Model essay on self-evaluation of enterprise employees' performance appraisal (three articles)

Model essay on self-evaluation of employee performance appraisal

In the performance appraisal of many enterprises, there is a "employee self-evaluation" link, that is, employees first score their own performance during the appraisal period, and then submit it to their immediate superiors for adjustment, and finally get the employee's performance score. In the performance system with direct superior assessment, there are only two purposes of employee self-assessment: 1, which is the fastest data source of quantifiable indicators; 2. Reflect employees' participation in performance appraisal; However, if the appraisers don't have a clear understanding of employees' self-evaluation, it will lead to significant deviation and even failure of the appraisal results. We know that there are many possible errors in performance appraisal, such as different leaders' personal scales and average tendencies. , so what are the factors that lead to errors in the self-evaluation link?

First, everyone's personality is different, and the self-evaluation scale is very different. For example, some employees are confident and have a high opinion of themselves, while others feel inferior and have a low opinion of themselves. Moreover, some people pursue perfection and are strict with themselves, while others muddle along. These two kinds of people will definitely have different opinions about themselves. In addition, some old employees have a clear understanding of the company and colleagues, and they are also very handy in grading, while new employees don't realize that others are shallow, and there is not much reference for their own grading.

Second, psychological research shows that most people are overconfident. An example mentioned in the book Don't be a Normal Fool, we often hear many people say that they are "not photogenic", which means that the photos taken are not as good as themselves. But in fact, photos are an objective reflection of our appearance, and each of us will deliberately (or unconsciously or habitually) choose the best angle when looking in the mirror, that is to say, there is an extra layer of subjective factors, which leads us to look better in the mirror than in the photos. Then, in fact, the employee self-evaluation link provides such a "mirror" for our employees who love beauty, and the mistakes arising from it are self-evident.

Third, the scores of employees' self-evaluation will really have a great impact on the scores of examiners. Anyone who has had the experience of "bargaining" knows that when you see a bag in a stall, you think it's worth about 100 yuan, but when the boss asks about the price, if you really want this bag, most people only dare to chop it at 300 or 400 yuan. This is the so-called "anchoring effect", that is, the meaning of "the first bid, the higher the better, without angering the other party", because the first bid will greatly grasp the initiative and make the other party's psychological expectations change greatly. In fact, the employee's self-evaluation gives the appraisee a chance to bid first, and the appraiser is likely to be influenced by this "quotation" whether out of face or other considerations, thus making the appraisal result error. We have indeed found this phenomenon in the actual work of human resources, and the performance appraisal scores of employees in several departments of a company are not lower than their self-evaluation scores without exception.

Based on the above analysis, we will find that the self-evaluation score obtained by department leaders is too subjective to be filtered out by technical means, which will have a great impact on the appraisers; Most overconfident employees get high scores, and sometimes employees who are strict with themselves and have low scores become victims because they give themselves low scores, and it is difficult for the leaders to improve their final scores. This situation is especially serious when there are many unmeasurable components in the assessment indicators, or when different employees in the department belong to different jobs and lack unified measurement standards.

Then, in the practice of performance appraisal, how should enterprises solve these problems I mentioned above? Many people may start with "increasing the proportion of quantifiable indicators", "strengthening the training of examiners and examinees" and "self-evaluation of employees plus work summary", but in actual work, this will only increase the workload and complexity of performance appraisal. How easy is it to achieve? In fact, as long as we look back at the two purposes of implementing self-assessment, we will find a simple solution: implementing "employee self-assessment" on relatively objective quantifiable indicators not only maintains a "fast data source"-in fact, it is only a data source, but also reflects "employee participation" in form; For unmeasurable subjective evaluation indicators, the evaluator will score directly, without giving employees a chance to evaluate themselves (thus making mistakes in this link).

