What are all the performance appraisal indicators

Question 1: What are the contents of the employee performance appraisal?

Work Attitude

1 Rarely late, early departure, absenteeism, serious work attitude

2 Work never cheat, not burnout

3 Doing things quickly and efficiently

4 Comply with the instructions of superiors

5 In case of trouble in a timely manner, correctly reported to the supervisor

Basic Ability

6 Proficient in the content of the job, with the ability to deal with matters

7 Mastery of personal work priorities

This is a good example of how the performance of an employee can be assessed.

12 Handles things well and correctly

13 Is diligent in organizing, reorganizing, and reviewing his/her work

14 Does his/her job well

15 Can do new work independently and correctly

Accountability

16 Has a strong sense of responsibility for completing the work that is given to him/her

17 Does the work he/she is assigned even if it is difficult

17 As a member of an organization, he/she has a strong sense of accountability for his/her work, even if it is difficult. I have the courage to face difficult tasks as a member of the organization

18 I try to be attentive and avoid mistakes

19 I anticipate the preventability of mistakes and think of ways to prevent them

20 I work calmly and do not get emotionally involved

Coordination

21 I work harmoniously with colleagues

22 I value coordination with colleagues from other departments

23 I am very happy to be a part of the organization and I am very proud to be a part of it.

23 willing to help colleagues at work

24 actively participate in activities organized by the company

Self-inspired

25 review their own strengths, and learn new industry knowledge, vocational skills

26 with a broad vision of their own future with the company

27 whether to listen to others' suggestions and can Listen to others' suggestions, opinions and can correct their own shortcomings

28 show enthusiasm and upward mental state, not to the outside of the work of the dissatisfaction

29 even if it is not the work, and sometimes to make thinking and proposals

30 with a long-term outlook on the development of post work objectives, and put them into practice

The above text is extracted from the "Chinese text library" of the "appraisal awards and penalties system"

The above text is extracted from the "Chinese text library" of the "appraisal awards and penalties system".

The above text is extracted from the relevant text of the column of "Evaluation, Reward and Punishment System" in the Chinese Textbook Library. If you need more related texts, please go to the column to find them.

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Question 2: What are the three main indicators of performance appraisal Performance appraisal indicators refers to the unit or method of clear performance appraisal objectives, the assumption of the business process and the results of managers at all levels of the enterprise to complete the designated tasks of the work performance of the value of the creation of the judgment process. Such as the enterprise staff refers to the implementation of enterprise staff appraisal indicators, including the character of the enterprise staff, work performance, ability and attitude to carry out a comprehensive inspection and evaluation, in order to determine its work performance and potential management methods.

The core of human resource management is performance management, performance management in the most important link is performance evaluation, and performance evaluation is reflected through the assessment of performance indicators. The performance evaluation index is the character, work performance, ability and attitude in a scientific way combined with the organizational characteristics of the division of projects and standards for performance evaluation and performance improvement.

Question 3: What are the scoring methods for performance indicators? Please give examples of common performance appraisal scoring methods are five: ratio method, layer difference method, subtraction method, either/or method and direct sorting method, as well as the method of description, mandatory distribution method.

1. Ratio method

The ratio method generally refers to the actual completion of the target value divided by the planned value (or standard value), calculated as a percentage, and then multiplied by the weighted scores of the target to get the actual assessment of the target score

The general formula for calculating the formula is: A/B * 100% * the relevant scores (A for the actual completion of the value of the plan value, B for the plan value or the standard value) Example: Sales target completion rate = actual retail sales / target retail sales

If the weight of the assessment indicators is 30%, weighted score of 30, the sales target completion rate of 80%, the score is: 80% * 30 = 24 points for the Division I program, the ratio method in the assessment of the sales department is more often used, the sales target completion rate, the task completion rate, the delivery of tasks to complete the rate of the rate of the law is one of the most common methods used by the Department of Sales The sales department is one of the most commonly used methods.

