Evaluation criteria for new employees Part I
Evaluation criteria for new employees
According to the needs of the company's business development, a number of new employees will be recruited to join the company. In order to check whether the new employees are qualified for the positions recruited by our company, we will make a comprehensive evaluation of the new employees during the probation period. The assessment standard is to reflect the learning attitude, moral quality, team spirit, work skills, work efficiency and comprehensive performance of new employees during the probation period, so as to better judge whether they are suitable for working in the company. The evaluation is judged by the periodic scoring method of probation period 15 days, and the evaluation is ***4 times. It is based on the results of each assessment to see whether employees are employed.
Scoring standard:
60 points: the corresponding assessment items are poor and have no training value, so they can be eliminated.
70 points: the corresponding assessment items are relatively general and the training value is low, so you can choose to extend the probation period or eliminate them.
80 points: The corresponding assessment items are good and have certain training value, so you can continue to wait and see. 90 points: The corresponding assessment items are very good and have high training value.
100: The corresponding assessment items are excellent and have high training value, which can be used as the company's reserve talents. Evaluation items:
Attendance, learning attitude, work skills, moral quality, team spirit, work efficiency, safety awareness and obedience to management; ***8 items.
Evaluation basis:
1, whether the relationship between new employees and colleagues is harmonious;
2. Whether the new employee obeys the leader and respects the master;
3. Whether the new employee abides by the post specification;
4. Whether the new employee recognizes the company and is sincere to the company;
5, whether to seriously complete the tasks assigned by superiors, master, in addition to whether to actively complete other tasks;
6. Whether you are dissatisfied with the post or often complain;
7. Whether you can withstand the pressure at work and whether you have evasive behavior under heavy workload;
8. Whether the learning attitude at work is correct and positive, and whether the working ability is improved;
9. Whether the probationary employees have clear goals and expectations for their future development space;
10, whether there is safety awareness and attention to working environment hygiene.
Evaluation method;
The instructor is responsible for grading the performance of new employees every day, accounting for 60% of the total evaluation, 20% of the project manager's evaluation and 20% of the company's leaders.
According to the above assessment contents, judge whether the probationary employees are suitable for the company. Otherwise, the employee will be fired. If employees perform well, they can focus on training and reserve talents for the company.
Evaluation criteria for new employees Part II
chapter one
1. 1 Significance of performance appraisal
Article 1 The purpose of performance appraisal
General principles Through the management and evaluation of individual performance, the individual's working ability and performance can be improved, thus improving the group performance appraisal. It is to measure the overall work efficiency of employees' work organization through post functions in a certain period of time, and finally realize the strategic objectives of the organization. Conditions and effects of the assessment method, through the formulation of effective and objective assessment standards, to evaluate employees, in order to further stimulate the enthusiasm and creativity of employees, improve their work efficiency and basic quality. ? Performance appraisal enables managers at all levels to clearly understand the working conditions of their subordinates. Through the performance evaluation of subordinates, managers can fully understand the human resources situation of their departments and put forward targeted improvement measures, which is conducive to improving the work efficiency of their departments.
Article 2 The purpose of performance appraisal
Understand the performance contribution of employees to the organization; Provide basis for employees' salary decision-making; Understand the training needs of employees and departments; Provide basis for the promotion, demotion, transfer and resignation of employees; Provide basic information for human resource planning.
1.2 performance appraisal principles
Article 3 Performance appraisal principles:
Principle of timeliness: Performance appraisal is a comprehensive evaluation of work achievements during the appraisal period and should not be conducted before this appraisal period. Objective principle: speak with facts and evaluate and judge on the basis of facts; ?
Communication principle: In the process of performance appraisal, the appraiser needs to communicate with the appraisee. Principle of openness: the formulation of assessment standards is completed through consultation and discussion, the assessment process is open, and the system is divided into communication. Listen to the appraisees' comments and opinions on their own work, so that the appraisal results are fair and reasonable, which can promote the performance to be imposed on the appraisal results, and the performance of the whole appraisal period cannot be replaced by recent performance or one or two outstanding achievements.
Two. Contents of induction training for new employees
1. Pre-job training (assessment content) (department manager is responsible)
1. Before going to work:
Welcoming new employees will let other employees know the arrival of new employees. Prepare office space and office supplies for new employees, prepare internal training materials for new employees, designate a senior employee as a mentor for new employees, and prepare the first task assigned to new employees.
