Introduction:

The overall operating performance of an enterprise is inseparable from the goals set by the enterprise and the strategies formulated. But the more specific performance is closely related to the daily performance of employees. An enterprise trying to win a competitive advantage through manpower must be able to manage the behavior and results of its employees. Through the evaluation of employees' work performance. Find out the advantages and disadvantages of employees' work realistically, maintain effective communication with employees, promote the potential development and ability improvement of employees, enable enterprises to stimulate the enthusiasm and innovative spirit of each employee, and promote the development of enterprises while realizing the growth of employees.

First, the value of performance appraisal in human resource management

1 Performance appraisal is an important basis for selecting and employing people. The standard of personnel appointment is to have both ability and political integrity, and the principle of personnel appointment is to vary from person to person and do what one can. This paper is collected and arranged by the paper alliance http://. If you want to judge a person's ability and political integrity, strength, advantages and disadvantages, and analyze what position he is suitable for, you must pass the performance appraisal. Evaluate the political quality, ideological quality, knowledge quality, professional quality, work style, work attitude and the performance of post responsibilities of personnel, and judge the ability and expertise of employees on this basis. In fact, whether employees can integrate into the new working environment in actual work, whether they can perform well in their new jobs, and whether they have the abilities and qualities needed in their new jobs still need to be evaluated through performance appraisal in actual work. In other words, performance appraisal is the main means of "knowing people", and "knowing people" is the main premise and foundation of "employing people"

2 Performance management promotes the optimization of management processes and business processes. Enterprise management involves the management of people and things. The management of people is mainly an incentive and constraint problem, and the management of things is a process problem. The so-called process is how a thing or an enterprise operates, involving several issues, such as why to do it, who will do it, how to do it, and who to give it to after completion. The different arrangements of the above four links will have a great impact on the output results and the efficiency of the organization. In the process of performance management, managers at all levels should proceed from the overall interests and work efficiency of the company and try their best to improve the efficiency of business processing. They should constantly adjust and optimize the above four aspects, so as to gradually improve the operational efficiency of the organization, and gradually optimize the management process and business process of the company while improving the operational efficiency of the organization.

3. Performance appraisal is an important basis for salary distribution. Distribution according to work is a recognized principle of employee distribution in enterprises. It goes without saying that accurately measuring the quantity and quality of "labor" is the premise of implementing distribution according to work. At present, many enterprises adopt floating post salary system, that is to say, part of employees' salary is floating salary, which is directly linked to employees' annual performance appraisal results and positions. Those who have achieved excellent results in the annual performance appraisal or scored one point can be promoted to the first salary level. If the annual performance appraisal is unqualified, the post salary will be reduced; Employees' job changes are also directly linked to their job salaries. Therefore, without performance appraisal, there is no basis for salary. Without salary based on performance appraisal results, the principle of distribution according to work cannot be embodied. It will not improve the enthusiasm of employees and give full play to their potential.

4 performance management to ensure the realization of organizational strategic objectives. Enterprises generally have clear development ideas and strategies, long-term development goals and short-term development goals. On this basis, according to the expected changes of external business environment and internal conditions of enterprises, the annual business plan and investment plan are formulated, and the annual business objectives of enterprises are formulated on this basis. Enterprise managers decompose the company's annual business objectives into various departments to become the annual performance objectives of the departments, and each department decomposes the core indicators into various positions to become the key performance indicators of each position.

Performance appraisal is the premise of equal competition and a means to improve the competitiveness of enterprises. Within the enterprise, for some reason, there may be a phenomenon of high post and low energy or low post and high energy; Moreover, there may be obvious performance differences between different employees in the same position, and the more high-level knowledge and skills positions, the more obvious this difference is. In order to let employees compete in a fair and just environment, realize the reasonable flow of internal talents and the best match between people and posts, and improve their respective performance. Therefore, enterprises must establish an effective performance appraisal system. Only by conducting fair and just performance appraisal can we build a fair, just and equal competition platform for employees, let employees fully display their talents, maximize their value and improve the competitiveness of enterprises.

Second, improve the performance appraisal in human resources management, the practical application of specific measures

1 Develop a scientific dynamic performance appraisal system. The continuous development of enterprises requires the construction of performance appraisal index system, on the one hand, to leave enough space for the future development of enterprises, on the other hand, to gradually adjust it so that the setting of index system can keep up with the development of enterprises. Generally speaking, the performance appraisal system should have the following characteristics: (1) performance expectation and appraisal standard, and it must clearly explain its performance expectation and how to evaluate it to subordinates before the appraisal period. (2) An open communication and information feedback evaluation system should provide continuous feedback to employees' desire to know their own performance. Through the assessment, managers can understand their own employees, but also better understand themselves and find their own direction of efforts, so they need to constantly feedback the results of performance appraisal.

2. The formulation and decomposition of performance objectives should be reasonable. Speaking of performance management, everyone is no stranger. Many companies are trying or have implemented performance management. However, all human resource managers who have implemented it will fall into a dilemma: on the one hand, performance management is a magic weapon, which can objectively assess and evaluate employees' daily work performance, so that employees' salary increase, promotion and training can be based on evidence; On the other hand, if performance management is not used properly, it will cause serious consequences: it will reduce the enthusiasm of employees, and there will be a phenomenon of "not going to go, but staying to go", a large number of outstanding employees will be lost, personal performance is good and departmental performance is poor, and the assessment is unfair ... The reason for this dilemma is nothing more than a misunderstanding: performance management is performance assessment, with the focus on how to assess and score, while the importance of performance target management is relatively ignored. However, we often ignore a problem, that is, the key to performance management lies in performance target management rather than performance appraisal. Whether the performance target is effectively formulated, whether it is combined with the company strategy, and whether it is reasonably decomposed from top to bottom will affect the final performance management operation effect.

Encourage and reward employees and allocate resources in the changing market and organizational environment. First of all, motivating and rewarding employees is one of the main objectives of performance appraisal. When resources are visible, they are easy to monitor; Human resources and intelligence are uncontrollable, and management is more difficult, so motivation becomes particularly important; Only by passing the examination can there be a basis for encouraging and rewarding employees. Through intensive feedback, high-performance employees can maintain high performance, while laggards can aspire to and actively improve their performance. Secondly, in order to survive in a highly competitive environment, enterprises need to explore high-performance employees or teams, so as to obliquely allocate better organizational resources and obtain the most effective output. If resources are evenly distributed, it will inevitably lead to waste of resources or low returns.

Train and develop employees and give feedback on their work. First of all, through the assessment, we can understand the "shortcomings" of employees, so as to design and implement training improvement plans in a targeted manner to help employees grow and develop. At the same time, understand the potential of employees through assessment, and establish the source of reserve cadres or staffing. Secondly, our assessment is not for assessment, but for improvement. The key of performance evaluation lies in process monitoring. If employees can get regular feedback on their work, it is possible to explore ways to improve.

Three. Concluding remarks

In order to survive and develop in the fierce market competition, the performance appraisal of enterprises should be standardized step by step. Therefore, while putting a lot of energy into performance appraisal, entrepreneurs should be able to clearly know the root causes of the problems in performance appraisal today. Only by correctly understanding the essence of performance appraisal can we really get out of the misunderstanding of traditional performance appraisal and give full play to the great role of performance appraisal in economic benefits, employee incentive mechanism, corporate culture system and core competitiveness of enterprises.

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