1, I don't know why performance appraisal is needed.
At present, the assessment purpose of most enterprises is not clear, some are for assessment, and some are even for bonus or deduction of employees' performance salary and bonus. Neither the enterprise appraiser nor the examinee fully and clearly realize that performance appraisal is only a management tool, and it is not a management purpose in itself.
At the same time, the unscientific performance appraisal system is also manifested in the confusion and contradiction of the appraisal principles. It is irrelevant, unscientific and unreasonable in the evaluation index content, project setting and weight setting, and often only reflects the will and personal likes and dislikes of the Chief Executive. Moreover, the performance appraisal system lacks seriousness and changes at will, making it difficult to ensure the continuity and consistency of policies.
2. Lack of performance appraisal standards
At present, the performance appraisal standards of most enterprises are too vague, such as the unscientific index system, which is characterized by lack of standards, distortion of standards and difficulty in accurate quantification. It is easy to make an incomplete and impersonal judgment when evaluating the appraisee with missing or irrelevant standards, and it is difficult to convince the appraisee with fuzzy performance evaluation standards.
On the one hand, the performance appraisal managers of some companies lack experience and ability and don't know how to assess. The assessment criteria are unscientific, unreasonable and lack of basis.
On the other hand, the assessment purpose of some companies is not "people-oriented", but "money-oriented": Ms. Chen Xiaoping, a tenured professor at Foster Business School of Washington University, said in the second chapter "Paradox of Management" of Determinants of Happiness: "People-oriented" management emphasizes treating employees well and caring about all aspects of their work and life, whether it is health insurance or leisure facilities. Whether it is paid vacation or child care service, free drinks or flexible working hours, technical training or tuition reimbursement plan ... all reflect the heartfelt concern of the management of the enterprise for the growth of employees, and hope that employees will love their work more and be dedicated to their jobs, so as to improve work efficiency and performance, have more creativity and thinking about their work and create value for the development of the enterprise. The behavior caused by the business philosophy of "money first" is an extreme deduction of all aspects of employees' treatment: wages are at the bottom line, and overtime is often not paid; Punch in at work, and deduct money for being late for one minute; Deduct the bonus if you can't finish the task. There is very little training. Once it's your turn, you should sign a contract: if you leave your job within a few months after training, you should pay the training fee in full, and you can't default on a penny. If you resign before the contract expires, you must pay a fine. In a word, we can reduce labor costs, save costs and maximize enterprise benefits through various means. The harsh measures taken by the management of the enterprise will only make employees feel strongly disgusted. Deep down, it is just a simple employment relationship to distance themselves from the enterprise and understand their relationship with the enterprise. To be in such a state of mind, employees should devote themselves to the work of the enterprise with great enthusiasm and create value for the enterprise, which is simply daydreaming, which is completely impossible to achieve.
3. Employees lack understanding of the performance appraisal system.
Some enterprises do not pay attention to timely, meticulous and effective communication with employees when formulating and implementing new performance systems. Employees' unclear management thought and behavior orientation to the performance appraisal system often leads to all kinds of misinterpretation and hostility, which strongly questions the scientific, practical, effective and objective fairness of the implemented performance system and leads to psychological and operational distortion of the understanding of the system.
Of course, there are many factors that affect performance management, such as formalization of assessment process, improper selection of assessment methods, improper use of assessment resources, and no feedback on assessment results.
Second, the purpose and significance of performance management
The purpose and practical significance of performance appraisal is for the progress of enterprises and employees, not just for the planning and design of salary system; The fundamental purpose of performance management is to improve the performance ability of organizations and employees. In addition to serving as the basis of salary and bonus distribution, it has more abundant uses:
1, achieve the company's goals through performance management.