2. Difference method

Difference method is the results of the assessment is divided into several levels, the actual implementation of the results fall within which level, the level of the corresponding score for the assessment of the score

Example: the sales department of the sales target fulfillment rate = the actual retail sales/targeted retail sales

Expectation of the completion of the sales target rate of 80% or more, assuming that the weight of the indicator is 15%, the scoring method is divided into the following 15%, the scoring method is divided into the following three ① more than 100% (including 100%), 15 points ② 100% -90% (including 90%), 10 points ③ 90% -80% (including 80%), 5 points ④ 80% of the following, 0 points

Calculation of the monthly target fulfillment rate falls within which interval, the corresponding assessment scores out

In the April 10 KPI assessment program, the Division 10, the per capita efficiency growth rate and retail sales increase rate in accordance with the layer method of assessment, the layer method is not often used, the length of the interval and the corresponding score is more difficult to determine

3. Demerit method

Demerit method is a method of deductions for the standard score without adding points. In the implementation of the target process when found in anomalies, according to a certain standard deduction, if there is no anomaly is full

Example: sales department sales target completion rate = actual retail sales / target retail sales

Sales department target completion rate of the project score is 30 points, such as expectations of the completion rate of 80% or more, in the 80% below the beginning of the deduction, the sales completion rate of less than 1% deduction 1 point, deduction until the end of the completion rate. Deducted 1 point, deducted until, for example, the sales completion rate of 75%, the score = 30-5 = 25 points Project score = the score - has been deducted points

Our assessment of the sales department of the program, the minus method is mainly used for the use of materials, internal messaging and external messaging, activity plans, activity plan implementation, the implementation of the promoter to prepare the implementation of the assessment of the project is not easy to quantify price control

4. veto scoring method

veto scoring method refers to the results of only two, there is no intermediate state, the completion of the target score, did not complete the score

Example: for the sales department of the completion of a plan, there are only two possibilities, complete or not complete, scoring only two cases, complete the assessment of the item scores, did not complete the score of zero

Previously, the assessment program has not been used.

Previously, the assessment program, did not use the veto scoring method, for the recent out-of-stock rate of inspection, especially on the hand wash out-of-stock situation is very serious, whether to take the veto scoring method, for example, once found to have a hand wash out-of-stock stores scored 0

5. direct sorting method

The direct sorting method is the staff in accordance with the performance of a certain assessment factor from the best-performing employees to the worst-performing employees, to sorting example: sales target completion of the sales target to complete the assessment of full marks, did not complete 0 points. Sorting example: sales target fulfillment rate = actual retail sales / target retail sales

All the positions of the same assessment of the target fulfillment rate of personnel from high to low ranking, in accordance with the order of the ranking of the score, such as the first 100 points, the last 50 points, ranked in the middle of the ranking with the ranking of the former to the latter, the score between 100 and 50 in order of decreasing the difference between the single score = 100 - 50 (M-1)/(N-1), M for the noun, N for the total number of rankings

The ranking method in the appraisal program is more complex, some of which also involves the contribution of the score, a little simpler is based on the size of the rate of completion of the direct rankings and then according to the rankings from high to low, the corresponding set of scores from high to low

6. Explanation

Explanation of the method is mainly to need to be on the performance appraisal results may occur several times, the results of the performance appraisal. The performance appraisal results may appear in several situations to explain, and set each situation corresponding to the scoring method

Example: the sales department assessment program ...... >>

Question 4: What does the employee performance appraisal index include Employee performance includes two aspects: 1, skills. 2, discipline. The middle level is dominated by management aspects. Performance appraisal of the most critical is to quantify, at the same time to lead from top to bottom according to the company set the goal into the wreckage decomposition. The more quantitative the clearer, the less rebellious employees. Different industry standards are not the same, but it must be the leadership to take the lead in the development of assessment indicators and quantitative indicators, to reach **** knowledge in the assessment.

