What is the purpose and significance of performance examination

Performance examination (performance examine), also known as performance or results measurement, but the purpose and significance of performance appraisal is what? What are the principles of performance examination? I bring you? Performance appraisal purpose and meaning? , welcome to read!

Performance appraisal (performance examine), also known as achievement or results assessment, is the enterprise in order to achieve the purpose of production and management, the use of specific standards and indicators, to take a scientific approach to the employee's past work behavior and the achievement of work performance assessment.

Enterprises in the established strategic objectives, the use of specific standards and indicators, the past work of employees and work performance assessment, and the use of the results of the assessment of the employees to the work of behavior and performance of the process and method of positive guidance.

To clarify this concept, the purpose and focus of performance appraisal can be clarified. Enterprises in the development of development planning, strategic objectives, in order to better accomplish this goal need to break down the objectives in stages to the departments, and ultimately to the implementation of each employee, that is to say, everyone has a task. Performance appraisal is the enterprise personnel to complete the target situation of a tracking, recording, evaluation. Pay attention to the relationship between the timeliness of the performance appraisal, performance appraisal is the subject of the assessment of the past and the impact of its coming.

First, the performance of performance appraisal purpose positioning bias

1. assessment as the basis for salary assessment and grading

Many of the senior leaders of the enterprise when it comes to performance appraisal, that assessment is management, management that is, the assessment of the assessment, the assessment is placed in a very high position. Indeed, do not assess how to know how employees work, do not assess how employees will pay attention to these jobs, the assessment is like a baton, guiding employees to work in accordance with the requirements of the enterprise, in order to enhance the traction of the assessment, it is necessary to increase the use of the assessment of the strength of the use of the results of the assessment of the use of a large number of such as the final elimination, training, career planning for employees, promotion and bonuses set pay grade, many companies The senior management are favoring the combination of pay and performance. According to the survey, the purpose of the implementation of performance appraisal, the surveyed enterprises listed in the first three are: the combination of pay and performance (75.9%); check the completion of the work (55.4%); the ability to train employees (54.5%).

The main purpose of performance management should be used to help employees improve their performance, which in turn leads to improved corporate performance. ? Combining compensation with performance ? should only be a by-product of performance management, it is an important means to ensure that performance management can play a role, and should not be the main purpose of performance management. However, from the results of this survey, it can be found that 75.9% of the surveyed companies put ? Combine compensation with performance? as one of the main purposes of performance management, which will lead to the enterprise eventually for the sake of ? Compensation rather than for the sake of compensation. Performance Performance management, thus making performance management go astray, which deserves great attention from Chinese enterprises.

2. Evaluate the work of employees to prevent them from? The first step is to make sure that you have a good understanding of what you are doing and how you are doing it.

The purpose of this appraisal is based on the suspicion that employees are willing to take the initiative to do a good job. In terms of management concepts, such companies hold the ?X? theory, which holds that employees are lazy, unwilling to take responsibility, only value material incentives, and must be supervised in order to complete the work. But too much emphasis on this point, leading directly to the actual performance appraisal process, managers believe that they should always monitor employees to prevent their lazy, high and low employee performance results over the performance of the formation process, keen to judge and collect information on employee performance, as the end of the year assessment of fair and just basis for why employees with high performance and low performance, there is no interest in exploring and observing, not to mention the need to help the problem to be addressed. The company's main goal is to help employees to improve their performance.

Too much attention to how to evaluate employees, how to make the evaluation results in the staff balance, but also bring an effect and culture, that is, we are focusing on the work that has been done, and constantly looking for the balance of interests, focusing on looking back and looking down, how to persuade and convince employees to accept the results of the assessment, forgetting to look up and look forward, we should pay attention to the staff's future development and improvement, to give employees counseling and training to help employees improve performance, and then improve the organization. Employees to improve performance, and thus improve the performance of the organization.

