What is the performance appraisal system

Brief Analysis of Enterprise Employee Performance Appraisal System

Summary: Performance appraisal, referred to as performance appraisal, is one of the core functions of human resource management, and the meaning of performance can be understood from the perspective of work behavior and work results. The construction of employee performance appraisal system is a systematic project, including planning, implementation, assessment, feedback of assessment results and processing and application of assessment results. First of all, we should update our concepts and realize that performance is not tested, but managed through a scientific system.

generally speaking, performance appraisal refers to the process of collecting, analyzing, evaluating and giving feedback on the performance and work results of employees in their posts based on established standards. Performance appraisal is an internal management activity of an enterprise, which evaluates the actual contribution of employees according to job requirements in the process of implementing business strategy and human resource management, emphasizing the particularity of each person and position. Judging from the implementation results, it includes the functions of management, supervision, guidance, education, encouragement and help.

Keywords: performance appraisal, employees, human resources and scientific system

In order to improve their competitiveness and adaptability, many enterprises are exploring effective ways to improve productivity and organizational performance, and organizational restructuring, layoffs, flattening and decentralization have become the mainstream trends of contemporary organizational change. If an enterprise wants to achieve the harmony between the individual performance of employees and the overall performance of the enterprise, it must establish an effective performance management system, that is, "performance management".

Enterprise employee performance management is the management of various elements in the process of performance realization, and it is a management activity based on enterprise strategy. Performance management is a kind of management activity through the establishment of enterprise strategy, goal decomposition, performance evaluation, and the application of performance results in daily management activities of enterprises, in order to motivate employees to continuously improve their performance and finally realize organizational strategies and goals.

performance appraisal is an important basis for enterprise personnel decision-making. How to improve the quality of human resources in enterprises, effective performance management is a key link, and the normal operation of any link in human resources development and management of enterprises is inextricably linked with performance management.

I. the meaning of performance appraisal

performance appraisal, referred to as performance appraisal for short, is one of the core functions of human resource management, and the meaning of performance can be understood from the perspective of work behavior and work results. From the perspective of work results, performance is an output record produced by a specific job function or activity in a specific time; From the perspective of behavior, Campbell believes that performance is an observable thing that people do that is related to organizational goals; Berman and Muttweedru believe that performance is a work behavior with evaluable elements.

the construction of employee performance appraisal system is a systematic project, including planning, implementation, assessment, feedback of assessment results and processing and application of assessment results. First of all, we should update our concepts and realize that performance is not tested, but managed through a scientific system.

second, the characteristics that an excellent enterprise's performance management should have

1. Clear and consistent and encouraging strategy

Correct and clear thinking can make employees move in a consistent and correct direction, and ambitious strategy can make employees feel the grand development direction and goal of the enterprise very clearly, which can mobilize and inspire employees' fighting spirit and morale to the maximum extent, and also give employees a sense of belonging in the direction of concerted efforts.

2. Aggressive and measurable goals

Most enterprises will set two sets of goals, one is the basic goal that must be achieved, and the other is the challenging goal that needs to be achieved through hard work. It doesn't make sense to set goals too high or too low: too high a goal will make people feel afraid, and too low will make people relax and pursue nothing.

3. Organizational structure in harmony with goals

In order to effectively achieve organizational goals, it is necessary to establish an organizational structure in harmony with goals. Different strategies need different organizational structures. For the same strategy, different organizational structures have different satisfaction with the strategy and different influences on the process of realizing the strategic objectives. For example, the functional organizational structure is difficult to meet the strategic goal of diversification and internationalization, while the matrix organizational structure is easier to cooperate with the realization of this strategic goal. Therefore, when the strategic objectives of an enterprise are determined, an organizational structure that is consistent with the strategy and objectives should be established.

4. Transparent and effective performance communication and performance evaluation

Performance evaluation based on performance communication is the core link of performance management. It is a working system that through effective two-way or multi-way communication between post managers or post-related personnel and employees in this position, based on assessment standards and relevant information on actual work completion, assessment results are formed on the basis of analysis and judgment, and the performance results are fed back to employees.