Question 5: What are the data indicators to assess the performance appraisal indicators for promotional positions Employee performance consists of two aspects: 1, skills. 2, discipline. The middle level is dominated by management aspects. Performance appraisal of the most critical is to quantify, at the same time to lead from the top to the bottom according to the company set the goal of decomposition. The more quantified the clearer, the less rebellious employees. Different industry standards are not the same, but it must be the leadership to take the lead in the development of assessment indicators and quantitative indicators, to reach **** knowledge in the assessment.

Question 6: What are the specific indicators of performance appraisal? The more detailed the better In March 1958, the Party Central Committee meeting in Chengdu, *** comrade once put forward "drum up energy, strive for excellence, fast and economical construction of socialism," the basic idea of the general line.

In fact, this sentence in the "more fast and economical" has been very accurate to encapsulate the essence of the performance appraisal, so the general application of a wider range of units of the assessment indicators are mainly the following four points:

1, the number of: who completed the number of his number of performance is also more, quantitatively is the indicator;

2, the progress of the number of: "the number of" is also more than the number of "the number of". p>

2, progress: who can complete the task in effective time, this part of the task in order to generate performance;

3, quality: this does not need to be explained, but usually it is difficult to evaluate and quantify the quality of the assessment of the management aspects of the subjective scoring;

4, the cost; spend the least amount of money and resources to do the most things, which is the leadership of the most preferred employees. For some positions may not have the opportunity to consume as many resources, but like procurement and other departments this accounted for the weight will be greater.

Progress, quality, cost is a measure of productive enterprises internal control of gold indicators, reflecting the strength of the enterprise, from these three aspects to break down the indicators, the road is not wrong, some companies are to complete the number of indicators to replace the progress.

Non-productive units can not escape these three points, just decomposition to be more difficult to do the actual situation

This is the assessment of enterprises or departments, the assessment of personal words is usually "moral ability, diligence and performance", the leadership and then add a "clean", "fast and easy", "fast and easy", "fast and easy", "fast and easy", "fast and easy", "fast and easy", "fast and easy", and "fast and easy".

Appraisal is about the use of a common point is the implementation of the strong implementation of the unit does not need any assessment, just rely on their existing rules and regulations will be enough to cope with the management of the enterprise more than enough, and now the appraisal system to promote so fast, are some of the brain-dead leaders used to play some of the tricks of the game, the assessment is not the purpose, but just for the purpose of letting the enterprise management looks more fast food some, pseudo High-end tricks;

appraisal also pay attention to a practical, borrowed from the Internet to move so much, a lot of energy, but in the end it can give the enterprise service how much it can produce what role it is, is it each person monthly awards and penalties of a few dozen dollars? Feel useless might as well save some human and material resources;

By Kai Kai

Question 7: What are the data analyst performance assessment indicators What exactly should be assessed?

Managing employee performance is to improve the ability of each person to create performance. According to relevant expert research, the ability of employees to create performance has three forms of existence:

The first form of existence is the "ability to hold state". The first form of existence is the "ability to hold state", that is, the employee has the ability to create which aspects of performance? This ability is strong to what extent? And so on. Employee "ability to hold state" performance appraisal indicators we call it "ability to assess indicators".

The second form of existence is the "ability to play state", that is, the employee in the process of creating performance, to play their own ability, the enthusiasm, initiative: he has the ability to do so, but he is willing to work hard? The so-called "ability to play state", is the employee in the work process to show the intensity of responsibility. The so-called "ability to play state" is the employee in the work process to show the strength of responsibility, initiative, professional ethics and so on. Employee "ability to play state" performance appraisal indicators we call it "attitude assessment indicators.

The third form of existence is the "ability to transform state". That is, employees in the process of creating performance, the ability to show the actual effect: you have the ability to sell energy, that your efforts have not really been converted into the final performance of the enterprise needs? The "ability to transform the state" of the performance appraisal indicators we call it "performance appraisal indicators".

