How to quickly establish an effective performance appraisal system training

First, the design principles of performance management system

1. Emphasize the effectiveness and operability of the assessment system, and take easy implementation as the basic design idea.

2. Don't pursue refinement, take the implementation of assessment as the goal, and gradually improve the assessment management system in the actual process.

3 .. don't take rewards and punishments as the assessment purpose, but emphasize the improvement and promotion of employee performance.

Second, the implementation principles of performance management

1. Open principle:

Let the examinee know the procedures, methods and results of the assessment, and make the assessment transparent.

2. The principle of objectivity:

Evaluate according to the set assessment indicators or work performance, and avoid the influence of subjective assumptions and personal emotional factors.

3. Open communication principle:

The appraiser communicates with the appraiser to solve the problems and deficiencies in the appraiser's work.

4. Difference principle:

For different assessment objects, the assessment contents and implementation methods are different.

5. General principles:

Incorporate assessment into daily management and become routine management.

Third, the purpose of performance management

1. Ensure the realization of enterprise goals and visions.

Performance management is the core work of human resource management. Through the management and evaluation of organizations and individuals' work performance, the individual's work ability and performance can be improved, so as to improve the overall work efficiency of the organization, improve the human resource management mechanism, and finally achieve the corporate vision goal.

2. Ways to promote the improvement of organizational core personal performance

Through standardized key performance, work goal setting, communication, performance evaluation and feedback, improve and improve the management ability and effectiveness of managers, promote the improvement of the assessed's working methods and performance, and finally realize the improvement of the overall working methods and performance of the organization.

3. Evaluation criteria of benefit distribution

Formal comprehensive assessment results as material incentives (salary adjustment

, bonus distribution) and personnel adjustment (personnel promotion, demotion, transfer) or the assessment results of the stage are used as the criteria for judging daily spiritual motivation.

Fourth, performance classification and assessment objects

1. Performance classification:

(1) department performance

(2) Personal performance

2. Appraisal object:

(1) all departments of the company (departments and offices at the same level, workshops and other units);

(2) All formal employees of the company (managers at all levels and general employees)

(3) Except the following persons:

① General manager of the company;

(2) those who are on leave or suspended for more than half of the assessment period;

(3) Persons who seriously violate the company's rules and regulations or violate national laws.

& amp#8205; Fourth, quickly establish a performance appraisal mechanism.