At present, more and more enterprises begin to pay attention to the construction of corporate culture. However, in the process of corporate culture construction, many enterprises have encountered the situation that corporate culture has become a "slogan" and it is difficult to land. Employees did not take it seriously, which eventually led to the embarrassing situation that corporate culture construction was "a mere formality" and "cultural construction" stopped at "slogan". Therefore, more and more enterprises begin to explore the integration of corporate culture into the performance appraisal system, so that corporate culture can truly land and affect employees' daily work habits.

In practice, when many enterprises integrate corporate culture into the performance appraisal system, they mainly conduct qualitative assessment from employees' work attitude and ability quality, hoping to improve employees' work attitude and ability quality in line with corporate culture through assessment, so that corporate culture can land. However, with the progress of assessment, enterprises often find that the performance of employees in their daily work has not changed much, which eventually leads to the slogan of corporate culture construction and forms an infinite cycle of corporate culture landing. So, can corporate culture be integrated into the performance appraisal system, so that corporate culture can change employees' behavior habits?

The most difficult part of corporate culture is the evaluation of values. Today, Bian Xiao's evaluation of employees' family values is often used in personnel recruitment and candidate inspection from both internal and external aspects.

1, On-the-job Staff Values Evaluation:

(1) Set catch-up.

The so-called state-owned legalists have their own rules, and culture should also have its own rules, that is, what to do: to "do whatever you want", "lead by example" and "lead by example". What is the red light? Without the real trust and compliance of CEO and core team, and without the traction of core values, corporate culture cannot be formed.

(2) Quantization

First of all, values are the concrete norms of corporate culture, which should have quantifiable levels. Ali's values score is generally 5 points, from low to high.

(3) making rules

Work goals and values need to be designed, and high and low scores need to be illustrated by cases. For example, the average score is 5 points, and 5 points do not need any explanation. If the score is higher than 5 or lower than 5, it is necessary to attach a case description, that is, whoever scores will testify.

(4) Using metaphor

We must associate and metaphor to make our values more vivid and easier to understand. You can use colors, objects and so on. take for example

Passion: use red to represent the burning years of passion; Honesty: Only honesty can light the green light of progress.

In the interview, HR often uses the way of questioning scenario simulation to judge whether the candidate conforms to the values. In fact, there are no standard answers to many questions in an internet question bank. The key is to understand the thinking mode, values and mental mode behind the answers. The following cases are shared just to arouse everyone's thinking. Don't copy mechanically and take it for granted.