Employee performance management work to focus on the assessment of content is "ability", "attitude", "performance" three aspects. Then, "ability", "attitude" and "performance" what kind of dialectical relationship between the three?

Before the work, we will first examine the employee's "ability to hold state" - the ability level. In the work, we see the employee's "ability to play state" - how the attitude. After the work, we pursue this employee's "ability to transform state" - how the performance.

As we all know, the former national team coach Milo in the training of the Chinese soccer team, there is a written in the hat on the famous saying - "attitude determines everything". Why did the old rice say so, his thought is very obvious: the ability of the Chinese team is so low: within one year and six months want to improve, it is too difficult! The second best thing to do is to seek the best play on the existing ability. In this situation, Milo of course, the importance of the work ethic to highlight. This is a very good performance "ability", "attitude" and "performance" of the three dialectical relationship between the actual case.

What are the principles of designing assessment indicators?

Some foreign management experts have summarized the design of performance appraisal indicators into one English word: "SMART". In fact, here the "SMART" is not a word, is the head of five words together with a set of symbols, a letter a meaning:

S (specific) refers to the design of performance appraisal indicators should be refined to the specific content, that is, the team's leading performance objectives, and with the changing scenario and the changing content.

M (measurable) refers to the performance appraisal indicators should be designed as employees can operate through the labor, the results can be quantified indicators.

A (attainable) refers to the performance appraisal indicators should be designed to achieve through the efforts of employees, within the time limit to do the goal.

R (realistic) means that the performance appraisal indicators should be designed as "observable, demonstrable and realistic" goals.

T (time-bound) means that performance indicators should be time-bound, focusing on the efficiency of the indicators.

This paragraph points out the basic principles of designing employee performance appraisal indicators. We summarize the logic of his ideas, the design of employee performance appraisal indicators should follow the principle of three:

First, we must pay attention to the relevance of team performance

The modern enterprise is a cooperative labor organization, which requires business management must pay attention to the cultivation of the team spirit, to strengthen the sense of cooperation. And to achieve this, just count on encouragement, call, inspire awareness, not touching the issue of interests, is not helpful. Must form the material basis of team cohesion, the formation of "solidarity and cooperation is not enough, the personal interests of less; no solidarity and cooperation, you can not get personal interests", that is, as the saying goes, "the big river is full of water, the big river is less water, the little river is dry," the pressure. This pressure must be specifically reflected in the distribution of benefits through employee performance management, may have an impact.

Treatment of these two things, one is to have a strict functional distinction, can not be mixed up, there is a bias; two is to pay attention to the cooperation between each other, grasp the fire, strength, and strive to complement each other.

In view of the employee performance management and entity performance management is so highly correlated, we emphasize that in the design of employee performance appraisal indicators must be thought of:

First, the employee performance management is to entity performance management ...... >>

Question 8: What are the standards of performance appraisal indicators for sales staff I. Appraisal principles

1. Performance appraisal (quantitative) + behavioral assessment (qualitative).

2. Quantitative to do strictly to the company's income performance as a standard, qualitative to do fair and objective.

3. The assessment results are linked to employee income.

Second, the assessment standards

1. Sales staff performance assessment standards for the company's operating income indicators and targets for the month, the company will be adjusted once a quarter.

2. Behavioral assessment standards for sales staff.

(1) the implementation of compliance with the company's work system, attendance system, confidentiality system and other company regulations on behavior.

(2) Performance of the behavior of the work of the department.

(3) The behavior of the completion of work tasks.

(4) Compliance with national laws and regulations, social morality behavior.

(5) Other.

Among them: behavioral performance in the month qualified for more than 0.6 points, good behavioral performance for more than 0.8 points, excellent behavioral performance for a full score of 1 points. If the month can have a few outstanding performance, outstanding performance can be up to 1.2 points.

