How to do a good job in employee performance appraisal in production enterprises

"No assessment, no management" has become a classic saying of management. Because the purpose of assessment is not clear, the way and effect of assessment are always unsatisfactory. Assessment often leads to the phenomenon of "three dissatisfaction": employees are dissatisfied, middle managers are dissatisfied, and senior managers are dissatisfied. Evaluation is a good management tool. Why can't it be put into practice after application? The reason is that the top management of the enterprise does not participate, the business department does not become the main body of the assessment, and the assessment is divorced from the strategy and business of the enterprise. Effective management is often simple and practical. Effective evaluation must clarify three basic questions:

Steps/methods

1. First, why do you want to assess?

1, what is a performance appraisal?

Performance appraisal is to track, record and evaluate the completion of tasks by personnel. Performance evaluation is a process of collecting, analyzing and transmitting information about personal performance and work results at work. The definition of performance appraisal is: performance appraisal is a summary of the previous stage of performance management, with the purpose of helping managers and employees improve their performance and get greater promotion!

2. The real purpose of assessment is to improve work performance, enhance employees' ability and realize the company's bottom-up production and operation objectives.

That is, according to the specific requirements, work contents and responsibilities of each position, the personnel engaged in this position are evaluated from the completion of the work. For example, the performance of sales staff is mainly to assess their sales performance;

3. Why should we conduct performance appraisal? There are four reasons:

First, there is no management without assessment, and there is no management without assessment, inspection and supervision, that is, there will be a kind of doing well and doing poorly, because we are not a pot era, because the development of the company should be standardized. Let's think about it. If every job we do is not checked or evaluated, or arranged without being asked, it will become a form. What the chairman often says is that employees are willing to do leadership inspection-

The second is to make an objective and comprehensive evaluation of past work performance, find problems and put forward improvement plans. Through the examination, we can see the problems, improve the management level, improve the work efficiency of employees, and provide the basis for the promotion of employees;

Thirdly, in order to have an objective evaluation of employees, employees, managers and engineers have an objective evaluation of the completion of their work tasks and worksheets after working for a period of time and a fair evaluation of their own abilities. How to make such an evaluation? Words are unfounded, so whether to use such an evaluation to make a fair conclusion. Explain your ability and whether your performance is more convincing through facts.

Fourth, in order to improve work performance, realize effective control of the work process, and keep abreast of every link of any employee's work. This is a test of employees' performance. Through performance appraisal, check the completion of employees' production, operation and task indicators, and verify employees' working ability and business level. Who can do it and who can't, the assessment results are clear at a glance. It is proved that the performance of employees is objective and true through assessment, thus providing the basis for the company to select, appoint and use talents. In short, now is not the time to eat the same pot. Improve everyone's work enthusiasm through assessment, effectively motivate employees and promote the company's faster development! Ensure the completion of all tasks of the company.

Through the above points, it is necessary to conduct performance appraisal.

2. Second, what is assessment? Performance, work tasks, whether it meets the work standards.

Performance appraisal essentially emphasizes the process and is the whole process management of performance. Methods to improve the probability of success through the management of people. Improve performance through people management.

Realize the control of the working process; The implementation of performance appraisal for employees is to realize the restraint and restriction of employees' behavior in the process of work through the evaluation of employees' performance, so as to keep it within a certain range and certain boundaries. Performance appraisal itself is the mutual evaluation, comparison, influence and supervision among employees, and it is also the self-education and self-adjustment of employees. The results of performance appraisal will guide employees with a special force, so that the company can control the whole process of production, operation and management and master the right to use employees, thus ensuring that production and operation produce results and create benefits.

The improvement of employees' own value; For capable employees, the realization of their own value is more important than money. The key to employee's performance appraisal is to let talents realize their own value promotion.

If performance appraisal is regarded as an administrative means of rewarding the superior and punishing the inferior, that's what managers think, so they operate performance appraisal according to this idea. When employees look at it this way, they use various means to get high marks in the assessment. In the end, the performance appraisal has become the last thing that everyone wants to touch, and it has become the focus of everyone's anger and complaints, so the appraisal has become a burden and an extra workload.