Performance communication is an important part of performance management, and the main purpose of performance communication is to improve and enhance the relationship between the appraiser and the examinee; Analyze, confirm and display the strengths and weaknesses of the assessed, and help the assessed to make good use of the strengths and weaknesses; Clarify the development and training needs of the assessed, so as to complete the work more effectively in the future; Reflect the work performance of the assessed at the present stage, and set the target for the assessed at the next stage as the standard of future work performance.

5. Rapid and extensive application of performance

At present, the main purpose of most enterprises' enterprise management is the distribution of performance pay. In fact, the application of performance includes the following six aspects: salary adjustment, performance salary distribution, level promotion and position adjustment, education and training, activation and precipitation, and guiding employees' career development.

3. Misunderstandings in the management and operation of performance appraisal system

1. Unscientific setting of performance indicators. In practice, many enterprises are pursuing the comprehensiveness and integrity of the index system. The performance indicators used are usually the completion of business indicators on the one hand, and a series of factors such as work attitude and ideological consciousness on the other hand. Including safety indicators, quality indicators, production indicators, equipment indicators, political indicators, etc., different professional management lines independently manage a set of indicators, which can be said to be comprehensive. However, how to make the assessment standards as quantitative and operational as possible and combine them with performance plans is not well considered; Moreover, as performance management, we should mainly grasp the key performance indicators, establish personalized assessment indicators for different employees, and guide employees' behavior to the organization's target direction. Too complicated indicators in Otawa can only increase the difficulty of management and reduce employees' satisfaction, which will affect the guiding role of employees' behavior.

2. Performance management is out of line with strategic objectives. In reality, when many enterprises carry out the assessment at the end of each year, the performance targets of all departments are very good, but the overall performance of the company is not good. The main reason is that there is a problem in the decomposition of performance objectives, that is, the performance objectives of various departments are not decomposed layer by layer from the enterprise's strategy, but are put forward according to their respective work contents, that is, the bottom-up review, not the top-down decomposition. In this way, performance management and strategy implementation are out of touch, so it is difficult to guide all employees to the organizational goals. Performance management, as an effective tool for the implementation of enterprise strategy, is the key to whether the strategic objectives can be decomposed and implemented to every employee, so that every employee can take responsibility for the realization of enterprise strategic objectives.

3. Subjectivity of performance appraisal. A sound personnel appraisal system aims at judging the potential development ability of employees through the evaluation of their work in the past period of time, and serves as the basis for rewarding and punishing employees. However, in practice, the correctness of evaluation is often biased by human factors. Most of the defects in the personnel management system come from the subjectivity and one-sidedness of the assessment, and the results will inevitably affect the credibility and validity of the performance appraisal.

fourth, the role of performance appraisal

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, which is the development of employees and jobs. Peter Drucker said: "The purpose of organization is to achieve synergy through the combination of workers' strength 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 for determining personnel deployment

Through performance appraisal, we can understand the use of personnel and the degree of personnel cooperation, and find that some people's quality and ability have exceeded the requirements of their current jobs, so they can be promoted to their positions; It is found that other people's quality and ability can not meet the requirements of their current jobs, so they should be demoted; It is found that there are still some people who are not good at it, or whose quality and ability have changed across departments, 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 "doing a good job". After examination, the political quality, psychological quality, knowledge quality and professional quality of personnel are evaluated, and on this basis, the ability and expertise of personnel are inferred, and then the suitable position is analyzed, so that people can be matched according to their posts and their talents can be fully utilized.

3. Performance appraisal is the basis for personnel training.

Personnel training should be targeted, and supplementary learning and training should be conducted for the shortcomings of personnel. Therefore, the premise of training is to accurately understand the quality and ability of all kinds of personnel, determine the quality of employees and existing problems 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 for determining labor remuneration.

