“Without assessment, there is no management” has become a classic saying in management. Because the purpose of the assessment is not clear, the method and effect of the assessment are always unsatisfactory. Appraisal often results in the "three dissatisfactions" of employee dissatisfaction, middle-level managers' dissatisfaction, and senior management's dissatisfaction. Assessment is a good management tool, but the reason why it cannot be implemented is that the top management of the company is not involved, the business department has not become the main body responsible for the assessment, the assessment is separated from the company's strategy and business, etc. Effective management is often Simple and practical management. Effective assessment must clarify three fundamental questions:

1. Why assessment?

1. What is performance appraisal?

Performance appraisal is the tracking, recording, and evaluation of personnel's completion of tasks. Performance appraisal is the process of collecting, analyzing, and transmitting information about an individual's work behavior and work results in his or her job. The definition of performance appraisal is: Performance appraisal is a summary of the previous stage of performance management work. The purpose is to help managers and employees improve their performance and achieve greater promotion!

2. The real purpose of assessment is to improve work performance and enhance employee capabilities, and achieve the company's production and operation goals from the bottom up.

Based on the specific requirements, work content, and job responsibilities of each position, the personnel specifically engaged in this position are evaluated based on the completion of the work. For example: the performance of sales staff is mainly assessed on their Sales performance;

3. Why is performance appraisal necessary? There are four reasons:

First, there is no management without assessment. Without assessment, inspection and supervision of anything, there is no management. That is, there will be a difference between good and bad, and what is done and what is not done are the same. Because we are no longer in the era of big pots, because the company's development must be standardized. Think about it, if every one of our tasks is not inspected, assessed, or arranged without anyone asking, will it become a mere formality? What the chairman often says is that employees originally intended to do things that were inspected by the leader - --

The second is to make an objective and comprehensive evaluation of past work performance, identify problems and propose improvement plans. Through assessment, we can identify the problems, improve management level, improve employee work efficiency, and provide basis for employee promotion;

The third is to have an objective evaluation of employees, whether employees or managers or engineers work After a period of time, there will be an objective evaluation of the completion of work tasks and work performance, and a fair evaluation of its ability. How to make such an evaluation? There is no basis for what you say. Is it possible to use such an evaluation to make a fair conclusion? Is it more convincing to illustrate capabilities and your performance through facts?

The fourth is to improve work performance, achieve effective control of the work process, and keep abreast of every aspect of any employee's work. It is a test of employees' work performance. Through performance appraisal, it checks the completion of employees' production and operation and work task indicators, and verifies employees' work ability and professional level. Who can do it and who can't do it, the assessment results are clear at a glance. The assessment method is used to prove the performance of employees, which is objective and authentic, thus providing a basis for the company to select, appoint and use talents. In short, now is no longer the time to eat from one big pot. Improve everyone's work enthusiasm through assessment, effectively motivate good employees, and promote faster development of the company! Ensure the completion of various tasks of the company.

The above points illustrate that performance appraisal must be conducted.

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2. What is assessed? Performance, work tasks, and whether work standards are met

Performance appraisal essentially emphasizes the process and the management of the entire performance process. A method to improve the probability of success through people management. Improve performance through managing people.

To achieve a kind of control over the work process; to implement performance appraisal of employees is to restrain and restrict the behavior of employees during the work process through the evaluation of employee performance, so as to keep it within a certain range Within and within certain limits.

Performance appraisal itself is employees' mutual evaluation, mutual comparison, mutual influence, and mutual supervision. It is also employees' self-education and self-regulation. The results of performance appraisal will guide employees with a special force, allowing the company to control the entire process of production and operation management and gain control over employees, thereby ensuring that production and operation produce results and create benefits.

An improvement of employees’ own value; for highly capable employees, the realization of their own value is more important than money. The key to implementing performance appraisal for employees is to allow talents to improve their own value.

Performance appraisal is regarded as an administrative means to reward the good and punish the poor. Managers see it this way, so they operate the performance appraisal according to this idea. Employees see it this way as using various means to obtain high scores in assessments. In the end, performance appraisal became the last thing that everyone wanted to touch, and became a focus for everyone to vent their anger and complaints. As a result, the appraisal became a burden and an additional workload.

