Contents of performance evaluation
1. Performance appraisal item: refers to the dimension of performance appraisal, that is, the aspects from which employees should be assessed, indicating the scope of performance appraisal content.
2. Performance appraisal indicators: refers to the specific content of performance appraisal items, which is the refinement and decomposition of performance appraisal items. Specifically, it is divided into analysis and judgment ability, communication and coordination ability, organization and command ability, pioneering and innovative ability, public relations ability and decision-making and action ability.
Brief introduction of performance appraisal content
Two types of performance evaluation. Performance appraisal is a management tool of enterprises, which serves the realization of enterprise strategies and goals and has a strong guiding role. The assessment content shall be subject to the assessment objectives. The assessment objectives are different, and the assessment contents are different.
Generally speaking, performance appraisal is divided into two categories: one is the appraisal of the work performance of an organization or department, which mainly assesses the business performance and the completion of work objectives of the organization or department; The other is the assessment of employees' performance and behavior, focusing on the assessment of employees' performance of duties, completion of tasks and behaviors. It is this kind of assessment that ordinary employees need to focus on.
Two forms of performance evaluation. Performance appraisal is a management activity with clear management purpose, and different management needs will produce different management models.
Due to different purposes, the design starting point, assessment items and evaluation criteria of employee performance appraisal system will be very different. In general, there are two main forms of employee performance appraisal: the appraisal for the purpose of improving employee performance and the appraisal for the purpose of employee salary management.
The role of performance evaluation
The main reference point in the performance appraisal process is the future. We don't want to explain the past, but we want to use the assessment results as a resource to plan a job or a new possibility for an employee in the future. This is the development of employees and jobs. Peter Drucker said: "The purpose of organization is to achieve synergy through the combination of workers' strengths and avoid their shortcomings. "This is also the purpose of effective performance management. It can also be said that the realization of the assessment goal is ultimately manifested in the improvement of the overall efficiency of the organization.
1. Performance appraisal is the basis of personnel deployment.
Through performance appraisal, we can understand the use of personnel and the degree of cooperation of personnel, and find that some people's quality and ability have exceeded the requirements of current jobs, so they can be promoted to posts; Found that the quality and ability of others can not meet the requirements of the current job, should be demoted; It is found that some people are not good at it, or their cross-departmental quality and ability have changed, so they can be deployed horizontally.
2. Performance appraisal is the premise of personnel appointment.
Performance appraisal is the main means of "knowing people", and "knowing people" is the premise of "goodness". After examination, the political quality, psychological quality, knowledge quality and professional quality of the personnel are evaluated, and on this basis, the ability and expertise of the personnel are inferred, and then the suitable positions are analyzed, so as to match the positions and make the best use of the talents.
3. Performance appraisal is the basis of employee training.
Staff training should be targeted, and supplementary learning and training should be carried out in view of the shortcomings of employees. Therefore, the premise of training is to accurately understand the quality and ability of all kinds of employees, determine the quality and existing problems of employees through assessment, and analyze the training needs. At the same time, assessment is also the main means to judge the training effect.
4. Performance appraisal is the basis of determining labor remuneration.
The internal salary management of enterprises must conform to the principle of consistency between labor remuneration and salary, and accurately measuring the quantity and quality of "labor" is the premise of implementing distribution according to work. Only when job performance is closely related to organizational rewards can employees feel fair and motivate them to work hard.
5. Performance appraisal is a means to motivate employees.
According to the results of performance appraisal, determining the objects and grades of rewards and punishments, encouraging the advanced and the backward, and making rewards and punishments clear are conducive to improving the enthusiasm of employees and better achieving organizational goals. Pay according to performance, and take performance as the basis for transfer, promotion, demotion or dismissal, which completely breaks the "big pot" and allows employees to compete in a fair environment. They can not only compare horizontally with others' income or promotion under the same objective standard, but also compare vertically with their past income or promotion. If the comparison result is balanced, he will feel fair. Performance appraisal sets assessment targets for employees in advance, supplemented by specific assessment rules. When the goal setting is scientific and reasonable, it can make employees feel satisfied and fulfilled. Performance appraisal also helps to create an atmosphere of "comparing, learning, catching up, helping and surpassing" within the enterprise, so that employees can improve their own performance and thus enhance the competitiveness of the enterprise.
6, performance appraisal is a tool to promote the growth of employees.
Work performance appraisal is like an objective mirror and a fair ruler. Feedback the assessment results to employees, so that employees can find their own defects and deficiencies, which can help employees gradually improve through their own efforts.
Contents of performance appraisal:
The content of performance appraisal is the definition of employees' tasks, which clearly answers what kind of work employees should complete during the performance appraisal period, including performance appraisal items and performance appraisal indicators.
Performance appraisal project refers to the dimension of performance appraisal, that is, from which aspects employees should be assessed, indicating the scope of performance appraisal content. At present, the performance evaluation of employees in enterprises mainly includes three evaluation items: work performance, work ability and work attitude. Performance appraisal index refers to the specific content of performance appraisal items, which is the refinement and decomposition of performance appraisal items. Specifically, it can be subdivided into analysis and judgment ability, communication and coordination ability, organization and command ability, pioneering and innovative ability, public relations ability, decision-making and action ability and so on. Generally speaking, the setting of performance appraisal project indicators should be considered from four aspects: quantity, quality, cost and time of work; The index setting of two assessment items, work ability and work attitude, should be analyzed in detail, and different indicators should be set according to different work contents of each position.
Functions of performance evaluation:
As an important function of human resource management, performance appraisal has the following functions.
(1) management function. Performance appraisal should not only solve the problems of what and how to assess, but also reward and punish employees according to the results of performance appraisal, such as job promotion, job change and training, which fully embodies their management functions.
(2) Incentive function. The fundamental purpose of performance appraisal is to promote employees to achieve performance goals and improve performance. Objective and fair performance appraisal can stimulate employees' enthusiasm and urge them to accomplish their performance goals more actively, proactively and normatively.
(3) Learning and guiding functions. The process of performance appraisal is a process in which employees further know and understand performance objectives, and it is also a process in which employees check, find gaps and determine the direction of improvement. Performance goals provide guidance for employees' work performance and behavior, which fully shows that performance appraisal has the function of learning and guidance for employees.
(4) Communication function. The process of performance appraisal is the process of continuous communication between management and employees. Through evaluation, on the one hand, we can express the management's job requirements and performance expectations of employees, on the other hand, we can also understand employees' views, suggestions and needs on management and performance goals. It is also in this kind of communication and discussion that employees' future work performance goals can be determined and realized.
(5) Monitoring function. For employees, performance appraisal is to obtain the evaluation of their working status by enterprises; For an enterprise, it is necessary to know and master the quantity, quality and efficiency of tasks completed by its members, and make corresponding personnel decisions and measures accordingly to improve work performance. In this sense, performance appraisal has the function of supervising the operation of enterprises and the work of employees.
(6) the function of improving performance. The role of performance appraisal in improving performance is mainly manifested in two aspects: on the one hand, performance appraisal creates a pressure environment for enterprises to survive the fittest, which will inevitably strengthen employees' sense of competition and self-improvement, and urge them to work hard to improve their knowledge, skills and comprehensive quality, thus improving work efficiency; On the other hand, performance appraisal will unify the personal development goals of employees and the development goals of enterprises, which will inevitably play a positive role in improving the overall performance of enterprises.