2. Departmental work training
First day on the job: report to the personnel department for orientation training for new employees. On behalf of all the staff in the department, the manager welcomes the new employees, introduces the new employees' understanding of the department staff, the structure and functions of the department, the special provisions of the department, the job description and responsibilities of the new employees, and discusses the first task of the new employees on the fifth day after their arrival:
Within a week, the manager had an informal conversation with the new employees, reiterated their job responsibilities, talked about their problems in their work, and answered the questions of the employees in the new training department. Evaluate the performance of new employees in one week, determine some short-term performance goals, and set the time for the next performance appraisal.
On the 30th day after arrival, the manager interviewed the new employee, discussed the performance during the one-month probation period, and filled out the evaluation form.
On the ninetieth day, the personnel manager and the training department discussed the performance of the new employee, whether it is suitable for the current position, filled in the probation assessment form, talked with the new employee about the performance of the probation assessment, and informed the new employee of the company's performance assessment requirements and systems.
Annual job evaluation: the annual job evaluation assesses the completion of the annual plan. The assessed employee shall provide an annual work summary, including this year's plan objectives, plan completion, work summary of the previous stage and work plan of the next stage; The direct supervisor scores according to the employee summary report.
Quarter (KPI,. Average score of key performance indicators: annual competency assessment: competency assessment mainly evaluates the core competency required by the assessed position: work attitude is the awareness and effort of employees working in their positions; Attitude test quarterly KPI assessment results average select team cooperation, work initiative and other assessment contents that can have a greater impact on work performance.
Three. The whole performance appraisal process is divided into three stages, which constitutes a complete performance management cycle. The three stages are as follows: Step 1, the appraiser and the appraisee communicate the completion of the target and performance appraisal in the last appraisal period and return to the planning stage, the plan implementation stage and the appraisal stage.
Step 2: The appraiser and the appraisee shall make clear the tasks, priorities and objectives that need to be completed during the appraisal period. The appraiser shall carry out the work according to the work plan of this appraisal period in order to achieve the work objectives. According to the work plan, the appraiser guides, supervises and coordinates the work progress of the subordinate employees, and records the important performance appraisal stages. Performance evaluation is divided into three steps: performance evaluation, performance appraisal and result feedback: the appraiser scores the appraisee according to his performance and assessment criteria during the assessment period.
Comments on the evaluation criteria for new employees
1. Correct working attitude and outstanding performance.
2. Excellent professional skills and professional level have created good corporate benefits for the company.
3. Hard work and a sense of responsibility; Serious and responsible work, love their jobs, obey the overall arrangement, and have a good image; Serious and responsible, enterprising, helpful, caring for colleagues, getting along well with colleagues, being good at cooperation and playing a leading role.
4. Excellent business level, which has created good corporate benefits for the company and got along well with colleagues.
5. Serious and responsible, proactive, fully competent, dedicated, helpful, get along well with colleagues and be good at cooperation.
6. Be serious and enterprising, and take the lead in growing employees.
7. Diligent and pragmatic, good at learning, conscientious in their own work and concerned about personal growth; Great progress in work performance, rapid development of performance, or effective improvement of their own working methods, so as to receive good results in their work; Strong understanding, can quickly adapt to new positions, and can immediately start work in new business areas; Be able to adjust working methods and correct mentality at any time according to work needs, constantly reflect on yourself and pay attention to personal growth; Be able to specialize in business knowledge in your spare time and improve your working ability; High understanding, hard work, diligence and rapid progress have played an exemplary role among newcomers.
This colleague has made great progress in his work this year. He works hard, his business knowledge is solid, his performance is developing rapidly, his work attitude is correct, he abides by the company's rules and regulations and can actively complete the company's tasks.
9. The working methods have been improved and the work has made progress. The employee is down-to-earth and conscientious, can accept the advice of the market investment manager and study hard for the shortcomings; Vigorously develop blank varieties in the responsible area and actively communicate with managers in all aspects; Xx years x months, rapid progress; Treat the work conscientiously, consider the company everywhere, and don't remember personal gains and losses;
10. Work hard, be active and diligent, and make rapid progress. Grasping the main points of work in a short time has played an exemplary role in the back office.