First of all, performance appraisal is not a simple scoring, but a summary of performance management work. Well, the key words here are performance management and summary, and performance management includes performance planning, performance communication coaching, performance appraisal and feedback, performance diagnosis and improvement. Therefore, performance appraisal is not simply a matter of scoring on a form, but a summary of the collaborative work, communication, and success between supervisors and employees. On this basis, find out the shortcomings of both parties during the performance cycle, and then summarize and improve them.

From this point of view, performance appraisal is definitely not just as simple as scoring the completion of the content of the form, but includes a series of contents, including the way in which supervisors and employees determine the appraisal indicators. , what is the specific content of the assessment indicators, how to measure them, how often will they be measured, how will supervisors act as helpers and supporters to help employees achieve performance goals and improve capabilities, what kind of communication methods should department supervisors and employees maintain, Whether department heads can provide timely feedback on employees' performance to employees, whether employees receive sufficient resources and leadership support, etc. Performance appraisal is a comprehensive summary of the above contents, rather than simply filling in a form and scoring, which is only a small part of the performance appraisal.

It is easy for managers to go directly to the topic and cling to the assessment and scoring. They think that if the assessment and scoring are done well, the performance appraisal has been completed. In fact, it is not. The main thing is to summarize and communicate. With summary and communication, employees can truly get things beyond assessment and scoring, and these things are the most important to employees. Of course, this is also very important for department heads, because in a sense, the performance of employees is the performance of department heads. If the performance of employees improves, the performance of department heads will also go up, and their competencies will also be improved!

Secondly, the purpose of performance appraisal is to help employees improve their performance, which is key. Since performance appraisal is positioned to help employees improve their performance, we can't just focus on performance appraisal, and we can't just complete simple actions such as filling out forms and scoring, but we must do a series of other tasks, including communication, Coaching, feedback, etc.

If the company only positions its performance appraisal on assessment scores, it will only gain complaints and anger; if the company's performance appraisal is positioned on summary and improvement, the company will gain success.

The functions of performance appraisal are as follows:

1. Performance appraisal is the basis for personnel recruitment. Conduct comprehensive quantitative and qualitative assessments of employees' work, learning, growth, efficiency, training, development, etc., and decide whether to hire employees according to the standard requirements of the job description;

2. Performance appraisal is the basis for promotion and demotion of personnel. The basic basis for assessment is the job description. Whether the work performance meets the requirements of the position and whether the qualifications for promotion are met, or if the employee does not meet the requirements of the position, he or she should be demoted;

3. Performance appraisal is the basis for personnel training. . Through performance appraisal, we can accurately grasp the weak links of the work and specifically understand the training needs of employees, so as to formulate practical and effective training plans;

4. Performance appraisal is to determine labor remuneration. basis.

According to the requirements of the job description, the corresponding salary system requires that the salary be obtained according to the position, and the realization of the job goals is achieved by relying on performance appraisal. Therefore, salary is determined based on performance, or performance is measured based on salary, so that the salary design is continuously improved and more in line with the needs of company operations;

5. Performance appraisal is a means of motivating personnel. Through performance appraisal, employee recruitment, job promotion and promotion, training and development, and labor compensation are combined to fully utilize the company's incentive mechanism, which is conducive to the healthy development of the company; at the same time, it is also convenient for the employees themselves to establish a psychological model of continuous self-motivation;

6. Link performance appraisal with future development. Whether it is for a company or an individual employee, performance appraisal can make a timely and comprehensive evaluation of the actual work, making it easy to find weak links in the work, discover the gap with the actual requirements, keep pace with the times, and maintain the company's sustainable development and Continuous personal improvement

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3. How to conduct performance appraisal

1. The basis for performance appraisal is the job description. There are job responsibilities and work standards.

2. There must be assessment plans and goals, which means there are rules of the game;

3. Make original records. Original records are important for assessment. According to this, any matter or work done well or poorly must be recorded, and the facts and data should be used to speak.

4. There must be inspection records. Daily inspections must have detailed records; query Record. Compile and compile statistics on production control records, employee work records, shift handover records, and attendance status.

5. Feedback on assessment results: the purpose is to let the person being assessed know what the shortcomings are?

Notes

A truly effective performance appraisal must grasp the three core issues mentioned above, that is, it must be based on the company's strategic goals, closely integrated with business operations, and established High performance culture concept. Performance appraisal must start from the top. Without the participation of senior management, a performance appraisal system that only targets middle managers and employees cannot be truly successful.