Performance evaluation process
(A) set performance goals
1. Goal setting principle
Set performance goals and pay attention to three principles. First, guiding principles. According to the overall goal of the enterprise and the departmental goal, it is decomposed layer by layer and personal goals are set up. Second, the smart principle. In other words, goals should be specific, measurable, achievable, relevant and time-bound. Third, the principle of moderate number of targets. Don't have too many goals, 6 ~ 8 at most.
2. Goal setting
For R&D personnel, it is generally necessary to set performance goals and ability development goals. Performance objectives are decomposed from project team objectives to individuals, while capacity development objectives require R&D personnel to formulate individual capacity development objectives according to the capacity requirements and personal interests of high-performance R&D personnel, and formulate corresponding objectives in mastering technology, completing work efficiency and solving customer problems, and formulate action plans to achieve the objectives. Then it is approved by the superior according to the enterprise goals.
(B) the design of performance appraisal index system
1. Design principle
The first principle of evaluating R&D personnel is that the evaluation index must be closely combined with the enterprise strategy. If the competitive strategy of an enterprise is to launch new products before competitors, the time to market or product development cycle can be used as the first evaluation index. If the competitive strategy of an enterprise lies in low cost, product cost is the primary factor. The second principle is that the evaluation indicators of R&D departments, R&D teams and R&D individuals must be closely related, which is a system formed by the top-down index decomposition process. The third is to balance the relationship between long-term indicators and short-term indicators, performance indicators and behavior indicators according to R&D strategy.
(1) Performance indicators
R&D personnel in enterprises are mainly divided into project managers, developers and testers. For different R&D personnel, performance appraisal indicators are different. The performance indicators of the project manager mainly include: new product development cycle, qualified rate of technical review, completion rate of project plan, project cost control, customer satisfaction, team morale index and so on. The performance indicators of developers mainly include: project plan completion rate, project progress, specification compliance, design productivity, design cost reduction rate, etc. The performance indicators of testers mainly include: test problem solving rate, operation quality, plan completion rate, and compliance with development process specifications.
(2) Behavior indicators
The evaluation of R&D personnel's work behavior can be carried out from the aspects of initiative, obedience, responsibility, cooperation spirit, work rationality and discipline.
(3) Ability indicators
It can be subdivided into business knowledge, business skills, planning ability, judgment ability, problem-solving ability, adaptability, interpersonal skills, understanding ability, learning ability, innovation ability, leadership control ability (this ability and the following abilities are applicable to managers above department manager), decision-making ability, guidance and help to subordinates, organization ability, employee management ability, etc.
(3) Performance evaluation
1. Evaluation methods and means
1) The assessment of R&D personnel can generally be organized by the Human Resources Department, with the combination of self-assessment and superior evaluation.
2) Self-assessment: Self-assessment of the ability targets set at the beginning and the middle of the year, and employees' evaluation of the degree of ability realization in the past certain period of time.
3) Other evaluation: the department manager of the employee evaluates the employee's work, mainly evaluating the tasks that the R&D personnel have engaged in in in the past certain period, and evaluating the performance appraisal indicators according to the performance standards.
4) Articles of the project managers' alliance, which are discussed in depth.
5) Comprehensive score: weighted according to the above two scores of R&D personnel's self-evaluation and department head's evaluation, and finally get the performance score of R&D personnel, which can objectively reflect the employee's performance this year.
6) For the assessment methods, most enterprises use several evaluation methods in practice, such as target management method and behavior anchoring method.
2. Evaluation cycle
The process of product development is a long work, so the assessment cycle of R&D personnel is relatively long, which can be determined according to the project cycle, but the longest is no more than one year.
Continuous communication and performance feedback
R&D personnel can be said to be the core employees of the enterprise, which plays an extremely important role in the survival and development of the enterprise. Always communicate with R&D personnel to understand their psychological dynamics. For example, when the R&D vice president of a software company went to check the project work, he saw a test engineer's report and seriously criticized: Your test report failed. ? Two months later, the test engineer left. Later, the engineer wrote a letter to the enterprise, revealing that the reason for his departure was only a criticism from the vice president of R&D. The vice president of R&D said with regret. My criticism of him only tells the truth, but if I praise and encourage his progress afterwards, things will be completely different. ? It can be seen that performance communication, counseling and feedback are very important.
(v) Guide to performance improvement
After the results of performance evaluation are fed back to employees, without the guidance of performance improvement and promotion, this feedback will lose its meaning. Performance improvement guidance is mainly to help employees analyze the reasons for insufficient performance or opportunities for improvement, help employees find solutions, formulate performance improvement goals, personal development goals and corresponding action plans, and incorporate them into the next stage of performance goals, so as to enter the next round of performance appraisal cycle.
Company KPI performance evaluation process
KPI implementation rules
1, evaluation purpose
Through target responsibility assessment, performance assessment and error prevention reminder, establish the management consciousness of all staff and improve their comprehensive quality.
2. Evaluation scope: managers and employees of all departments of the company.
3, target responsibility assessment instructions
(1) The company will issue the work tasks of the department for the next month on the 28th of each month, which will be convened by the department manager.
Hold a departmental meeting to break down the work tasks of this department this month and assign them to people.
(2) On the 29th of each month, employees shall work out the work plan for the next month according to the task assignment of the department and their own work conditions, and submit the plan to the department manager on the 30th.
(3) The department manager summarizes the employee's work plan and forms the department's work plan this month as the performance appraisal standard of the department manager this month.
(4) The general manager's office shall review it before 5th of each month and distribute it to the Administration and Personnel Department on 5th of each month.
(5) The Administration and Personnel Department sets KPI indicators in the personal work plan, arranges the priorities according to the serial numbers, sets the assessment weights, forms the performance appraisal table of this month, and discusses with the managers of all departments to finalize it.
(6) After being signed by the general manager, the department manager and the administrative human resources department will grade the employees of this department from 26th to 28th every month.
(7) KPI tables of all departments shall be sent to the Administration and Personnel Department on 28th of each month.
(8) The Administration and Personnel Department shall summarize the performance results and send a copy to the company leaders.
(9) Determine the name of this month's performance interviewer.
(10) Performance Interview
Sample Table of Performance Appraisal Form of Technical Department
Monthly personal performance appraisal score sheet
4, performance appraisal salary distribution
Performance pay is 30% of the individual's basic salary.
5, scoring instructions
1) can be scored at the end of .5.
2) If the score is more than 5 points but less than 2 points, it is necessary to indicate the specific situation in the deduction record.
6. Determination of performance interviewers
Establish performance interviewers and organize interviews according to the assessment results.
1, low performance score
2. The gap between performance appraisal and last month is too big.
3. Excellent performance appraisal for three consecutive months.
4. Performance appraisal for three consecutive months in the middle.
The above is the performance appraisal process I provided for you. I hope you like it!