We know that performance appraisal is a huge project in human resources work, and the implementation cost is the highest. Enterprises should grasp the main contradictions and proceed step by step, but in the initial stage, they should not be trapped by the form. Therefore, when Zheng Lujun initially established the performance management system for some enterprises, he simply canceled the self-evaluation link, avoided the error of this link, reduced the workload and complexity of the assessment to a certain extent, and prepared for the smooth implementation of the next step.

Of course, the above is mainly about the situation that the enterprise is in the primary stage of performance management. When the enterprise meets the following conditions: First, the implementation of performance management is smooth and the implementation cost can be effectively controlled; Secondly, a good performance culture has been formed within the company, and everyone has a unified understanding of performance management and an objective evaluation of themselves; Third, department leaders generally have a clear understanding and independent judgment of their subordinates; We can think that the enterprise has entered an advanced stage. At this point, employees' true self-evaluation will further arouse their enthusiasm and attach importance to performance, thus forming a virtuous circle of performance management.

To sum up, the core issue of employee self-evaluation is not how to do it well, but when to do it and when not to do it. Distinguish the development stages of enterprise performance management, choose the key points to be solved in each stage, and not be trapped by the form, so as to achieve twice the result with half the effort. Performance management from the primary stage to the advanced stage, every enterprise has a long way to go, this process can not be achieved overnight.

Model essay on employee performance appraisal and self-evaluation (2)

The key to performance work: self-evaluation and setting goals. Performance work is an important part of enterprise human resources work. The key points are as follows: first, give employees the opportunity to evaluate themselves; The second is to make employees' goals consistent with the company's goals.

Give employees the opportunity to self-evaluate.

First, it is very important to regard employees' self-evaluation as part of the company's performance appraisal process. In order to encourage employees to participate in the company's performance evaluation process and ensure effective dialogue between managers and employees, you can use the same form in the company's regular performance evaluation process, or create a slightly modified version.

Second, the purpose of employee self-assessment is to obtain employees' self-views on their performance. This is a powerful way to give employees a chance to speak during the whole performance appraisal process. Sometimes, managers worry about the value of self-evaluation and think that employees will simply give themselves praise and higher scores in an attempt to improve their actual evaluation level. Experience shows that the opposite trend is true. When we evaluate ourselves, we are often more severe than others.

Third, managers get employees' personal opinions, and self-evaluation is a very valuable way for companies to get more information about employees' performance. It can also help managers to be ready to deal with differences of opinions or opinions at any time, and deeply understand the expectations of employees.

Align employees' goals with those of the company.

The importance of creating SMART (specific, measurable, achievable, relevant and time-limited) goals for enterprises lies in linking employees' goals with higher-level organizational goals. You have created this very important "big environment" for employees' work. This can help employees understand why their work is important and how their work contributes to the success of the whole organization.

Practice has proved that linking employees' goals with those of higher authorities, branches and even the whole enterprise creates a "big environment" that makes personal goals consistent with organizational goals, and also makes employees feel that their work is very important, which is very important for their performance development.

Self-evaluation model of employee performance appraisal (3)

First, the completion of key work objectives

1. Complete all central tasks assigned by superiors. There are many central tasks arranged by superiors this year, mainly involving me. One is the "five basic constructions" and "striving for Excellence" activities carried out by grass-roots organizations, and the other is the people-oriented political style evaluation activities. The Party Committee of the Bureau has arranged effective leadership for these two tasks, and my role is mainly to participate in condominium. Take the work of "five basic constructions" and "striving for excellence" as examples. This is a major theme of party building work this year. Faced with the pressure of heavy tasks, many activities and high demands, I mainly participated in a series of follow-up supervision activities. For example, in June this year and February of 12, we carried out comprehensive supervision twice, which promoted the development and deepening of this work, made necessary preparations for the acceptance of Jingzhou City, and successfully passed the acceptance of Jingzhou City. In addition, my duty is mainly to lead the publicity and education group to carry out people-oriented political and moral evaluation. During the whole activity, we carried out a series of publicity and education activities, which made the subjective evaluation of citizens in the city's health system carried out vividly. In particular, the publicity of the public commitment system, the publicity of large-scale free clinic activities, and the selection and publicity of "Double Top Ten" have played a good role in discussing and guiding at the critical moment of people-oriented evaluation.

