What is performance appraisal?
Performance appraisal is usually also called performance appraisal or? Performance appraisal? According to the work undertaken by each employee in the enterprise, various scientific qualitative and quantitative methods are used to assess and evaluate the actual effect of employee behavior and its contribution or value to the enterprise. It is an important content of enterprise personnel management and one of the powerful means of enterprise management. The purpose of performance appraisal is to improve the efficiency of each individual through appraisal and finally realize the goal of the enterprise. Enterprises need to do a lot of related work to carry out performance evaluation. First of all, we should make a scientific explanation of the meaning of performance appraisal, so that the whole organization can have a unified understanding.
Performance evaluation is an indispensable management tool for modern organizations. It is a management system that regularly reviews and evaluates employees' work performance, which means that supervisors or related personnel systematically evaluate employees' work. Effective performance appraisal can not only determine the contribution or deficiency of each employee to the organization, but also provide decisive evaluation data for the overall human resource management, so as to improve the feedback function of the organization, improve the work performance of employees, boost morale, and serve as the basis for rewarding employees fairly and reasonably.
The origin of performance evaluation
Performance appraisal originated from the civil service (civil servant) system in western countries. The earliest evaluation originated in Britain. In the early days of the implementation of the civil service system in Britain, the promotion of civil servants was mainly based on qualifications, which led to the situation that all people, regardless of their advantages and disadvantages, were promoted and raised together. As a result, there are surplus personnel and low efficiency. 1854- 1870, the British civil service system was reformed and an assessment system focusing on performance and talent was established. According to this assessment system, civil servants are assessed annually one by one, and rewards and promotions are implemented according to the assessment results. The implementation of the evaluation system has fully mobilized the enthusiasm of British civil servants, thus greatly improving the scientific nature of government administration and enhancing the integrity and efficiency of the government. The successful implementation of the British civil service appraisal system provides experience and examples for other countries. The United States also formally established an evaluation system in 1887. It is emphasized that the appointment, salary increase and promotion of civil servants are based on job evaluation, and the merit system is called merit system. Since then, other countries have learned from and followed suit, forming a variety of civil service assessment systems. This system has a * * * feature, that is, it takes work performance as the most important content of assessment, and at the same time comprehensively examines morality, ability, diligence and performance, and decides the rewards and punishments and promotion of civil servants according to the merits of work performance.
The practice of civil service system in western countries proves that assessment is an important part of civil service system and a central link to improve the efficiency of government work. The assessment of civil servants by government agencies at all levels is conducive to the management of civil servants according to law, the survival of the fittest and the necessary supervision of civil servants by the people.
With the successful implementation of the civil service system, some enterprises began to learn from this practice and carry out performance appraisal within enterprises, trying to make a realistic evaluation of employees' performance and achievements through appraisal, and at the same time, they should also understand the ability and adaptability of organization members as the basis and basis for implementing rewards and punishments, training, dismissal, post appointment and promotion.
Measures for performance appraisal of companies
Performance check and verification method
In order to standardize employee management, the performance of enterprises is directly linked to the performance of individuals, which is implemented for companies? Two straights? In order to improve the performance of employees, enhance their ability and quality, and establish a performance appraisal system suitable for our company, this method is specially formulated.
Chapter I General Provisions
The first purpose
1. Stimulate employees' work enthusiasm and effectively improve their work performance.
2. Explore the potential of employees and help them succeed and develop.
3. Promote employee personnel promotion, reward and punishment, and adjust salary base.
4. Promote understanding between supervisors and employees.
Article 2 Scope of application
1, applicable to all project department personnel.
It is applicable to government workers.
3. Other units shall formulate corresponding performance appraisal methods according to these Measures.
Article 3 Evaluation Basis
The supervisors of each unit shall record the employees' usual work at any time according to their performance and performance during the assessment period, and conduct strict assessment.
Article 4 Evaluation Principles
The evaluation requires objectivity and impartiality. All units should use objective indicators to measure work achievements, progress and growth as far as possible, instead of relying solely on subjective feelings or impressions to avoid unfair phenomena.
Article 5 Classification of evaluation grades
Scoring Reference Score Percentage (Upper Limit)
First class 90 10
Second class 85 20
Third class 80 40
Fourth class 75 20
The fifth kind of 70 10
Chapter II Evaluation Methods
Article 6 This performance appraisal method adopts the scoring scale method [see Performance Appraisal Form1-6 for details] to assess the employees of the company, which are divided into the following categories according to the nature of work and specialty:
The grade category is evaluated by the evaluation form.
Time evaluation
circulate
High-ranking
Served as deputy general manager at the end of one year.
Project manager's statement at the end of the second year
Intermediate (horizontal)
Table of business directors of administrative organs at the end of the third year
Table of government personnel at the end of four years
Deputy Chief Engineer and Chief Engineer of the Project Table 5 Year-end or year-end project or year
Table 5 Project managers' final or year-end projects
Table 5 Project Technician Project End-of-term or Year-end Project
basis
General staff operation table 6 project end project end or work task binding
Article 7. Evaluation procedure
1. Publicize the purpose, significance and practice of evaluation to employees, especially the appraisers and the appraisees.
2. Take the method of first grass-roots level and then middle level, and assess step by step. At the end of the project or task, the employees of the project department (except the project manager) will fill in the performance appraisal form step by step by their superiors. At the end of the year, government officials will organize the annual performance evaluation in a unified way. The so-called direct supervisor refers to the team leader, technical supervisor, project manager, department manager and other linear personnel in the grass-roots project department where the employee works.
3. Review by the Review Committee: After all the supervisors of the employee units evaluate the employee's performance appraisal, they will be sent to the Review Committee for review, one by one. The review committee mainly reviews the employee's assessment, making the employee's assessment more fair and just.
4. Competent approval: the competent leader of the company has the final decision. If there is any objection to the review resolution of the review committee, it may be returned to the review committee for reconsideration.
5. Evaluation feedback: feedback the evaluation results to employees. If there are objections or unacceptable to the evaluation results, you can state the reasons in writing, list the facts, and make a request for review to the evaluation Committee. After investigation and discussion by the review committee, it is considered that there is no need to change the original review resolution, and the original plan can be maintained after approval by the supervisor; If the applicant has justified reasons, please ask the supervisor to change the original assessment resolution after approval; If the opinions reflected are relatively concentrated, the responsibility of the person directly in charge shall be investigated.
6. Archiving of assessment results: the original written explanation of assessment results is kept in the personal performance file by the personnel department, and the copy is kept by the compiling unit.
Chapter III Application of Evaluation Results
Eighth assessment results as the basis for the promotion of wages or bonuses at the end of the project.
Specific measures shall be formulated by each project department according to the actual situation.
Ninth assessment results as a basis for promotion, transfer, professional title evaluation.
If the assessment results are below level 4 (inclusive), the qualification of professional title evaluation and employment (including worker technicians) in that year will be cancelled.
Those who have passed the first-level assessment twice in a row will be given priority when evaluating and hiring technical titles.
Article 10 as the basis for appointment
Once, the fourth-class personnel return to the training center for at least half a year, twice or once, and the fourth-class personnel return to the training center to wait.
Eleventh as the basis for arranging employees to participate in public academic study and training.
Second-class (inclusive) or above performance evaluation gives priority to public learning and training, and improves and updates scientific and technological and management knowledge.
Article 12 as the basis for evaluating the best.
The year-end performance evaluation is second-class (inclusive) or above, which will be used as the basis for evaluating first.
After the issuance of these Measures, other performance appraisal forms shall be abolished at the same time.
The above is the enterprise performance appraisal I provided for you. I hope you like it!
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