At the beginning of this paper, it is clear that performance appraisal is often used as a management tool, but in essence it is actually an organization's service tool. Its core lies not in control and management, but in solving the problem of organizational fairness.
In the past, there were only two purposes for enterprises to conduct performance appraisal: first, to confirm the performance level of executives through appraisal and to decide the terrible issues that we are most concerned about, such as rewards and punishments, bonus distribution, salary increase, transfer and promotion. The second is to pass the assessment, and then use the assessment results, such as rewards and punishments or adjusting treatment and wages. To motivate employees to work hard. I'm afraid readers have to face these problems all the time in their work. I believe that every time the assessment comes, we will worry, hehe, except those who are bosses at home!
Attention, just like these purposes, will bring some negative effects, and even these effects will lead to the gradual decline of enterprises. It is by no means alarmist. Everyone has read the Fifth Discipline, and should know the story of frogs-frogs jump out of hot water immediately because they are strongly stimulated; On the contrary, put the frog in cold water to make the water warm gradually. Haha, the stupid frog will be euthanized! Similarly, the invisible crisis is the biggest crisis that leads to the death of enterprises. Well, it seems that I digress, and then, the negative impact of this evaluation will be-
1, relying too much on the reward and punishment system to improve employees' performance and ability, and then employees will improve their performance to varying degrees, but the motivation is profit-driven, and they are afraid of punishment!
2. As a manager, relying too much on the assessment system weakens his responsibility to improve performance-managers are not in charge of people, but serve!
3. Just like this, managers will simply rely on regular performance evaluation and ignore the control and supervision of the work process. Why is the highlight of project management knowledge system process control? The book Execution is a best seller. What is it about? Hehe, execution and control!
The reader now thinks of a question, what role does your manager play in performance evaluation? Isn't it a bit like a policeman? What do the police do most? -nothing to find fault with! Therefore, assessment is often to find fault with employees, so the old-fashioned performance appraisal is easy to cause opposition and conflict between managers and managed people. Why did you deduct my salary? Haha, have you asked this sentence?
Our managers often say "I don't value the process, I only look at the result"! Especially in the examination, it looks very manly and sounds very enjoyable. But if you think about it carefully, this management method that only pays attention to the results but not to the process is not conducive to cultivating junior employees who lack working ability and experience in an enterprise that wants to last forever-they were fired by managers before their qualifications were brought into play!
6. We often complain at work, a small part of which is because the company does have problems, but the real reason may be that when we find that we can't meet the assessment standards, we give up ourselves and give up our efforts, or it is attributed to factors such as the outside world and others. Then there will be shirking responsibility-when the work standards cannot be accurately measured! In other words, it's wrangling.
7. There is also a negative impact, which is estimated to occur in many companies, because the purpose of performance appraisal is not correct, which will lead to employees' resistance to people with excellent performance and make people with excellent performance become the targets of being hit! If you get the first place in the exam, are there many people who start to speak with thorns? Hehe, get some bricks.
Well, having said that, we have released a lot of white horror, and the harm described is so great that we begin to understand what we need to evaluate.
First of all, we must confirm why employees' past work is effective or ineffective-again, managers are service providers!
Then, confirm how to improve the previous working methods to improve performance, and don't perform for performance's sake.
Especially for new employees, as managers, we should also understand the shortcomings of employees' work execution ability and behavior. The parties may not fully realize their own shortcomings because of their junior qualifications, and the managers should help them analyze them.
After managers know the shortcomings, they should confirm how to improve the ability and behavior of employees-many companies in Japan like to engage in lifelong employment, and this work is the core.
Finally, it is very important to confirm the effectiveness of managers and management methods. If you are a manager, you should reflect on how many times you have been a policeman, hehe.
So now it is clear that the leading idea of performance appraisal is to test what you want, not what you have!
Compared with the beginning of this paper, the purpose of modern performance appraisal is divided into three parts: first, the appraisal is not only to reward and punish, but also to strengthen the appraisal function; Then, it is not only to adjust the treatment of employees, but also to reconfirm the continuous development of employee value. Attention is the reconfirmation of value development; Finally, once again, managers are service providers, so we should constantly improve the professional ability and work performance of employees and improve their initiative in work execution! Don't let the workers who are exploited by themselves be afraid of being assessed.
From the purpose, officials may also see that the assessment is not only for employees, but more importantly for managers. Okay, light a cigarette. This paragraph is about enjoyment-because assessment is the unshirkable responsibility of line managers, and the performance of employees is the performance of managers; Carefully organizing the assessment not only reflects the manager's sense of responsibility to employees, himself and the organization, but also reflects the manager's own work attitude.
To sum up, managers are promoters of performance improvement and promotion, not just evaluators of employees' performance and ability. In the human resources system, because of this assessment idea, it can be said that performance appraisal is the management basis of all the work of human resources management in enterprises.
Performance appraisal will inevitably involve the design of salary scheme, which is far from the point. However, according to my work experience, I still have to tell you the truth against the theory-the salary standard is determined by the boss's purpose, and how much money he can afford is his money. Hehe, he is very wronged. Salary standard is not the idea of human resources leaders, and in most cases it can only be a suggestion. Therefore, HR leaders should consider the boss's ideas when designing salary. For example, if you think planning is valuable, maybe the boss thinks it's just an idea in his head! When you become the boss, you can make a decision.
According to the above ideas, performance management clearly shows a process. Pay attention to performance management, not performance appraisal. That is, the seven-step method of performance (how about this term), the first four steps are called performance appraisal, and the overall seven steps are called performance management. But many people will be confused and think that performance management is performance appraisal.
The so-called seven-step method I mentioned is to determine the purpose of performance evaluation, establish work expectation, design evaluation system, implement performance evaluation, interview performance evaluation, formulate performance improvement plan and guide performance improvement.
Some readers may ask, can't the assessment of leaders and subordinates be the same? Sure! Based on the above assessment ideas, you should assess what the popular course Leadership is about, such as team building ability, motivation ability, empowerment ability, training subordinate ability and so on.
Then the reader asks, the most difficult assessment is the assessment of sales staff, so how do they assess? Good, good question, which proves that as a manager, you have begun to pay attention to their feelings. Give yourself a compliment first! As a salesman, there are nothing more than three major items in the assessment: sales, profits and payment back! But when readers think about it carefully, these three items have different emphases in different development periods of enterprises. For example, the goal of Shaotian brand electric vehicle in July is to occupy the market, so the focus of the assessment is of course sales volume, and the salesman's assessment score on sales volume makes it the largest! For another example, Shaotian brand electric vehicles have occupied the market in July. In August, boss Shao Tian said, now this market is mine, and I want to make money! Ok, what should we evaluate at this time? Profits, of course-you're right! In September, I found that there was no money in my pocket when I paid for my meal. It's quite embarrassing, because many of the electric cars sold are not in place, so the salesman is in trouble. What is the focus of this evaluation? I said it myself, refund! To sum up, in a word, there is no performance appraisal without working standards!