2. Completed the goal of building a new countryside. This year, health system 16 units have the task of supporting village-level organizations. As the leader in charge, I am mainly responsible for the plan formulation, uploading and issuing, inspection and supervision. Through strengthening leadership, implementing training and tracking supervision, the Health System 16 rural team has achieved the work requirements of "choosing the right village, ensuring working hours, earnestly doing practical things and strictly observing work discipline" and fulfilled the work responsibilities of "making development plans, developing characteristic economy, promoting public welfare undertakings, strengthening organizational construction and strengthening mission training". The whole system * * * and 165 households in16 contact villages contacted poor households or "double-belt" demonstration households in party member, worked 33 times on the spot, supported 2 10000 yuan in cash and materials, and looked for 30 development projects.

Second, the completion of daily work objectives

1, completed the task of allocating and paying the trade union funds of the units directly under the bureau. This year, the trade union funds have been increased by 15%, and the practice of paying once every six months or the whole year has been changed, and the voluntary declaration and payment within 15 days after each month or quarter has been implemented. To this end, we actively coordinate and supervise the units directly under the Ninth Bureau. According to the requirements of the Municipal Federation of Trade Unions, we completed the trade union funds 9 19 18 yuan on time.

2, to promote the system staff to participate in the city's labor model selection activities. According to the "biennial" model worker selection mechanism in our city, this year happens to be the year of model worker appraisal and commendation. On the eve of May Day, Tan Yanping of the Maternal and Child Health Hospital and Chen Jian of the Municipal People's Hospital were recommended to participate in the selection of model workers in Shishou City, and Xie Honghua of the Municipal People's Hospital participated in the selection of advanced workers in Jingzhou City. Because of our fair, strict pre-trial, positive recommendation and complete materials, the three people were successfully elected as model workers and advanced workers at the corresponding levels.

1, the company's employees' performance appraisal score table, 2, the trial model of employee performance appraisal rules (three articles), 3, how to write the employee performance self-evaluation brochure (two articles), 4, how to write the completion of bank employees' performance targets (three articles), 5, the employee performance self-evaluation report template (three articles), 6, the problems and suggestions of the company's employee performance self-evaluation template, 7, and the employee performance self-evaluation brochure (two articles) 8. Experience in designing employee performance appraisal scheme (3) 9. 202 1 the inadequacy of self-evaluation in employee performance appraisal. Direction of improvement: 5 sample essays on employee performance appraisal in 2020. 10.

3. Organize employees of this system to actively participate in festivals such as "5. 1". Co-organized the "5. 12" Nurses' Day cultural performance with the Medical Political Department. Recommend the group dance program "Desert Rose" of the Municipal People's Hospital, and participate in the cultural performance of Shishou Federation of Trade Unions on May 51Labor Day, Jingzhou Nurses' Day on May 512, and Jingzhou Federation of Trade Unions' "Voice of Jingjiang" Staff Culture and Art Festival.

4. Organize veteran cadres to actively participate in the Double Ninth Festival. While adhering to the political and economic treatment of veteran cadres, we often organize veteran cadres to carry out healthy and beneficial fitness activities. Pay special attention to organizing the annual Double Ninth Festival. On the day of the Double Ninth Festival, retired cadres of municipal medical institutions were organized to participate in the city's collective mountaineering activities, and commemorative items were distributed to retired cadres of municipal medical institutions who participated in the activities. For the first time, extra holiday expenses were distributed to retired cadres of bureau organs, and collective discussions and dinners were arranged for retired cadres of bureau organs to feel the warmth of their parents' homes. ;