The results of performance appraisal are six wonderful uses. I want to maximize the performance appraisal effect, human resource management decision-making, application scenarios and application scope, and win in the workplace.
1. It is meaningless to establish a harmonious and stable employee relationship and an assessment that is not linked to interests. Therefore, one of the most important functions of performance appraisal is to realize fair and just benefit distribution and establish harmonious and stable employee relations. However, the traditional assessment is one-way, and managers seem to be on top, giving employees a bad experience. It not only left the stereotype of "performance = disguised deduction of money", but also aggravated the tension between people and enterprises.
Therefore, it is now more inclined to two-way performance appraisal, establish a common responsibility relationship, and let managers and employees become performance partners. When the performance of employees is directly related to managers, it will also promote managers to actively help employees improve their ability and performance.
2. Guide employees to work. A company hired a manager with a high salary. After only a few months, the market share of a product has doubled. But in the end, the company did not choose to retain the manager, because what he did was not consistent with the company's overall development strategy.
Therefore, for enterprises, if talents can't be "used by me", it is useless to be strong. Therefore, one of the functions of performance appraisal is to guide employees' personal goals and work goals to be consistent with organizational goals, realize goal confirmation, evaluate the impact of projects on employees' behavior, reduce useless work, and promote the growth of enterprises and employees.
Therefore, whether it is to adjust the performance appraisal scheme or to the work of employees and managers, what should be the goal of the organization always be clear? What should be done to achieve the goal?
3. Keep abreast of employee dynamics. Employees' working ability and working attitude are not immutable, so it is necessary to pay attention to employees' dynamics from time to time and give positive guidance. If we rely on emotional connection, daily behavior, self-feeling and other methods to perceive employee dynamics, it is generally prone to omissions, so performance appraisal is also one of the tools to analyze and master employee dynamics.
If an employee's performance declines, we can have a directional understanding of the reasons for the decline through his assessment indicators. If it is a question of ability, it can help him improve his knowledge and skills, and then improve his grades; If there are objective reasons, such as post particularity, external environment change, unreasonable index design, etc. , you can adjust the performance appraisal scheme in a targeted manner.
4. As the basis of developing training courses, as mentioned above, when employees are found incompetent or unstable through performance appraisal results, corresponding solutions need to be made.
Training is one of the means to solve problems. According to the results of employee performance appraisal and related records, managers find the gap between employees and job standards and analyze training needs. Then judge whether training is needed, establish training objectives, and do training in this direction to ensure that training is effective in improving performance.
5. The basis of employee post change, and the performance appraisal result is an important basis for determining employee promotion, transfer and even dismissal. For example, in Huawei, the performance policy is directly linked to the company's last elimination system.
Employees are divided into ABC three grades in the assessment, which are allocated according to a fixed proportion. A-level employees account for 5%; Class B employees account for 45%; C-level employees also account for 45%; The remaining 5% employees are regarded as the last file. The employees in this file are going to be eliminated. Moreover, employees who have been rated as C files or the last files for several months in a row will face demotion or elimination.
6. As the basis of recruitment, reasonable quantitative indicators are basically formed through performance appraisal, which also has certain guiding significance for recruitment. Therefore, the results of performance appraisal can be used as a reference for talent selection. Through data comparison, we can test the matching degree between candidates and positions and avoid subjectivity and blindness in the process of employing people.
In short, performance appraisal, as an important means of enterprise management, will be overqualified if it is only used as a routine tool to evaluate employees in the implementation process. It can't be the highlight of your career, and your contribution to the enterprise is very limited. Therefore, for performance appraisal, from design to implementation, we should pay attention to its extended application, and apply the results of performance appraisal to all aspects of work from the perspective of contact, so as to lay a solid foundation for better performance appraisal results.