Performance appraisal is related to monthly bonus and annual bonus. If employees can get it smoothly, naturally there is no problem. Once the performance is deducted, employees will have opinions. In actual cases, no employee thinks that he is not doing well, so this contradiction is inevitable. On the contrary, the company will use performance appraisal as a tool to punish employees, which is used to deduct wages in disguise or force employees to leave. The most popular elimination system in previous years fooled many employees. With the popularization of labor laws and regulations, this aspect has been greatly improved.
As employees, we should strive to create achievements and win performance bonuses, but we should also know what the statutory performance appraisal is like. How to avoid being fooled into the routine of performance appraisal?
The same evaluation system process should be so compliant. First of all, the formulation of performance appraisal needs to meet the following requirements:
1, the content must be legal and cannot violate the labor contract law, which is the most basic;
2. The formulation of the system must be approved by the workers' congress;
3. Publicize and train all employees in the company;
4. The company needs to reach an agreement with employees on performance-related matters, such as performance pay.
Second, the performance appraisal process needs to meet the following requirements:
1, agree on the appraisal index, appraisal basis, appraisal method and appraisal result processing method, and the employee will confirm it;
2. The evaluation results should be confirmed by the employees themselves;
3. If the employee disagrees or does not confirm, the company shall provide corresponding evidence;
4. The results of performance appraisal shall be publicized.
What impact can the assessment results have on employees? 1. Performance bonus. This is the most common, and different performance appraisal bonuses are given according to different performance appraisal;
Second, the company can grasp the promotion and salary increase every year, so it will often refer to the performance appraisal results to judge;
Three. If the performance appraisal fails for many times, it will be regarded as incompetent for the current position, and the company can terminate the labor contract.
How much can we know about the routines and traps in performance appraisal? Let the employees grade themselves and sign for confirmation, and then the company will grade them. It is precisely because of this kind of signature confirmation that employees are very passive and even have no solution. After all, as a person with full capacity for civil conduct, it is difficult for employees to prove the problem of the process.
Second, formulate some very subjective assessment indicators. For example, the degree of effort, which can't be judged, is generally decided by the leader, but in actual situation, this indicator is useless because the company can't effectively prove the rationality of its scoring.
Third, performance pay has no certain rules and is not defined as salary. It will not be shown in any written materials. This part will be paid irregularly and irregularly, and will not be written into the salary record as performance salary. It will be considered as an extra reward issued by the company independently, and employees cannot obtain evidence.
Can the company really reduce salary, change jobs or even dismiss through performance appraisal? How do employees respond? 1. If the performance appraisal is unreasonable, you can communicate with the company. If the company deducts points at will, employees can refuse to sign. In this way, in the subsequent labor dispute arbitration, if the company can't provide valid evidence, it will be considered as illegal deduction of performance pay.
Second, if the company fails to pass the performance appraisal once, it will be dismissed, which involves the illegal termination of the labor contract.
1. The company shall provide relevant training to employees who fail in individual assessment to improve their abilities;
2, or after training employees, and then reasonable transfer;
3. If the employee's performance appraisal is still unqualified afterwards, the company can terminate the labor contract with the employee. However, if the employee is incompetent and still incompetent after training and transfer, the company will pay economic compensation to terminate the labor contract.
In a word, performance appraisal is actually a good thing for the company and employees, but there are too many deviations in the implementation process, which makes employees very disgusted with performance appraisal, and the company has also brought many labor disputes because of the implementation of performance appraisal. Therefore, fairness like performance appraisal is hard to achieve. Without performance appraisal, it is very unfair to excellent employees. So for us, we must know what legal and compliant performance appraisal is like!