Second, KPI performance appraisal methods
1. The appraisal system formulated by the Human Resources Department includes principles, measures, indicators and methods.
2, by the general manager's office.
3. After passing, the Human Resources Department will issue an assessment notice.
4. According to the spirit of the notice, all functional departments fill in the evaluation form and conduct internal audit.
5. After being audited by the Human Resources Department, summarize the assessment results of the current period and form a report.
6. After being audited by the general manager's office, it shall be signed by the general manager for approval.
7. Finally, the Human Resources Department will execute the reward and keep records.
Third, KPI performance appraisal table
The key indicators are: who, where, when, what to do, how to do it, how much to spend and what effect to achieve.
Enterprise back office staff and business personnel
Employee general project evaluation form
No.: Employee: MM DD YY
Inspection and verification
Project inspection and verification
Need to add points and deduct points according to the content standard of element test.
Self-assessment team assessment
score
occupation
morality
(twenty) be loyal to their duties and love their jobs. four
Work quality: love the collective, respect the leadership, cooperate and support the work.
Unity, caring for others, unity and cooperation 4
Business study, business study, studious, and progress.
Service attitude: considerate and enthusiastic service to domestic and foreign users.
work
attitude
(20) Abide by the company's rules and regulations 4
Attendance Man Qin 4
Enthusiasm for work, enthusiasm for doing business within the scope of duties with high standards.
Responsibility, continuity and responsibility for completing one's own work 4
Work coordination and cooperation with colleagues and superiors 4
work
fruit
(32) Is there a specific plan to complete the task? 10
Cost consciousness strives to reduce the loss of time and materials 8
Innovation ability and improvement suggestion 5
Special achievements have given the company a way to solve major problems.
Cultivate talents to participate in training or train others 4
other
operate
(18) energy management saves energy (water, electricity, etc. ) 3
Equipment management: take good care of and maintain the equipment.
Save money and expenses, be careful and abide by the financial system 3.
Material management recipients materials as planned, saving, put an end to waste 3
Strong awareness of fire safety and fire prevention, able to take the initiative to do a good job 3
Family planning strictly implements the family planning policy.
Total 100
Comprehensive ability evaluation form for business personnel
judge
The position of the appraised person, the position of the appraiser.
The evaluation time range is from (year/month/day): to (year/month/day):
Appraisal date (year/month/day):
Evaluation steps:
Fill in this evaluation separately and don't need to discuss it with anyone.
Fill in and indicate my name and position, as well as the name and position of the appraised person, and send it to the human resources department of the headquarters independently;
The evaluation scores and opinions summarized by the human resources department are temporarily used as internal audit reference opinions and submitted to the CEO of the headquarters, without feedback to the appraisee.
If it is necessary to give feedback to the appraisee, we will ask the appraisee's opinion first. Please tick the following options to indicate your wish:
The contents of this appraisal form can be fed back to the appraised person in the form of registration.
The contents of this appraisal form can be anonymously fed back to the appraisee in the form of _ _ _ _ _ _ _.
Do not feed back the contents of this appraisal form to the appraisee.
The Human Resources Department will keep the appraisers' opinions and results highly confidential.
Comprehensive ability 5- excellent; 4- Very good; 3- qualified/competent; 2- Need improvement; 1- incompetent
1. Performance evaluation score
5 points-excellent
Four points.-Very good.
3 points-qualified and competent
2 points-need improvement
1- incompetent
All levels should put forward opinions on the above review, and put forward suggestions for improvement of the review below 3 points.
2. Professional knowledge assessment
2. 1 Familiar with job requirements, skills and procedures.
2.2 Familiar with industries and products.
2.3 Familiar with and understand the policies, actual situation and development direction that have an impact on their work areas.
2.4 Proficiency and professional knowledge of tools (such as equipment and computer software) used in the work. )
2.5 Understand the work and responsibilities of subordinates
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3. Evaluation of initiative and creativity
3. 1 Actively carry out influential salary attempts to achieve work objectives.
3.2 Active work rather than passive obedience.
3.3 Create as many achievements as possible with limited resources.
3.4 Take the initiative to work and strive to overfulfil the expected goals.
3.5 Improve creative thinking.
3.6 Dare to challenge the traditional model and make creative compensation.
3.7 Are you good at discovering resources, improving resources and being creative?
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4. Evaluation of the degree of customer concern
4. 1 Be able to pay persistent attention to the expectations and needs of internal and external customers.
