If you are a newcomer to enterprise performance appraisal, no matter how many books you have read about performance appraisal or how many courses you have listened to about performance appraisal, I believe that, at this moment, you have the impression that the concept of performance appraisal, in fact, it is fuzzy, about what is the performance, what is the performance appraisal, there is no clear standard answer in the mind.
Why is this the case? Because performance appraisal is an operational process, is a goal-oriented results of a specific behavior, and is not the opening statement at the beginning of the General Assembly, nor is it the leader's speech, but according to the job responsibilities, to determine the objectives of the action, the use of the criteria discussed, the employee's past behavior, methods, and make a reasonable assessment, to come up with a fair result of the process.
Share a short story about performance:It is said that the famous Jefferson Memorial Building on Washington Square in the United States has cracks on the wall due to the age. In order to be able to protect the building, experts conducted a special seminar.
Initially, it was thought that the culprit of the damage to the surface of the building was the erosion of acid rain. Experts further study, but found that the most direct cause of the erosion of the wall, is the cleaning agent used to rinse the walls every day. So why rinse the walls every day? It's because of the amount of bird droppings on the walls every day. Why is there so much bird droppings? Because there are a lot of swallows around the building. Why are there so many swallows? Because there are a lot of spiders on the walls, which swallows love to eat. Why are there so many spiders? Because there are flying insects around the building that spiders love to eat. Why are there so many flying insects? Because flying insects breed here very fast. And the reason why flying insects reproduce so fast here is that the dust here is the best place for them to reproduce. Why is this the best place for flying insects to breed? Because the open windows are full of sunlight, a large number of flying insects gathered here, the superb reproduction ......... thus found that the solution is very simple. Just close the curtains of the whole building. Previously experts designed a set of complex and detailed maintenance program also became a piece of paper. We deal with performance issues, if we can do so through the fog, systematic thinking, tracing the origin, looking at the whole, to grasp the root cause of things, often can play the effect of four or two to dial a dry catty.
As in the case of the Jefferson Memorial Building cracks, as long as the curtains can be closed to save millions of dollars in maintenance costs, which is those experts did not expect. So can we really close the curtains when we're in the fog of a heavy problem? That's the question performance has to address. Here's a famous example of institution-building from history. in the late 18th century, the British government decided to send all Englishmen who had committed crimes to Australia.
Some private shipowners were contracted to transport convicts from Britain to Australia on a large scale. The British government paid the shipowners for the number of convicts on board. At that time, most of the ships transporting prisoners were some very old and dilapidated cargo ships converted, the ship's equipment is simple, there is no medical drugs, not to mention the doctor, the shipowner in order to make huge profits, as much as possible to load people, so that the ship's conditions are very bad. Once the ship left the shore, the ship owner got the government's money according to the number of people, and did not care whether these people could reach Australia alive across the ocean.
Some shipowners even deliberately cut off water and food in order to minimize costs. 3 years later, the British government found that the mortality rate of the convicts on board the ships to Australia was 12%, with 158 of the 424 convicts on the worst ship dying, a death rate of 37%. The British government had spent a great deal of money but had failed to achieve its goal of mass immigration.
The British government tried many things. A government official was assigned to supervise each ship, and a doctor was assigned to take charge of the prisoners and their health care, and at the same time, the standard of living of the prisoners on the ships was rigidly regulated. However, not only did the death rate not come down, some of the ship's supervisory officials and doctors even died for no apparent reason. It turned out that some shipowners bribed officials for profiteering, and if the officials did not go along with them they were thrown into the sea and fed to the fishes. The government spent money on oversight, but people died as usual.
The government took a new approach, gathering shipowners together for education and training, teaching them to value life, to understand that going to Australia for development is for the long-term interests of the UK, and not to value money more than life but the situation has not improved and the death rate has remained high.
One British MP believes it is the private boat owners who have exploited the system. The flaw in the system is that the government pays boat owners based on the number of people on board. He proposes to start by changing the system: the government calculates payment based on the number of people disembarking in Australia, so that no matter how many people you load on board in the UK, you are paid by headcount when you disembark in Australia.
The problem was solved. The shipowners took it upon themselves to have a doctor on board, to prepare medicines on board, to improve life, and to make sure that everyone on board arrived in Australia as healthy as possible. One person means an income.
Since the introduction of shore counts, the death rate on board has fallen to less than 1 percent. Some ships carrying hundreds of people sailed for months without a single death.
This story tells us that the orientation of performance appraisal is very important, and the performance orientation of an enterprise determines the behavior of its employees.
What is performancePerformance is performance, is a result, reflecting the enterprise's profit target; effect is effect, is a behavior, reflecting the enterprise's management maturity. In human resource management, performance refers to the subject's behavior or results in the input-output ratio, can be defined as "an individual, team or organization engaged in an activity to obtain the achievements and results.
