Performance appraisal involves the interests of the whole company. Without the support of company decision-making, it is impossible to conduct performance appraisal, especially using KPI performance appraisal tools. For companies that have never used it before, it will get twice the result with half the effort after fully soliciting the consent of leaders' decision-making, so carrying out performance appraisal is a powerful driving force.
2. Strengthen training and communication. , improve employees' understanding of performance appraisal.
Logistics companies should ensure that employees understand that performance appraisal is to decompose the strategic objectives, annual performance indicators and key tasks of enterprises into various business units and positions, implement the responsibilities of leading cadres, managers and professionals at all levels, and ensure that people are responsible for performance management at all levels. It is to link the performance appraisal results with employees' salary income and post adjustment. Thoroughly solve the problems of egalitarianism and unreasonable distribution of pot rice, solve the phenomenon of doing more and doing less, doing well and doing poorly, so that employees with excellent work performance can get more rewards and incentives from enterprises, tilt the assessment results and performance salary distribution to employees with key positions, great responsibilities and many contributions, and link them with employee career development channels. In the concrete implementation process of KPI performance appraisal, we should give one-on-one guidance and explanation with a specific operation, combine system knowledge with theoretical operation, and illustrate some difficult points with examples; For some employees who have a negative attitude towards performance appraisal and seriously hinder their performance work, we should guide them to develop on the positive side and make them realize that performance appraisal may be beneficial to them.
3. Improve the setting of KPI performance appraisal indicators.
The purpose of assessment system is to objectively and realistically discover and evaluate the advantages and disadvantages of each employee's work, so as to achieve the purpose of fostering strengths and avoiding weaknesses, continuously improving and improving performance, and finally realizing the common development of employees and enterprises. Therefore, it is necessary to clarify the similarities and differences between the company's department settings and the various assessment systems of the project department, and establish a unified KPI assessment index evaluation standard and a perfect index system. Combined with the company's structural system, the work requirements of quota, quota and quota. From the aspects of organization setting, staffing, standardized posts, post responsibilities, work objectives, etc., every link of performance appraisal has been reorganized, achieving the purpose of consolidating the work foundation. Secondly, the company should clarify the management department of performance appraisal, unify the performance appraisal methods formulated by various departments and projects to the Human Resources Department, fully listen to the opinions and suggestions of employees through the form of previous employee conferences, eliminate the differences of different scales and standards between different units, and further strengthen and improve the original index system.
At the same time, the improvement and establishment of the assessment system should be closely combined with the actual situation of production and operation. Production and operation is an effective carrier of performance management. Without the central work of the unit, performance management will become passive water and a tree without roots. It is necessary to grasp the key work indicators and key links of the unit, quantify and refine them into the performance appraisal of each employee, clearly distinguish the weight comparison between the appraisal indicators, and at the same time be concise, easy to operate and reduce the workload of the appraisal organizers.
Adhere to the "28 rule" in KPI index extraction, and any work has its focus. 80% of an enterprise's profits are often provided by 20% of its core business, and 80% of its employees' performance is often provided by 20% of their key jobs. Therefore, when setting KPI indicators, we must adhere to this principle and find out the key indicators so as not to scratch our eyebrows.
4. Strengthen communication and feedback to ensure flexible and diverse assessment methods.
Effective performance appraisal is based on the combination of evaluation and communication, evaluation and feedback. Therefore, different state-owned enterprises, according to the specific situation of their own companies, formulate assessment methods suitable for the company on the basis of full communication. Therefore, directional communication and feedback before and after performance appraisal are particularly important. In the actual management process, the company's assessment committee and human resources department can take the lead in conducting irregular inspections, and at the same time, a follow-up assessment mechanism should be established to supervise whether the assessment conforms to the principles of openness, fairness and fairness. Identify whether there are subjective and habitual factors in employee behavior differences to ensure the objectivity and authenticity of employee evaluation. A perfect performance appraisal system should establish a corresponding evaluation result communication mechanism. Enterprises should attach great importance to performance communication, and regularly feed back the results of performance evaluation to employees themselves, so that employees can know the effectiveness and shortcomings of their work in time. Appraisers should help employees analyze the reasons, study improvement measures, and constantly improve their work performance, so that employees can grow while summing up experiences and lessons, and make the evaluation system more perfect.
5, the correct use of assessment results, assessment results and salary management, personnel promotion, staff training, etc.
Some managers of logistics companies have some misunderstandings about performance appraisal and mistakenly regard performance appraisal as control.
Tools to control and punish employees. In fact, performance appraisal is not only the basis of salary management, but also the information obtained from performance appraisal can be used to design employee development plans, and enterprises can design their careers according to employees' performance information to help employees improve their abilities. Therefore, when the assessment results are combined with the use of talents, employee assessment files should be established by means of information technology, and the important reference function of performance assessment results in performance salary distribution, professional and technical title evaluation, excellent talent selection, post change, selection and evaluation mode and post change should be given full play, so as to form an employment orientation with equal emphasis on ability and performance.
The application of evaluation results is an important part of performance management. First of all, the results of performance appraisal are used to guide the improvement of employees' work performance and work skills. By finding the difficulties and gaps in work skills during the completion of the work, a targeted and reasonable employee training plan is formulated. Secondly, pay attention to the comprehensive evaluation results of employees' "performance, ability and attitude", objectively and fairly reflect employees' contribution to the company, and on this basis, link employees' performance results with performance pay and allocate them reasonably. At the same time, pay attention to the salary of performance appraisal and tilt to the hard production line, guide the rational flow of employees, solve the structural contradictions of employees in state-owned enterprises, and lay a good foundation for preventing the brain drain of logistics companies.
The performance appraisal of logistics enterprises is a systematic project, involving a wide range, complicated contents and complicated links. The reform of performance appraisal of logistics companies should be based on the investigation of the company's specific situation, and the specific performance appraisal scheme should be formulated after in-depth understanding of the company. The detailed steps of its specific operation are a long-term and meticulous work. Only by combining with the actual situation of its own production and operation, we can improve its assessment system and operation process, give full play to the great role of performance appraisal in improving the core competitiveness of logistics companies, and realize employees.