Performance management is the most direct bridge between employees' personal behavior and organizational goals. For example, 20 10, our company wants to achieve the sales volume of 1 100 million in yi county, Huangshan City. Our company has a total of five sales staff, so after decomposition, it is the sales target of 20 million per capita. In order to achieve this sales target, the sales staff must sell at least 100 sets of commercial housing (each set is about 200,000 yuan on average) ... >>
Question 2: What is the purpose of performance appraisal? Why should we conduct performance appraisal? This is an ideological problem and belongs to the category of "Tao". If the Tao is out of order, the established system will be out of order. If the "Tao" is not correct, there will be "traps" in the formulated system. Only when the Tao is correct can an executable system be designed. On the contrary, there will only be a gorgeous appearance, and it will never land, even if it does, it will only be temporary. Once I met several bosses and asked me, "Mr. Zhao, can you help me design a performance appraisal system that allows employees to do more with less money?" This is typical of not knowing why performance appraisal should be implemented. In a sense, it also belongs to the "wrong way", which was immediately rejected by me because Miss Zhao did not have this ability. You'd better find someone else to be smart, so I won't talk to you. Example 1: the process and method of evaluating employees' past work behavior and performance by using specific standards and indicators under the established strategic objectives, and using the evaluation results to have a positive impact on employees' future work. Example 2: 1. 1. Strengthening human resource management decision-making: providing scientific basis for personnel decision-making such as recruitment, transfer, reward and punishment, and training. 2. The second is to promote the career development of employees: use its evaluation and feedback functions to promote the career development of employees. 3. Third, promote the improvement of enterprise management level: according to the results of employee assessment, it can promote the improvement of organizational performance. The first example describes the concept of performance appraisal, and the second example describes the purpose of performance appraisal, but they are all the same and have no guiding significance. The purpose of performance appraisal is also controversial. If we want to investigate this question, I believe there will be various answers. Why do many enterprises fail in performance appraisal? The most important reason is that employees are not involved. The performance appraisal system was written by the human resources department behind closed doors, without soliciting employees' opinions or publicizing it widely. As you can imagine, it is strange that such a performance appraisal does not fail. Why don't employees participate? It's because there is something wrong with the purpose of our performance appraisal. I think the most important purpose of performance appraisal is to ensure that employees pay in direct proportion to their income, which is also the essence of performance appraisal. I once coached an enterprise, and the purpose of the performance appraisal system is to ensure that the contribution of employees is directly proportional to their income. Because of the correct purpose, the enthusiasm of employees was greatly stimulated, and everyone offered suggestions. The human resources department listened carefully to the opinions of employees. Although the performance appraisal system is not perfect, it has won the support of all employees because of taking the "mass line", making employees the main body of appraisal, making performance appraisal deeply rooted in the hearts of the people and making achievements. To sum up, under the premise of ensuring that employees' contribution is directly proportional to their income, making employees the main body of performance appraisal and letting employees really participate is the key factor for the success of performance appraisal. This is the case with performance appraisal and any management. I hope that all managers will remember!
Question 3: What is the purpose of performance appraisal? 10 performance appraisal is the core of the whole human resource management. Through performance appraisal, enterprises can achieve enterprise goals, enterprise development, employee performance improvement and return increase by improving employees' work efficiency.
It is a dead end to only strengthen the performance appraisal of the interests of enterprises in Sichuan, and it is difficult to go on, unless it is a leading enterprise in the industry, the salary level is higher than the social level and peer level.
Question 4: What is the purpose of company performance appraisal? What's the use? Play a guiding role, improve work efficiency, reduce mistakes in work and find and correct them in time.
Question 5: What is the purpose of performance appraisal? Simply put, performance appraisal is to examine the work completion of employees. You should make it according to the specific situation of your own enterprise.
Evaluation conditions:
1, clear evaluation criteria 2, complete information 3, authoritative evaluation agency.
Evaluation principle:
1, seeking truth from facts 2, highlighting key points 3, rewarding the excellent and punishing the poor.
Purpose of evaluation:
1. Evaluation is the guarantee to achieve the goal. 2. Evaluation is the basis of giving fair remuneration. 3. Assessment is a means to explore talents. 4. Assessment is conducive to strengthening the management of organizational activities.
I hope it will help you, and I hope you can adopt it.
Question 6: What is the background and purpose of performance appraisal? The background and purpose of 30 points is to supervise the completion of employees' work.
In fact, although the constraints on employees have been strengthened in some aspects, it still has a certain impact on team building and spreading positive energy.
Ask, every day is required, * * * competition, where there will be true feelings in the enterprise.
Question 7: What is the main purpose of performance appraisal? 1. I don't know why performance appraisal is needed.
At present, the assessment purpose of most enterprises is not clear, some are for assessment, and some are even for bonus or deduction of employees' performance salary and bonus. Neither the enterprise appraiser nor the examinee fully and clearly realize that performance appraisal is only a management tool, and it is not a management purpose in itself.
