The most commonly used performance evaluation methods

The most commonly used performance evaluation methods

Introduction: Performance appraisal is one of the important parts of an enterprise. What are the commonly used performance appraisal methods? Look what I brought you. Common performance appraisal methods? There may be something you need.

Common performance appraisal methods of inventory enterprises

Performance appraisal is one of the common means of modern human resource management, but many enterprises often have many problems in the process of performance appraisal, such as unclear responsibilities, mutual shirking, unfair appraisal results not being recognized, too much water in the appraisal and so on. There are many reasons for the problems in performance appraisal, such as: adopting the wrong appraisal method, not subdividing the work in advance, and not setting posts and responsibilities; The performance appraisal method adopts negative incentives, which makes employees complain about their performance; Lack of strategic human resources management, so that performance appraisal can not be linked with the actual situation of the company? From the perspective of human resources, this paper analyzes several ways of performance appraisal and its influence. Each has its own advantages and disadvantages, and each has its own emphasis. I want to share it with you, hoping to help the performance appraisal of enterprises.

1、? PDCA closed loop? Examination method

The so-called PDCA, that is, planning, implementation, inspection and action, was first put forward by American quality management expert Deming. No matter what kind of work is inseparable from PDCA cycle, every work needs to go through four stages: planning, implementation, inspection, adjustment and continuous improvement. For human resource managers, this is an effective tool to control the management process and evaluate the quality and performance of work. At present, it has been successfully applied to some enterprise management software.

Taking Beisen tita.com, the most effective application of PDCA, as an example, in the new assessment module to be launched in Beisen tita.com, based on the tita.com platform, business leaders or department heads initiate performance assessment activities under the department, and employees create assessment targets after receiving performance notices. While setting assessment objectives, you can get through all work plans and project tasks in tita.com, import all planned and unplanned daily project tasks with one click, synchronize all work status and assessment results, and feed them back to the employee assessment form most intuitively. Through flexible assessment process configuration, employees can easily complete the self-assessment link, and superior leaders can intuitively give comprehensive scores according to the daily execution process and task results, and finally summarize and generate an employee assessment result.

Beisen tita.com emphasized that through the closed-loop performance process of PDCA, the reporting relationship between superiors and subordinates can be communicated in real time, and a planned task can be given timely feedback, so as to truly improve performance in each specific work. The advantages of this performance management are: first, the formation of incentive mechanism; Second, effective management; The third is to clarify the task; The fourth is to achieve self-management.

2.360-degree performance feedback method

360-degree assessment method, also known as all-round assessment method, was first put forward and put into practice by Intel Corporation. This method refers to the evaluation of employees' performance through feedback from different subjects such as employees' supervisors, colleagues, subordinates, customers and employees themselves. 360-degree assessment has its own advantages. First, it breaks the traditional examination system in which superiors examine subordinates, thus avoiding the appearance of examiners in the traditional examination? Halo effect? 、? Central trend? 、? Tight or loose? 、? Personal prejudice? And then what? Blind spot for assessment? And other phenomena. Second, it reflects different opinions of different appraisers on the same appraiser, and more comprehensive feedback information is helpful to improve appraisers' abilities in many aspects. The third is a way for employees to participate in management. However, almost perfect tools often have fatal shortcomings: first, they become a way for some employees to vent their personal anger. Some employees don't face up to the criticisms and suggestions of superiors and colleagues, but turn work problems into personal emotions and take advantage of assessment opportunities? Personal? . Second, the assessment and training work is difficult. The organization should train all employees in the assessment system, because all employees are both examiners and examinees. Surgery is also difficult and risky.

3, key performance indicators assessment methods

Key performance indicators (KPI) are the decisive factors to complete a task and be competent for a post. It is a measure based on job responsibilities and closely related to employees' work tasks, which reflects the focus of each job. During the assessment, select 3-5 important indicators closely related to employees' current work from the assessment indicators of each position, and take this as the standard to assess employees' performance. When used alone, key indicators measure the ability and quality of employees, not their job performance, and can also play a certain role in comprehensive evaluation, which is suitable for annual or phased evaluation of employees' ability and quality, but not for short-term goal realization.

Operation difficulty index: risk index:

4、? Virtue and diligence? Examination method

This is a traditional performance evaluation method in China and a typical fuzzy evaluation. Most state-owned enterprises and government agencies use this assessment tool. This evaluation tool is more comprehensive in content, not just evaluating performance, de Qin Neng? It also accounts for a very large part. ? But can Germany be diligent? The biggest problem with the assessment method is that human factors account for a large proportion and are subjective. Sometimes? Good people? 、? Mediocre? The assessment score will be high, and the assessment results will be out of touch with the actual performance. As an evaluation tool, it has the highest risk.