Salary management within an enterprise must conform to the principle of matching labor pay with remuneration, and accurately measuring the quantity and quality of "labor" is the premise of implementing distribution according to work. Only by close correlation between job performance and 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, the objects and grades of rewards and punishments are decided, and the advanced and the backward are encouraged, so that rewards and punishments are clear, which is conducive to improving employees' work enthusiasm and achieving organizational goals well. Pay according to performance and regard performance as the basis for transfer, promotion, demotion or dismissal, which completely breaks the "big pot" and enables employees to compete in a fair environment, not only horizontally comparing with others' income or promotion under the same objective standard, but also vertically comparing with their past income or promotion. If the comparison results are balanced, he will feel fair. Performance appraisal sets the assessment objectives 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.

performance appraisal has a wide range of applications. Applying the results of performance appraisal to human resource planning, recruitment, selection, salary, promotion, deployment and dismissal will help enterprises make correct human resource management decisions. When applied to human resources development, it can provide information about employees' strengths and weaknesses, help employees create better performance in their existing posts, strengthen targeted training for employees, and provide suggestions for employees' career and career path design.

V. How to effectively implement the performance appraisal of enterprise employees

1. Give full play to the information feedback function of performance appraisal to the whole management system, and carry out effective job analysis

That is, clarify the job responsibilities and the quality requirements of post employees, and determine which performance elements are necessary to complete the work. Only when the job responsibilities are clearly defined can the actual work behaviors of all work teams and employees within the enterprise be assessed in a targeted manner, and the fitting degree between their behaviors and the duty norms required by the enterprise can be judged, which can be used as the measurement standard and assessment basis of performance. In the whole process of assessment, there must be close cooperation between management and employees to solve the problem of information asymmetry in cooperation.

2. Establishing a performance appraisal system

The construction of a performance appraisal system is a systematic project, including planning, implementation, assessment, feedback of assessment results and processing and application of assessment results. First of all, we should update our concepts and realize that performance is managed through a scientific system; Secondly, it is necessary to clarify the objectives of performance management; Then we must carry it out; Finally, summarize the assessment.

3. Design the evaluation index system and select the appropriate performance evaluation tools

According to the individual situation of the enterprise, formulate an operational index system combining quantitative and qualitative indicators. It should be noted that if there are too many indicators, the calculation will become cumbersome, and some important indicators will be submerged and it will be difficult to show their important influence. Each evaluation tool has its advantages and disadvantages. Although the performance appraisal theory advocates that it is a performance appraisal tool linked with specific work behaviors, enterprises are more willing to accept relatively simple performance appraisal methods.

4. Improve work performance standards, use clear performance factors

Improve the enterprise's work performance evaluation system, combine qualitative investigation and quantitative assessment of employees' abilities and achievements, establish objective and clear management standards, conduct quantitative assessment, and use data to convince people. It is best to define the elements of performance appraisal with some descriptive language. For example, "very good"-most aspects of job performance obviously exceed the requirements of the position, and job performance has always been of high quality; "Good"-competent and reliable work performance level, which meets the requirements of work performance standards. This will make it easy for appraisers to understand the evaluation results. Avoid using abstract element names such as "loyalty" and "selflessness" unless they can be confirmed by observable behavior.

5. Reduce the subjectivity of appraisers and pay attention to the feedback of performance appraisal

Selecting more objective appraisers for performance appraisal is an important part of objectifying evaluation; Train examiners to use assessment tools correctly, and guide them to use performance assessment standards when making judgments; Try to use more than one appraiser to complete the performance appraisal of the same object independently. Enable the appraiser to have frequent daily contact with the assessed employees; Inform employees of the assessment conclusions as appropriate in a timely manner; Provide correct guidance to employees with poor work performance when appropriate.

6. Establish a review system such as appeal

Establish a formal appeal channel and the formulation of performance appraisal results by the superior personnel department, and be responsible for employees and enterprises. In case of layoffs or dismissals, the relevant written materials for job performance appraisal should be sorted out, the reasons for layoffs or dismissals should be explained, and related matters should be properly handled.

the ultimate goal of performance management is to fully develop and utilize the resources of each employee to improve organizational performance, that is, to improve organizational performance by improving employee performance.

performance planning is a process in which managers and employees discuss with each other to determine what work should be completed and what kind of performance should be achieved during the employee assessment period. As managers and employees in the stage of employee performance planning, they should communicate fully, and make clear what employees should do and to what extent during the assessment period in order to achieve the organization's business plan and management objectives, that is, make clear the employee's performance objectives and agree on the criteria for employee success. <