At the same time, the unscientific performance appraisal system is also manifested in the confusion and contradiction of the appraisal principles. It is irrelevant, unscientific and unreasonable in the evaluation index content, project setting and weight setting, and often only reflects the will and personal likes and dislikes of the Chief Executive. Moreover, the performance appraisal system lacks seriousness and changes at will, making it difficult to ensure the continuity and consistency of policies.
2. Lack of performance appraisal standards
At present, the performance appraisal standards of most enterprises are too vague, such as the unscientific index system, which is characterized by lack of standards, distortion of standards and difficulty in accurate quantification. It is easy to make an incomplete and impersonal judgment when evaluating the appraisee with missing or irrelevant standards, and it is difficult to convince the appraisee with fuzzy performance evaluation standards.
On the one hand, the performance appraisal managers of some companies lack experience and ability and don't know how to assess. The assessment criteria are unscientific, unreasonable and lack of basis.
On the other hand, the assessment purpose of some companies is not "people-oriented", but "money-oriented": Ms. Chen Xiaoping, a tenured professor at Foster Business School of Washington University, said in the second chapter "Paradox of Management" of Determinants of Happiness: "People-oriented" management emphasizes treating employees well and caring about all aspects of their work and life, whether it is health insurance or leisure facilities. Whether it is paid vacation or child care service, free drinks or flexible working hours, technical training or tuition reimbursement plan ... all reflect the heartfelt concern of the management of the enterprise for the growth of employees, and hope that employees will love their work more and be dedicated to their jobs, so as to improve work efficiency and performance, have more creativity and thinking about their work and create value for the development of the enterprise. The behavior caused by the business philosophy of "money first" is an extreme deduction of all aspects of employees' treatment: wages are at the bottom line, and overtime is often not paid; Punch in at work, and deduct money for being late for one minute; Deduct the bonus if you can't finish the task. There is very little training. Once it's your turn, you should sign a contract: if you leave your job within a few months after training, you should pay the training fee in full, and you can't default on a penny. If you resign before the contract expires, you must pay a fine. In a word, we can reduce labor costs, save costs and maximize enterprise benefits through various means. The harsh measures taken by the management of the enterprise will only make employees feel strongly disgusted. Deep down, it is just a simple employment relationship to distance themselves from the enterprise and understand their relationship with the enterprise. To be in such a state of mind, employees should devote themselves to the work of the enterprise with great enthusiasm and create value for the enterprise, which is simply daydreaming, which is completely impossible to achieve.
3. Employees lack understanding of the performance appraisal system.
Some enterprises do not pay attention to timely, meticulous and effective communication with employees when formulating and implementing new performance systems. Employees' unclear management thought and behavior orientation to the performance appraisal system often leads to all kinds of misinterpretation and hostility, which strongly questions the scientific, practical, effective and objective fairness of the implemented performance system and leads to psychological and operational distortion of the understanding of the system.
Of course, there are many factors that affect performance management, such as formalization of assessment process, improper selection of assessment methods, improper use of assessment resources, and no feedback on assessment results.
Second, the purpose and significance of performance management
The purpose and practical significance of performance appraisal is for the progress of enterprises and employees, not just for the planning and design of salary system; The fundamental purpose of performance management is to improve the performance ability of organizations and employees. In addition to serving as the basis of salary and bonus distribution, it has more abundant uses:
1, achieve the company's goals through performance management.
Performance management is the most direct bridge between employees' personal behavior and organizational goals. For example, 20 10, our company wants to achieve the sales volume of 1 100 million in yi county, Huangshan City. Our company has a total of five sales staff, so after decomposition, it is the sales target of 20 million per capita. To achieve this sales target, the sales staff must sell at least 100 sets of commercial housing (about 200,000 yuan per set on average). If under normal circumstances, customers only buy ... >>
Question 8: What is the relationship between the objectives and indicators of performance appraisal? There are two levels of goals. First, the implementation of performance appraisal objectives, such as improving departmental performance; Secondly, the goal of assessment content, such as workload assessment, is to improve work efficiency. Indicator is a specific numerical value to measure the target, so it is necessary to set the target first, and then set the indicator, that is, the ingot must be measurable, the set value must be achievable, and so on, in line with the SMART principle.