What are the methods of performance management and what are their advantages and disadvantages?

The advantages of performance appraisal are . Linking an individual's income directly to his or her own performance will encourage employees to create more benefits without increasing the fixed costs of the organization. So that good performers are rewarded and good performers can be acquired and retained at the same time.

The disadvantages of performance appraisal are

1. Pay for performance encourages competition among employees and destroys trust and team spirit among employees. Employees can block out information, keep experiences between themselves, and may even compete for customers. This approach does not work for companies that must require teamwork to produce good output.

2. Pay for performance encourages employees to pursue high performance. If the employee's performance is not aligned with the interests of the organization (department, company), it may happen that the individual performance improves, but the organization's performance decreases, at which point this method loses its value. For example, a salesman may make a lot of free service promises to customers in order to close a deal, and the company may invest high costs to fulfill the promises.

3. Employees may seek high performance to the detriment of customers. For example, an insurance company salesman who overstates the value of a policy in order to close a deal. When recognized by the customers, they may ask for surrender of the policy, and at the same time, the policyholders will have no trust in the insurance company. Then there is the case of doctors who, in order to increase their efficiency, may prescribe high amounts of medication and perform unnecessary and expensive tests on their patients. Such practices go against the purpose of hospitals and also tarnish their image.

Employee Performance Appraisal

Performance Appraisal Evaluation Form

Employee's Name Position

Department Evaluation Interval Year Month ∽ Year Month

Evaluation Scale and Score Outstanding (10 points) Good (8 points) General (6 points) Poor (4 points) Extremely Poor (2 points)

Evaluation Items Criteria and Requirements Scoring Weights

Self

Rating Directly supervisor's rating Manager's rating General manager

Rating Average score in this column

Work performance

1. Work target achievement (per capita production target, management target) 4

2. Production safety management effect (safety status of people, materials, machines, environment and law)

3. Related technology/quality control or improvement

4. Control or improvement of related technology/quality

4. Stability of the team, smooth operation of the work, the discipline of subordinates

5. 6S management, ISO implementation, the implementation of the system

Working Skills

1. Business knowledge and skills, the ability to make management decisions 2

2. Organizational and leadership ability

3. Ability of communication and coordination

4. Ability of pioneering and innovation

5. Ability of implementation and follow-through

Working qualities

1. Professional ethics and conduct, pay attention to personal demeanor, maintain the company's image

5. sense of responsibility for the work and dedication to the company

Working attitude

1. obedience to the work arrangements, diligence, sincerity,

2. solidarity and teamwork, teamwork

3. punctuality and compliance, pragmatic, proactive, active

4. not to waste time, not afraid of hard work, not afraid to work hard, not to waste time, not to waste time, not to waste time, not to waste time, not to waste time, not to waste time, not to waste time. Waste of time, no fear of hard work, no complaints

5. Work spirit: whether optimistic, enterprising

Signature of the assessor I: Directly under: Manager: General Manager:

Assessment Score Average score of work performance × 4 + average score of work skills × 2 + quality of work × 2 + attitude to work × 2 = Points

Attendance and rewards and penalties

(Provided information by the personnel) Provide information) Ⅰ. Attendance: late, early departure times × 0.5 + absenteeism days × 4 + vacation days × 0.5 + sick leave days × 0.2 = points

II. Punishment: fine/warning × 1 + minor fault × 3 + major fault × 9 = points

III. Reward: commendation times × 1 + minor merits times × 3 + major merits times × 9 = points

Total Score Evaluation Score Points - Ⅰ Points - Ⅱ Points + Ⅲ Points = Points

Level Classification Level A (exceeding the standard or up to the standard/excellent or good): 90-100 points;

Level B (basically meets the requirements of the standard/generally): 80-89 points;

Level C (close to the standard requirements or about the same/passed): 90-100 points;

Level C (close to the standard requirements or about the same/passed): 90-89 points or about the same/qualified): 70~79 points;

Grade D (far below the required standard/poor, need to improve): 69 points or less