What is the difference between pay for performance appraisal system and appraisal program

1. Nature:

Appraisal system is a verified, feasible, and approved by the organization agreed to implement the appraisal program.

Appraisal program is generally called in the early stages of development, once the organization issued by the start of the implementation of the system is called. Trial system is also sometimes called program. In common parlance, a system must be a program, and a program is not necessarily a system.

2. Performance pay is divided into broad performance pay and narrow performance pay.

Broad performance pay is also known as performance raises, incentive pay (Meritpay) or pay linked to assessments. In terms of Marx's theory of three kinds of labor, performance pay is mainly based on the employee's third kind of labor, i.e., solidified labor to pay wages, is a typical results-based heroes, the actual, final results of labor to determine the salary of employees wage system. There are mainly piece-rate wage system, commission system and other forms.

Performance pay, in its original sense, should be based on work performance and labor efficiency. However, in practice, because the quantification of performance is not easy to operate, so in addition to piece-rate pay and commission system, more refers to the additional incentive pay based on employee performance. The predecessor of the performance pay system is piece-rate pay, but it is not a simple sense of wages and product quantity linked to the form of wages, but the establishment of a wage system based on scientific wage standards and management procedures.

3. Efficiency

Pay-for-performance can improve job performance, but for it to work better, employers must be confident that job performance can be effectively evaluated. Traditional pay-for-performance systems are usually individual performance, and increased recognition of an employee's performance usually takes the form of an increase in base pay for a specified period of time each year. Performance pay is based on the effective assessment of employee performance, the realization of the wage system linked to the results of the assessment, its theoretical basis is "pay for performance".

Enterprises use performance pay to regulate employees, in order to stimulate the behavior of employees, through the excellent performance and poor performance of the regulation of income, to encourage employees to pursue the requirements of the enterprise's behavior, to stimulate the enthusiasm of each employee, and strive to achieve the goals of the enterprise.

Extended information

Methods

1. design appraisal system?

Banks in the individual departments have different responsibilities, employees undertake different tasks, so the work of the assessment and assessment standards should also be different.

(1) business sector, that is, in the front line to undertake the task of profitability of the staff, its main task is to create benefits, the assessment of its work is mainly to create more benefits, so you can assess the completion of its efficiency targets.

(2) The administrative department, i.e., the department serving the management and other business departments of the bank, can take its service attitude, service quality and financial savings as the assessment content.

(3) The management department, whose role is to establish an effective incentive mechanism and rely on scientific management to make all departments work efficiently with vigor and mutual cooperation, should be assessed by the overall effectiveness of the bank in order to improve the scientific management level of the management department.

2. Establishment of appraisal organization

In addition to the design of the appraisal system, it should also establish the appraisal organization, the people who participate in the appraisal organization should be of high moral character and fairness, and be able to observe the performance of the employees from all angles. Generally led by the Ministry of Human Resources, other departments to send people to participate in the development of the work of each department to complete the indicators and scoring standards, monthly assessment of the work of each department in a fair manner.

And the work of the Human Resources Department is assessed by other departments or by the bank president himself. At present, some banks also take the scoring system to assess the staff, due to the public score so that the scorer is afraid of offending the staff and scoring high or relatively average, in order to reduce the scorer's concerns, scoring should be anonymous and collective scoring is better.

References:

Baidu Encyclopedia-Performance Appraisal System