4.2 Grasp the first-hand information of customers and use it to improve their products and services.
4.3 Respond to customers' demands and put forward improvement measures.
4.4 Customer-centered dialogue and action.
4.5 Win the trust and respect of customers
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5. Cultivate and evaluate the ability to communicate with customers.
5. 1 An efficient work team can be established and maintained.
5.2 Can communicate with colleagues, encourage and share information resources.
5.3 Be able to complete the business evaluation in a comprehensive, real-time and timely manner.
5.4 Can often provide constructive feedback and guidance.
5.5 Ability to set challenging goals for the future.
5.6 Be able to establish vertical communication with superior customers.
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6. Judgment and timeliness assessment
6. 1 The judgment is accurate, and the consequences of other options can be considered.
6.2 Be able to make timely judgments according to the work progress.
6.3 Although there is uncertainty when putting it into action, the work can be completed according to the risk.
6.4 Be able to propose solutions to serious problems.
6.5 Ability to judge potential problems and forms
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7. Communication ability evaluation
7. 1 Be able to listen and express your understanding of relevant information.
7.2 Be able to solicit opinions and respond positively.
7.3 Be able to clarify, correctly express and produce the same effect in written and oral form.
7.4 Be able to write high-level situational materials and give demonstrations.
7.5 Be able to guarantee the professional reliability of its written materials.
7.6 Be able to quote relevant information in relevant dialogues.
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8. Job responsibility evaluation
8. 1 attend the meeting to ask questions and observe the time.
8.2 Credibility and reliability
8.3 Accept the task and the degree of my input in completing the work.
8.4 Willing to cooperate with others and provide help.
8.5 Can save and effectively control expenses.
8.6 Be able to set an example for others.
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9. Plan evaluation
9. 1 can effectively make self-work plans and determine resources.
9.2 Be able to accurately define the time limit and difficulty of work and project.
9.3 Be able to predict problems and make plans.
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10. Work quality evaluation
10. 1 Pay due attention to details and accuracy in work.
10.2 can finish the work on time and with high quality.
10.3 Complete the work accurately and show the professional level.
Comments:
1 1. Team spirit evaluation
1 1. 1 can cooperate effectively with the employees of the group to achieve the work objectives of the organization.
1 1.2 can share consultation with superiors and subordinates, and is willing to help colleagues solve problems at work.
1 1.3 can express understanding of others' needs and appreciation of achievements through actions.
1 1.4 You can enjoy the joy of success with others.
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Overview of appraiser's comprehensive ability to the appraised person
___________________________________________________________________
Signature of appraiser: _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _
Examples of performance standards for multiple positions
Performance standards of staff training and development supervisors
Job responsibilities, key result areas, performance standards
Formulate and implement employee training and development plans.
1. The productivity of employees has improved;
2. Employees can achieve their learning goals;
3. The ability of managers has been improved.
1.50% ~ 70% of supervisors think that their subordinates have the following performances:
* The productivity of employees is obviously improved;
* employees can quickly master new job skills;
* Employees can make more independent judgments.
2.75% ~ 90% employees failed to achieve their learning objectives during the training period;
3. The difference between the actual training expenses and the budget should be controlled within 5%;
4.98% ~ 99% of the training programs can be completed within the expected time limit;
5.70% ~ 80% of managers show core leadership ability.
Help employees make career plans. Employees can make and manage their own career plans.
1.85% ~ 90% of laid-off workers are helped to find new jobs;
2. The placement of employees in the organization after layoffs is recognized by managers.
Establish the training function of employee development center to meet the needs of organizational development.
1. The line manager thinks that the employee development center supports the realization of business objectives;
2. The employee development center can meet the deadline required by the line manager;
3. The line manager is willing to provide future training and development needs;
4. Other departments only complain about1~ 2 a year;
5. The difference between the actual training expenses and the budget should be controlled within 5%.
Collect and provide information about employee training and development, and provide information to support business objectives.
1.85% ~ 90% of users think that the obtained information supports business objectives;
2. The difference between the cost of collecting information and the budget should be controlled within 5%.
The list of forms needs to be adapted according to the actual situation, and every time you write it yourself, it will be greatly improved. In short, performance appraisal needs an appraisal form as a tool, but managers can't fill it out for the sake of filling it out. Be sure to find out what it is for and how to fill it out is more in line with the concept of performance management. After all, the "kung fu" of performance management is behind the form!