3. Improve the binding force of management, emphasizing deterrence and obedience

When the assessment is mainly to evaluate the staff, to assess the results of the payroll to employees, many supervisors in order to improve the binding force of the management, to enhance their own prestige, and thus improve the implementation of the staff, in the assessment of the article on the big, if the usual staff to listen to the arrangement of the work in accordance with their own intentions, even if the final results of the work is not satisfactory. Finally, the results are not satisfactory, in the assessment is also open, but, for some like novelty, in the work of personal opinions too many employees, even if the final performance results are very good, in the eyes of the supervisor is still to be greatly discounted. At the same time, some supervisors have ideas for the work, like innovation on the surface of the staff will listen to it, and even with his experience to continue to do so to continue to problems, but also do not do to remind, only to wait for the final work really out of the big mistakes, and then put on a look of business, strictly in accordance with the provisions of the appraisal on the assessment of a very low level, and do not do the performance of the feedback and communication, it is best to be the staff for several times! The best thing is that the employee will be evaluated on the lowest level for several times in a row, and then eliminated from the game in accordance with the company's regulations.

In this way, ? The first thing you need to do is to get rid of the monkey. The company's management system is the best way to keep the staff in line. And innovation, only to listen to the supervisor of the ideas and ways to carry out the work, do an obedient employee than to do a thoughtful employee, invariably, the supervisor of the status of the consolidation of unprecedented, but the company's interests may be in this kind of old-fashioned and absolute obedience to the gradual attrition.

Second, the performance appraisal of the purpose of the positioning of the impact of bias

1. performance appraisal form

It is because of the above performance appraisal of the purpose of the bias, a lot of companies to simplify the performance management into a performance appraisal, and ultimately, the performance management not only did not bring about the enhancement of the performance of the organization, but on the contrary, it became a burden to the managers at all levels.

Many enterprises use the mandatory distribution method of performance appraisal to provide for the distribution of the final results of the assessment, so as to avoid the effect of convergence and too wide or too strict phenomenon. Due to the determination of the appraisal grade to be linked to the job lift, salary, so everyone is concerned. Some supervisors are afraid of hurting the peace, take or acquiesce in this year's assessment of Zhang San, next year's assessment of Li Si, the year after the assessment of the practice of Wang Wu, deviating from the original intention of the performance appraisal, the formation of ? Excellent turn when, qualified year after year? The phenomenon, if the company to assess the results and rank and basic salary adjustment is linked, it is more important to balance the full range to ensure that each employee can get the opportunity to automatically adjust the salary, at least not because of the assessment of the grade does not meet the conditions and miss the opportunity to raise wages. In the eyes of many supervisors and employees, since the company has set up such an assessment system, it should be as far as possible to study the gaming program that is beneficial to everyone. Only when everyone is happy can we ensure the smooth running of the work. As for, ? Final elimination? system, as long as there is automatic departure, the end of this year is not his.

2. Neglect performance improvement

When the managers of the enterprise as performance appraisal for punishment and supervision of employees? The big stick? In fact, the main focus of the performance appraisal is to let employees find their strengths and weaknesses through the appraisal, and then help employees to improve the way and method of work, to improve individual performance and organizational performance, and the improvement process should be carried out at any time, once the problem is found should be corrected in a timely manner to ensure that the final assessment of the time there are no major mistakes and problems, as the Japanese company Toyota's Lean Manufacturing Principles Adhering to the concept of ? Substandard products are in the production of the time appeared, rather than wait until the substandard products manufactured and then notify the staff of low performance?

Therefore, the performance appraisal of employees should be concerned about the appraisal results of the center of gravity moved to focus on performance improvement, at any time to observe and remind employees of the performance of what problems, how to correct. It is not difficult to see, at this time, the supervisor of the coaching, help responsibility over evaluation, the supervisor should be a coach rather than the judge image, invariably, the high and low level of employee performance and whether there is room for improvement and space, closely linked to the supervisor's assessment of the right to the supervisor only to exercise a good first to help and teach the responsibilities of the staff to make the staff to let the staff convinced of the results of the evaluation. Only the supervisor is actually concerned about the performance improvement, in order to let the assessment of this baton waved tiger wind, in order to ensure that the performance of the enterprise to improve.