First, find the problem.
The most fundamental goal of enterprise performance evaluation is to improve performance, and to achieve the improvement of performance, we must first make clear what to change, that is, to make clear the problems. Only by figuring out what the problem is can we finally improve our performance by dealing with it. For the application of performance appraisal results, the first thing to do is to find problems.
By establishing a scientific and reasonable performance evaluation system and using fair and just evaluation methods, the fairness and rationality of performance evaluation results are ensured. Then, according to the results of performance evaluation, where there is no performance requirement, in-depth reflection and review are carried out to find out the problems that enterprises and individuals can improve. These problems are mainly internal reasons, which can be improved through system reform or personnel training.
In the process of finding problems according to the results of performance appraisal, we should do a good job in performance communication with employees. In fact, it also gives employees the opportunity to communicate with their superiors on a regular basis, which helps to establish a performance partnership between supervisors and employees. Through communication, the two-way direction emphasized by modern performance appraisal can be realized.
For the enterprise performance problem, we can improve the overall performance of the enterprise by perfecting and improving the enterprise environment and enterprise system. As for employee performance, according to the results of performance evaluation, we can identify whether employees are incompetent or have incorrect attitudes, and implement separate measures. In view of the lack of ability, through performance counseling and targeted training, we can improve knowledge, skills and employees' experience, thus improving employees' ability and ultimately improving their performance. In view of the incorrect attitude, through more incentive and punishment measures, the attitude of employees can be changed, and finally the performance can be improved.
Second, guide employees' behavior and motivate employees.
The results of performance appraisal can guide employees' behavior and motivate them. The evaluation of employees' behaviors and results expected by enterprises can achieve the role of guidance and encouragement through the disclosure and feedback of the final evaluation results.
For example, a famous domestic steel company failed to win the bid for the Three Gorges Project because of its low index. After coming back, the group company issued an order to the steelmaking branch, asking them to raise the index within one month, but the index remained unchanged after half a year. The group company did not take simple administrative measures to dismiss the director of the steelmaking branch, but sent a team to conduct an actual investigation to see why this index has not been improved after half a year. During the inspection, the team members found that the assessment of the team by the group company is 70% of the quantity index and 30% of the quality index, so the steelmaking branch would rather give up 30% of the quality index and pursue 70% of the quantity index. Therefore, the research group wrote a report to the group company to adjust the position of the evaluation index of the branch factory. As a result, it only took one month, and this index came up.
The above case is not only a case of finding problems, solving problems and improving performance through performance appraisal results, but also a case of establishing a performance appraisal system and making the results public and feedback, which can effectively guide employees' behavior. Evaluation is like a baton. What kind of assessment items will be used, and what kind of employee behavior will be used. Conversely, if an enterprise wants to change employees' behavior, it must change the items of assessment, make the assessment results public and give feedback to employees in time. Appraisal is an effective way to guide employees' behavior to meet organizational goals, and we must make full use of the results of performance appraisal to play this role.
Third, make employee's performance improvement plan.
According to the feedback of performance results, in addition to giving suggestions for improvement, the most important thing is to make a performance improvement plan. On the one hand, making a performance improvement plan is to help employees improve their ability, on the other hand, it is to prepare for the next performance cycle and set new improvement goals, on the other hand, it makes employees feel the pressure to improve their performance; On the other hand, it is also used to determine whether personnel and positions match, thus providing a basis for arranging post deployment and post management.
The specific way is: managers and employees should reach a * * understanding of the existing deficiencies on the basis of analyzing the assessment results, and propose improvement measures. According to the improvement measures and the actual situation of employees, make targeted improvement plans to help employees do better in the future.
In this process, managers, as employees' performance partners, as "helpers" and "supporters", work with employees to set performance goals, explore successful methods, analyze and eliminate obstacles and difficulties in achieving goals, and finally achieve the goal of "investing in people" and implement performance management.
Fourth, post deployment and post management.
Job deployment is mainly aimed at employees with poor performance appraisal results, and the reason for their poor performance appraisal is the mismatch between people and posts. Many enterprises have a bottom elimination system, but employees with poor performance are probably not incompetent or may be mismatched. It is not easy for an enterprise to recruit and train an employee, and the cost of this part is also high. Therefore, for employees with poor performance, enterprises set a buffer period, retrain the last batch of employees, and then compete in the internal labor market to let them work in suitable positions. If it is not suitable for competition, the labor relationship shall be terminated. This is not illegal, nor can it introduce a competitive mechanism to save the cost of enterprises and promote their development.
