Performance appraisal includes two parts: 1, performance appraisal 2 and behavior appraisal. Nowadays, many enterprises place too much emphasis on performance and neglect the cultivation of behavior. This leads to a problem: the better the employees' performance, the less they observe discipline and respect the rules of the game. Such employees will become obstacles in the process of vigorous development of enterprises. Once promoted to management, the impact will be even greater. Therefore, the assessment of employee performance and behavior is generally divided into four situations, and employees in these four situations should be treated differently:
Types of performance evaluation
1. Time division
(1) Regular assessment. The time of enterprise assessment can be one month, one quarter, half a year or one year. The selection of assessment time should be based on corporate culture and post characteristics. (2) Irregular assessment. Irregular assessment has two meanings, on the one hand, it refers to the assessment of the promotion of personnel in the organization, on the other hand, it refers to the supervisor recording the daily behavior of subordinates, finding problems and solving them in time, and also providing the basis for regular assessment.
2. According to the content of the assessment.
(1) Feature-oriented. The evaluation focuses on the personal characteristics of employees, such as honesty, cooperation and communication skills. That is to consider what kind of people employees are. (2) Behavior orientation. The focus of the assessment is the work style and behavior of employees, such as the smile and attitude of waiters and the way of treating people. That is, the consideration of the working process. (3) Result-oriented. The focus of assessment is the content and quality of work, such as the output and quality of products, labor efficiency, etc. And the focus is on the tasks completed by employees and the products produced.
3. According to the subjective and objective division
(1) objective assessment method. Objective evaluation method is an index system that can be directly quantified, such as production index and personal work index. (2) Subjective evaluation method. Subjective evaluation method is an evaluation index system designed by evaluators according to certain standards, such as work behavior and work results. To sum up, the assessment of personnel at all levels can be carried out from the following aspects: knowledge (professional knowledge, industry knowledge, social experience, etc. ), work performance, work ability (organizational ability, coordination ability, communication ability, etc. ), work attitude, working methods, work efficiency, organizational discipline, moral quality, cooperation spirit, learning spirit, team spirit, cost awareness, goal achievement, performance improvement, etc. Different ranks of personnel assessment focus is not the same, and the score weight of each assessment point is not the same, but performance improvement is the content that every assessed must include, and it is the concrete embodiment of implementing PDCA cycle of performance assessment.
Performance evaluation process
1, detailed job description and reasonable salary training for employees; 2. Quantify the work as much as possible; 3. Reasonably arrange personnel positions; 4. Classification of evaluation contents. How to make people become "wealth" instead of "material" is an important issue to be considered before assessment. 6, clear work objectives; 7, clear job responsibilities; 8, from the work attitude (initiative, cooperation, teamwork, dedication, etc. ), work results, work efficiency and other aspects of evaluation; 9. Divide each content into specific grades, each grade corresponds to a score, and each grade should be described by a unified standard (for example, excellent grades must be proved by specific examples); 10, giving employees the opportunity to complain.
Performance evaluation principle
1, the principle of fairness is the premise of establishing and implementing the personnel performance appraisal system. If it is unfair, it will not play its due role in performance appraisal. 2. Strict principles If the performance appraisal is not strict, it will become a mere formality and exist in name only. Poor performance appraisal can not only fully reflect the real situation of employees, but also have negative consequences. The strictness of performance appraisal includes: there must be clear appraisal standards; Have a serious assessment attitude; There should be a strict assessment system and scientific and strict procedures and methods. 3. The principle of single-headed evaluation must be carried out by the "immediate superior" of the appraisee. The direct supervisor knows the actual work performance (achievement, ability and adaptability) of the assessed person best, and is also most likely to reflect the real situation. The evaluation opinions made by the indirect superior (that is, the superior of the superior) to the direct superior shall not be modified without authorization. This does not rule out the adjustment and correction of the evaluation results by indirect superiors. Single-head evaluation clarifies the responsibility of evaluation, makes the evaluation system consistent with the organization and command system, and is more conducive to strengthening the command function of business organizations. 4. The principle of open results The conclusion of performance appraisal should be made public, which is an important means to ensure the democratization of performance appraisal. In doing so, on the one hand, let candidates know their own advantages and disadvantages, and let those with good assessment results make persistent efforts to continue to advance; It can also convince people with poor assessment results and make progress. On the other hand, it is also helpful to prevent prejudice and various errors that may occur in performance appraisal and ensure the fairness and rationality of the appraisal. 5, combined with the principle of rewards and punishments according to the results of performance appraisal, there should be rewards and punishments according to the size and quality of work performance, and there should be ups and downs, and this kind of rewards and punishments is not only spiritual encouragement. Moreover, the real purpose of performance appraisal can only be achieved by linking wages and bonuses with material benefits. 6. Principle of objective evaluation Personnel evaluation should be based on clear evaluation criteria, aim at objective evaluation data, and try to avoid the infiltration of subjectivity and emotion. 7. The results (opinions) of feedback principle evaluation must be fed back to the appraisee, otherwise it will not play an educational role in the evaluation. While feeding back the evaluation results, we should explain the comments to the appraisee, affirm the achievements and progress, and explain the shortcomings, so as to provide reference for future efforts. 8. There should be a clear difference between the assessment levels of the difference principle. According to different evaluation opinions, there should be obvious differences in salary, promotion and use. So that the evaluation is stimulating and encourages employees to be self-motivated.
Contents of performance evaluation
The assessment is divided into three parts: work performance, work ability and work attitude. Employees in different departments and positions have different assessment weights, and each department should determine its own weight ratio according to the requirements of each position. 1. Job Performance (1) Task performance is closely related to the job content or task of a specific position, reflecting the completion of employees' own work, and mainly assessing the completion of their task performance indicators. (2) management performance, mainly for administrative personnel, assessment of their management departments or subordinates. (3) External performance, which is related to organizational characteristics, is the embodiment of the service achievements of relevant departments. 2. Work ability Work ability is divided into professional technical ability and comprehensive ability. 3. Work attitude Work attitude mainly assesses employees' work attitude and work style, and its assessment indicators can set specific assessment standards from five aspects: work initiative, work responsibility, work discipline, collaboration and attendance. 4. Additional scores Additional scores are mainly set for rewards and punishments records of employees' daily work performance.