The role of performance evaluation

Performance appraisal is an important basis for selecting and employing people. The standard of personnel appointment is to have both ability and political integrity, and the principle of personnel appointment is to act according to one's abilities. Let's take a look at what I have brought to you. What is the function of performance appraisal? There may be something you need.

What is performance appraisal?

Performance appraisal is usually also called performance appraisal or? Performance appraisal? According to the work undertaken by each employee in the enterprise, various scientific qualitative and quantitative methods are used to assess and evaluate the actual effect of employee behavior and its contribution or value to the enterprise. It is an important content of enterprise personnel management and one of the powerful means of enterprise management. The purpose of performance appraisal is to improve the efficiency of each individual through appraisal and finally realize the goal of the enterprise. Enterprises need to do a lot of related work to carry out performance evaluation. First of all, we should make a scientific explanation of the meaning of performance appraisal, so that the whole organization can have a unified understanding.

Performance evaluation is an indispensable management tool for modern organizations. It is a management system that regularly reviews and evaluates employees' work performance, which means that supervisors or related personnel systematically evaluate employees' work. Effective performance appraisal can not only determine the contribution or deficiency of each employee to the organization, but also provide decisive evaluation data for the overall human resource management, so as to improve the feedback function of the organization, improve the work performance of employees, boost morale, and serve as the basis for rewarding employees fairly and reasonably.

Seven Functions of Performance Appraisal of Human Resources

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.

Principles of performance evaluation

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, the principle of single evaluation

The evaluation of employees at all levels must be made by the assessed? Direct superior? Go on. 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. This does not rule out the adjustment and correction of the evaluation results by indirect superiors. Single-head evaluation clarifies the responsibility of evaluation, makes the evaluation system consistent with the organization and command system, and is more conducive to strengthening the command function of business organizations.

4, the principle of public 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, the 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. Difference principle

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.

This is what I gave you? What is the function of performance appraisal? I hope you like it!

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