As can be seen from the above analysis, each performance appraisal method has its own shortcomings and limitations, and the applicable company types and scales are also different. In addition, different cultural backgrounds also affect its effectiveness. For enterprises, there is no need to deliberately pursue or deliberately imitate the performance tools of those advanced enterprises in the world. The key is to thoroughly understand the management reality of the enterprise itself and choose the most suitable performance management tool? Appropriate is the most effective!

Performance appraisal is an important part of human resources. The implementation of performance appraisal is not only beneficial to the management of enterprise development, but also plays a great role in human resources. The following summarizes the role of performance appraisal in human resources:

First, performance appraisal is the basis for deciding personnel deployment and job promotion.

Before deploying personnel, enterprises must understand the employment situation of employees, post analysis and investigation of the degree of matching between people and posts, and the main means of these work is performance appraisal.

Second, performance appraisal is the basis of talent training.

Talent training is the basic means of human resources development. The development of enterprises in thldl.org.cn should strengthen the education and training of employees. However, there are also some shortcomings, mainly the low enthusiasm of employees, poor initiative, poor pertinence, single training method and lack of effective education and training evaluation system.

Third, performance appraisal is the need of employees' career development.

Different from the general reward and punishment system in enterprise development, career management focuses on helping employees realize their career planning. In the process of realizing personal career, employees will move from one post to another, from a lower level to a higher level, along the originally designed development path, until they reach their career goals.

Fourth, performance appraisal is a means to motivate employees.

Rewards and punishments are the main content of incentives, and rewards and punishments are clearly the basic principles of human resource management. To make rewards and punishments clear, it is necessary to conduct performance appraisal scientifically, strictly and fairly, and decide the object and grade of rewards and punishments according to the results of performance appraisal.

Verb (abbreviation of verb) performance appraisal is the basis of personnel appointment. The standard of personnel appointment is to have both ability and political integrity, and the principle of personnel appointment is to learn from each other's strengths. 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.

Six, performance appraisal is the basis of salary distribution.

Distribution according to work is a recognized principle of employee distribution in enterprise development. It goes without saying that accurate measurement? Old? Quantity and quality are the premise of implementing distribution according to work.

Seven, performance appraisal is to guide and encourage the development of leading cadres in enterprises.

By giving full play to the guiding and encouraging role of performance appraisal, the executive power of leading cadres in enterprise development will be further enhanced, and leading cadres in enterprise development will be promoted to firmly establish and implement Scientific Outlook on Development and the correct outlook on political achievements, thus forming an atmosphere of serious management and single-minded development.

Performance appraisal is a systematic project, which permeates all aspects of enterprise management and plays a great role in ensuring the normal operation of enterprises and improving their economic benefits. Operators and human resource managers of enterprise development should actively strengthen the study of relevant knowledge of performance appraisal and arm the modern management system with scientific theories. Through regular training and publicity, we will spread the contents, methods and effects of performance appraisal to every employee in the development of enterprises, and give full play to the enthusiasm and initiative of employees under the encouragement of scientific and reasonable reward and punishment system. In addition, it is necessary to strengthen the combination of performance appraisal and salary management to ensure that the two measures play a stronger role in human resource management.

The essence of salary management

Salary management is an important factor that affects how and why people choose to work in one organization instead of other organizations. In order to attract and retain competent employees, employers who have prepared various salary types must be more competitive.

Wage type

Salary can be internal or external. Intrinsic rewards include praise for completing tasks or achieving specific performance goals. Other influences of salary on psychology and society are the embodiment of internal salary. External rewards are tangible, including monetary and non-monetary forms. The composition of salary plan includes two forms. Direct compensation, that is, employers reward employees' work in the form of money. Indirect remuneration, such as health insurance, is provided by the employer to all members of the company. Basic salary and floating salary are the two most common forms of direct salary.

Basic remuneration

Basic salary is the basic salary that employees get, usually in the form of salary or salary, which is called basic salary. Many organizations adopt two basic forms of payment, hourly and monthly, which are distinguished according to the distribution of wages and the nature of work. Hourly wage is the most common payment form based on working hours, and employees are paid by the hour according to working hours. In contrast, salary is a fixed reward that people get at a certain time, regardless of the specific working hours. Salaried employees usually have higher status than salaried employees. Some companies insist on using the salary system for all employees and office staff on the production line to strengthen employees' loyalty and investment in the organization. However, according to state and federal laws, they still have to pay some employees overtime.

Variable reward

Another kind of direct salary is variable salary, which is a form of salary directly related to the performance of individuals, teams and organizations. For most employees, the most common forms of variable compensation are bonus and short-term incentive compensation. Managers usually get longer-term compensation, such as options. Variable salary includes the salary of managers.

welfare

Many organizations provide a lot of external returns in an indirect way. In this kind of indirect salary, employees get tangible value gains, not money. Welfare is such an indirect reward, which is given to one or some employees who are qualified to become employees of the company, regardless of their performance, such as medical insurance, paid holidays, pensions and so on.

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