First of all, performance appraisal is not a simple scoring, but a summary of performance management. Then, the key word here is performance management and summary. Performance management includes performance planning, performance communication and counseling, performance evaluation and feedback, performance diagnosis and improvement. Therefore, performance appraisal is not simply to grade the form, but to summarize the work, communication and success between the supervisor and the employee. On this basis, find out the shortcomings of both sides in the performance cycle, and then summarize and improve.

From this point of view, performance appraisal is definitely not only as simple as scoring the completion of the form content, but also includes a series of contents, including how supervisors and employees determine the assessment indicators, what are the specific contents of the assessment indicators, how to measure them, how often to measure them, how supervisors, as helpers and supporters, will help employees achieve their performance goals and improve their abilities, what kind of communication methods department heads and employees should maintain, and whether department heads can give timely feedback to employees' performance. Performance appraisal is a comprehensive summary of the above contents, rather than simply filling out forms and scoring, which is only a small part of performance appraisal.

It is easy for managers to get into the subject directly and hold on to the assessment score, thinking that a good assessment score is the completion of performance appraisal, but it is not. Mainly summary and communication. With summary and communication, employees can really get something beyond the assessment score, and these things are the most important for employees. Of course, this is also very important for department heads, because the performance of employees is the performance of department heads in a certain sense. When the performance of employees is improved, the performance of department heads is also improved, and the competence is also improved!

Secondly, the purpose of performance appraisal is to help employees improve their performance, which is the key. Since performance appraisal is to help employees improve their performance, we can't just focus on performance appraisal, not just complete simple actions such as filling out forms and grading, but also do a series of work, including communication, counseling and feedback.

If the company only locates the performance appraisal on the appraisal score, it can only reap complaints and anger; If the company's assessment is based on summary and improvement, the company will be successful.

Performance appraisal has the following functions:

1, performance appraisal is the basis of employment. Conduct a comprehensive quantitative and qualitative evaluation of employees' work, study, growth, efficiency, training and development, and decide whether to hire employees according to the standard requirements of job descriptions;

2. Performance appraisal is the basis for the promotion and demotion of personnel positions. The basic basis of assessment is the job description, whether the work performance meets the job requirements, whether it meets the promotion requirements, or whether it does not meet the job requirements, whether it should be reduced or exempted;

3. Performance appraisal is the basis of talent training. Through performance appraisal, we can accurately grasp the weak links of the work, and can specifically grasp the training needs of employees themselves, so as to formulate practical and effective training plans;

4. Performance appraisal is the basis of determining labor remuneration. According to the requirements of the job description, the corresponding salary system requires fixed salary according to the post, and the realization of the post goal depends on performance appraisal. Therefore, the salary is determined according to the performance, or the performance is measured according to the salary, so that the salary design is constantly improved and more in line with the needs of the company's operation;

5, performance appraisal is a means of personnel motivation. Through performance appraisal, employees' recruitment, job promotion, training development and labor remuneration are combined to give full play to the company's incentive mechanism, which is conducive to the healthy development of the company; At the same time, for employees themselves, it is also convenient to establish a psychological model of constant self-motivation;

6. Performance appraisal and future development. Whether for the company or individual employees, performance appraisal can make a timely and comprehensive evaluation of the real work, which is convenient to find the weak links in the work, find the gap with the actual requirements, keep pace with the times, and maintain the company's sustainable development and personal progress.

3. Third, how to conduct performance appraisal.

1, performance appraisal is based on job descriptions, with job responsibilities and work standards.

2. There must be an assessment plan and objectives, which means there are rules of the game;

3. Make original records. Original records are an important basis for assessment. Everything or work should be recorded and spoken with facts and data.

4. There should be inspection records, and the usual inspections should have detailed records; Query records. Statistics production control records, employee work records, shift records and attendance.

5. The evaluation results should be fed back: its purpose is to let the assessed know what the shortcomings are.

Matters needing attention

A truly effective performance appraisal must grasp the three core issues mentioned above, that is, it must be based on the company's strategic objectives, closely integrated with enterprise management, and establish a high-performance cultural concept. Performance appraisal must start from the top, without the participation of the top, and the performance appraisal system only for middle-level and employees can't be really successful.