If there is a violation of national laws and regulations, serious violations of company regulations, work accidents, serious errors in the workplace, the behavioral assessment scores are all 0 points.

Third, the assessment content and indicators

Sales personnel performance appraisal table is shown in the table below.

Sales staff performance appraisal table

Appraisal items assessment indicators weight evaluation standard scoring

Work performance quantitative indicators sales completion rate of 35% of the actual completed sales ÷ planned completed sales × 100%

Appraisal standard of 100%, for each lower than 5%, deduct 1 point

Sales growth rate of 10% compared with the previous month or year's sales performance. Compared with the previous month or year's sales performance, each increase of 1%, plus 1 point, negative growth does not deduct points

New customer development 15% for each new customer, plus 2 points

Qualitative indicators of the market information collection of 5% 1. Complete the collection of market information within the specified time, otherwise 0 points

2. Collected each month, the validity of the information shall not be less than × ×, and each less than one point deduction

1 point

The assessment standard is 100%, each less than 5% deduction 1 point

Report submission 5% 1. In the specified time to the relevant report to the designated place, not according to the specified time to hand over, for 0 points

2. The quality of the report scored 4 points, not to meet this standard, for 0 points

The implementation of the sales system 5% for each violation of this item deducted 1 point

The work of the ability to analyze the ability to judge the 5% 1 point: weak, not able to make timely and correct analysis and judgment of the market. Can not make timely and correct analysis and judgment

2 points: general, can be a simple analysis of the problem and judgment

3 points: strong, can analyze and judge the complexity of the problem, but can not be flexibly applied to the actual work

4 points: Strong, can quickly make a more correct judgment of the objective environment and can be flexibly applied to the actual work to achieve a better sales performance

The sales system implementation of 5% of each violation of this deduction of 1 point. Good sales performance

Communication ability 5% 1 point: can clearly express their thoughts and ideas

2 points: a certain degree of persuasive ability

3 points: can effectively resolve conflicts

4 points: can flexibly use a variety of conversation skills and communication

Flexibility to adapt to changes in the objective environment, can flexibly take appropriate measures

4 points: can flexibly use a variety of conversation skills and communication

Flexibility to adapt to changes in the objective environment, can be flexible Take appropriate measures

Work attitude staff attendance 2% 1. Monthly staff attendance rate of 100%, scored full points, late once, deduct 1 point (3 times and less)

2. Monthly cumulative late more than three times, the score is 0

Code of Conduct 2% violation of a 2-point deduction

Sense of Responsibility 3% 0 points: sloppy work. Can not quality and quantity to complete the work task and the work attitude is not serious

1 points: consciously complete the work task, but the work of the mistakes, sometimes shirk their responsibilities

2 points: consciously complete the work task and responsible for their own behavior

3 points: in addition to their own work, but also take the initiative to take on the company's internal additional work

Service consciousness 3% of a customer complaint, deduct 3 points

Fourth, the assessment method

1. Employee assessment time: the first working day of the next month.

2. Employee assessment results announcement time: the third working day of next month.

3. Employee assessment of the amount of income linked to: 20% of the monthly salary; performance appraisal amount of 15%; behavioral assessment amount of 5%.

4. The formula for calculating the employee assessment-linked income is: z=

The meaning of the specific indicators in the formula is shown in the table below.

The meaning of specific indicators in the formula

Indicator Meaning

A performance appraisal of different departments

B behavioral appraisal amount

C performance appraisal indicators for the month

X the company's revenue for the month

Y the score of the employee's behavioral appraisal in the month

Z employee appraisal of the month linked to the income of the Actual income

5. Float of employee assessment-linked income ...... >>

Question 9: What are the main scoring methods of performance appraisal indicators The scoring methods of performance appraisal are mainly based on the results of the formula of the indicators, and the points assigned to the appraisal indicators. There are five commonly used scoring methods for appraisal indicators: layer difference method, subtraction method, ratio method, either/or method and description method.