee training, promotion and year-end bonus. Encourage employees to create better work performance to the greatest extent.
Third, the application of incentives in the process of enterprise performance appraisal
1. the combination of spirit and matter
Knowledge-based talents need a combination of spiritual and material incentives. For enterprises, it is more important to combine them organically. If we only rely on material incentives, enterprises will soon lose their appeal. Therefore, enterprises should pay attention to the characteristics of knowledge workers, not only to encourage them materially, but also to give them appropriate spiritual incentives.
Enterprises can provide a salary system linked to job performance and productivity, and closely bind the contribution income of employees with the development prospects of enterprises. At present, many companies try to share options and participate in the distribution of knowledge, which can be used as examples for companies. Improve their salary, higher than other employees, so that they can not only feel the reward of their work, but also feel that they are valued in the enterprise. Although material interests are the basic factor to exert enthusiasm, spiritual needs are also a huge driving force, which is a higher level demand than material needs and can play a lasting role. Therefore, when improving the comprehensive treatment of knowledge workers, we should focus on their job satisfaction, including the challenge and interest of the work, allowing creativity and personal satisfaction.
2. Combination of individual organizations
Creating a mutually respectful and harmonious working environment and implementing flexible working system are the best conditions that enterprises can provide for knowledge workers. If there are few people in the enterprise, flexible working hours will not be a big problem. Because knowledge workers are more engaged in thinking work, rigid work rules are of little significance to them.
Knowledge workers prefer to be independent and challenging in their work, and they prefer to arrange their own time freely in order to create the best work results at their best. Therefore, the work design in the organization should pay attention to their characteristics, create a safe and comfortable working environment for knowledge workers as much as possible, gradually implement flexible working system, increase the flexibility of working hours and workplaces, establish a corporate culture that pays attention to team friendship, and let employees feel that work itself is a kind of enjoyment.
3. Combination of long-term and short-term
While giving full play to the enthusiasm of employees, enterprises should pay attention to the long-term training of employees, and don't just pay attention to immediate interests and ignore the long-term development of employees. In the knowledge economy mode, knowledge workers constantly learn and update their knowledge, and constantly explore and pursue new technologies to promote their self-improvement consciousness and consciousness. This will? Charging? Motivation is the result of self-suggestion and desire to encourage self-development. The desire and goal of self-development of knowledge workers is not only to be satisfied with their existing positions or jobs, but to create conditions for future career development. Therefore, enterprises can concentrate their energy and funds and make a feasible career development system for knowledge workers with fewer personnel. The main content of this career development system is the promotion mechanism of employees' positions or titles. In addition, it also includes employee training system and employment system.