1, the principle of fairness.
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. 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. Single-head evaluation principle.
The evaluation of employees at all levels must be carried out by the "immediate superior" of the assessed. 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.
4. The principle of open results.
The conclusion of performance appraisal should be made public to me, which is an important means to ensure the democracy 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, the principle of combining rewards and punishments.
According to the results of performance appraisal, there should be rewards and punishments, which rise and fall according to the size and quality of work performance, and this kind of rewards and punishments is not only related to 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 principle of feedback. The evaluation results (comments) 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, the principle of difference.
There should be a clear distinction between the grades of assessment, and there should be obvious differences in salary, promotion and use for different assessment comments, so as to make the assessment stimulating and encourage employees to be self-motivated.
To improve enterprise performance, we should start with the overall strategic planning, and make detailed plans for all kinds of markets and businesses in which the enterprise is located, involving organizational structure adjustment, division of responsibilities of departments, rational and smooth information flow, capital flow, logistics and other processes, creation of corporate cultural atmosphere, standardization of organizational behavior, human resource planning, salary and performance appraisal design and many other contents.