Performance is the result, is the harvest, is the output after inputting the elements, after paying the cost of the benefits. Where there is an activity, there is an outcome, i.e., performance. Performance has big and small, good and bad, according to the activities involved in the main body is an individual, team or organizational classification, can be divided into individual performance, team performance and organizational performance. For the related activities within an organization, individual performance, team performance and organizational performance are both different and related. On the one hand, the three performance levels are different, different sizes; on the other hand, the three are closely linked, team performance depends on individual performance, organizational performance depends on team performance. Performance is the organization of the individual in a specific time of describable work behavior and measurable results, as well as the organization combined with the individual in the past work of the quality and ability to guide the improvement of its perfect, so as to anticipate that the individual in the future within a specific period of time can be achieved in the work of the sum of the results.
Performance is an organization or an individual in a certain period of input and output, input refers to human, material, time and other material resources; output refers to the work task in terms of quantity, quality and efficiency of the completion of the situation, in order to come up with a specific data, which derives from the concept of performance appraisal.
Performance appraisal (performance assessment) is a systematic project. Performance assessment is defined as: the enterprise in the established strategic objectives, the use of specific standards and indicators, the past work behavior of employees and work performance assessment, assessment, according to the differences in the rank of employees, using different assessment methods or means, and the use of the results of the assessment of the employee's future work behavior and performance of the work of the process of generating positive guidance.
To clarify this concept, the purpose and focus of performance appraisal can be clarified. Enterprises in the formulation of development planning, strategic objectives, in order to better achieve this goal, the need to break down the objectives in stages to the departments, and finally to each employee, that is to say, everyone has a task. Performance appraisal is a process of tracking, recording, and evaluating the completion of goals by business personnel. Performance appraisal is time-sensitive and evaluates the past behavior and results of the subject being appraised and has an impact on his or her future.
From the history of the development of performance appraisal, it first originated in the United Kingdom, is an important element of the Western civil service system, but also to improve the efficiency of the government's work in the center of the 1854-1870, the British civil service reform, focus on the performance of the appraisal system to see the talent began to be established and began to implement the method of appraisal of the year by year, person by person, and based on the results of the appraisal of the strengths and weaknesses of the implementation of the Rewards and punishments and position elevation. The implementation of performance appraisal has fully mobilized the enthusiasm of British civil officials, improved the scientific nature of government administration, and improved the integrity and effectiveness of the government. The successful implementation of the appraisal system for British civil officials has provided experience and examples for other countries.
The United States also formally established an appraisal system in 1887, emphasizing that the appointment, salary increase and promotion of civil officials were based on work assessment and rewarded on the basis of merit, known as the merit system. Since then, other countries have to learn from and follow suit, the formation of a variety of civilian performance appraisal system. These systems have a *** with the same characteristics, that is, the work performance as the most important content of the assessment, at the same time, moral, ability, diligence, performance, and according to the merits of the work performance of civil servants to decide on the rewards and punishments and promotion or not.
The practice of the civil service system in western countries has proved that the assessment is an important element of the civil service system, is to improve the efficiency of the government's work in the center, government agencies at all levels through the assessment of the state civil servants, is conducive to the management of civil servants in accordance with the law, the survival of the fittest and the people's public to the civil servants to carry out the necessary supervision.
The successful implementation of the western civil service system, so that some enterprises began to learn from this practice, the implementation of performance appraisal within the enterprise, through the appraisal of the employee's performance and the actual performance of the factual evaluation, but also to understand the organization's members of the ability and adaptability to the work and other aspects of the situation, and as a reward, punishment, training, dismissal, appointment and promotion, etc. The implementation of the basis and the basis.
China's performance appraisal began in the period of reform and opening up, the 1990s with the personnel management to give way to human resource management, was applied by large enterprises in the coastal areas of Guangdong, China. Performance appraisal module in human resources management, it is at that time began to be recognized by human resources managers, some large and medium-sized enterprises began to implement performance appraisal, and the establishment of performance specialist positions in the Ministry of Human Resources, responsible for the implementation of enterprise performance appraisal work, some group enterprises also began to set up performance director or performance manager positions in the group headquarters, there are also enterprises to set up a performance director, which for the implementation of the performance appraisal This provides a career development channel for the implementation of performance appraisal professionals, so that performance in the human resources module appears to be particularly important.
What is the difference between performance appraisal and performance allocationWhen it comes to performance, many people think that it is a deduction of money, deduction of money is the KPI, and is being performance management should be the performance allocation, is the distribution of the profit after the distribution, rather than before the distribution of the profit.