In the early performance evaluation, the main responsibilities of the financial department include

In the pre-performance evaluation, the main responsibilities of the financial department include selecting major policies and projects with high social concern and large amount of money, and independently conducting pre-performance evaluation.

Performance evaluation is one of the core functions of human resource management, which refers to the process that evaluators observe, collect, organize, store, extract and integrate performance information (performance, achievements and practical actions, etc.) by using scientific methods, standards and procedures. ) related to the actor's evaluation task, make an accurate evaluation as much as possible.

Brainstorming is a relatively simple method to overcome the compliance pressure that hinders creative solutions. It uses an idea generation process to encourage any kind of scheme design ideas, while prohibiting any criticism of various schemes. Specific to the establishment of KPI, you can hold an enterprise meeting and let the participants sit at different tables. Organizational leaders explain the strategic goals and hopes of the enterprise to all participants in a clear way, and find out the business priorities of the enterprise at the meeting.

It is a link in enterprise performance management. Common performance appraisal methods include BSC, KPI and 360-degree appraisal. The design and implementation of performance appraisal, as an important requirement of managers' human resource management ability, is included in mainstream enterprise management courses.

Introduction:

1. Evaluate the performance of employees.

2. Establish an effective performance appraisal system, procedures and methods.

3. Realize the recognition, understanding and familiarity of all employees, especially managers, in the performance appraisal.

4. Promote the performance appraisal system.

5. Improvement and promotion of the company's overall work performance.

The essence of KPI evaluation is to measure enterprise performance through behavior index system, and it is not necessary to quantify all performance indicators. This provides a solution to the difficulty in determining objective and quantitative performance indicators in enterprise performance evaluation. The principle of determining key performance indicators is also SMART principle, and its main points are process, planning and systematicness.