Post management includes training plan, post adjustment, level modulation, etc. , mainly for employees with particularly good performance. Because the performance appraisal results of these employees are outstanding, we can believe that they can take on more important responsibilities and train and motivate them as core employees. By giving them opportunities for career development and promotion, on the one hand, they will retain employees, on the other hand, they will also build an enterprise talent echelon.
Fifth, the distribution of benefits.
Benefit distribution mainly includes: salary adjustment, bonus determination and spiritual encouragement.
Linking the results of performance appraisal with post adjustment, post management and salary is actually to make employees pay attention to performance appraisal and let the results of performance appraisal really guide employees' behavior. Many enterprises' performance appraisal work is a mere formality, and employees' enthusiasm is not high, even because the performance appraisal results are not linked to salary, promotion and training, they have resistance to performance appraisal.
In fact, in addition to the basic salary, there are bonuses and performance pay. Bonuses are generally related to the daily performance of personnel and their contribution to the enterprise; Performance pay is directly related to employees' personal performance. This is the general purpose of performance appraisal results. In order to enhance the incentive effect of salary, in the employee's salary system, the salary part is linked to performance, and the adjustment of salary is often determined by the performance result. Thus, employees can really pay attention to their own performance and avoid many situations of enterprise performance appraisal: the appraisal is only the routine work of the personnel department and does not need to contact other personnel work. It has nothing to do with the economic benefits and development of enterprises. In this case, it is easy for managers to violate the principles that should be followed in the assessment work, and even execute the assessment results wrongly; Employees will be afraid, avoid and refuse to check. This will bring undue management contradictions to the enterprise, and will eventually affect the morale and strategy of the enterprise.
Sixth, staff training.
In employee training, the results of performance appraisal are used to explore the training needs of employees as the basis for judging the effectiveness of training development.
Nowadays, enterprises pay more and more attention to training, and also make greater efforts in training. Many well-known enterprises have this training concept. Kōnosuke Matsushita once said that training is expensive, but not training is more expensive. In other words, on the surface, training costs a lot of money, but if you don't train, the cost may be even higher. It is a general trend for enterprises to attach importance to training, which has very good strategic significance for improving the competitive advantage of enterprises. Of course, the more training, the better, because it is a double-edged sword. Doing a lot of training blindly is inefficient for the ability of employees and the development of enterprises. So, what kind of training should enterprises provide for their employees? You can find it by analyzing the results of performance appraisal. That is to say, through the assessment, we can find the gap between employees' existing ability performance and our required ability performance, what to make up for the gap, what to make up for the lack of knowledge, how to improve their ability in view of the lack of ability, and how to accumulate experience for inexperienced people. At this point, we can determine and develop the training courses that employees really need and can bring positive influence to the enterprise after training.
Seventh, it is used to recruit and select employees.
First used for the confirmation and grading of new employees.
For new employees, in order to avoid the risk of knowing someone in the recruitment interview, enterprises often have an on-the-job testing system. The performance of new employees in the induction test will also be evaluated, mainly to examine their performance, ability and attitude. After the end of the induction test period, the performance appraisal results are often used as the basis for new employees to become regular and graded, and are also the main basis for supervisors to understand the strengths and abilities of new employees.
Second, measure the effectiveness of recruitment and selection.
There will be a lot of recruitment activities in enterprises, and new people will come to apply constantly. Is it worthwhile to recruit these people? Let's give a simple example: this department is Zhang San and Li Si. Zhang Sanyi's total income is 2 10000 a year, which can create 2 million profits for the enterprise. Li Si's total income in one year is 6.5438+0.4 million, which can create a profit of 6.5438+0.5 million for the enterprise in one year. If you could only keep one of these two people, who would you choose? Judging from the profit created by unit salary, it is more cost-effective to use Li Si than Zhang San. As long as you use 1.33 Li 182000, you can create a profit of 2 million. With this calculation result, Zhang San has two choices, either reducing his salary to 1.8 million or increasing his profit to 2.2 million. To put it simply, these two data can be obtained at any time in the enterprise. One is that he paid the remuneration, and the other is that he created benefits. Comparing these two data, we can draw a conclusion. If we look at absolute values, Zhang San is better than Li Si, and if we look at relative values, Li Si is better than Zhang San. With such a comparison result, it can help you make a choice, whether to keep Zhang San or Li Si.