How to write an employee's evaluation of the company

Shallow performance appraisal in the incentive mechanism Abstract: In recent years, China's enterprises are increasingly using the performance appraisal system to motivate the potential of employees, however, the general effect is very little. Based on this situation, this paper from the performance appraisal process design, methods and results of feedback in the incentive mechanism to play a role in the analysis, proving that a reasonable performance appraisal can become the core of the incentive mechanism, play a role in promoting, on the contrary, there is a negative effect. On the basis of this analysis, the enterprise how to promote the performance appraisal really play a role in motivating employees to provide some reference. Keywords: performance appraisal, incentive mechanism, utilization I. Introduction At present, performance appraisal has become one of the core aspects of enterprise management, and its critical degree of impact on enterprise performance has been widely noticed by enterprises. Performance appraisal mainly assesses the past performance of employees, focusing on the current value of employees, high-performance work system is conducive to improving employee satisfaction and motivation, thereby enhancing work performance. Performance appraisal refers to the appraiser against the work objectives or performance standards, the use of scientific and reasonable methods to assess the completion of the employee's work tasks, the degree of fulfillment of the employee's job duties and personal development status, and will assess the results of a process of feedback to the employee. The main content of the appraisal includes the performance, work ability and work attitude shown in the work process, and the evaluation results are used to judge whether the appraisee is competent for his/her work position. The ultimate goal is to confirm and encourage the appraisee's work achievements, improve the appraisee's work style, improve his/her work efficiency, test the reasonableness of the appraisal method, and whether it can achieve the role of motivating employees. Performance appraisal is a common means of human resources in the management of the work, but also the usual means of motivating employees to provide basic information for other aspects of human resource management thinking. [1] performance appraisal is the superior managers and employees to *** with the cooperation, collaboration way to complete, which has a strict requirement: between the superior and the employee to have a continuous two-way communication channels, otherwise neither achieve the purpose of the assessment, but also can not achieve the role of incentives. This is a constructive measure in order to achieve the goals of both sides, the need is between employees and appraisers *** with efforts, remove barriers, *** with learning, *** with improvement, to achieve a win-win situation. Incentive mechanism is the sum of various incentives in the enterprise, the establishment of incentives, with many important role and purpose, to be clear in what conditions and under what premise, employees are more willing to work on time, more willing to stay rather than jump ship, how to be more efficient. Performance appraisal in the motivation of employees has a lot of variables, it is worth people to further study. Practice has proved that a reasonable and scientific incentive mechanism is a single track for enterprises to achieve their goals, and the other is the performance appraisal, they complement each other, and this dual-track operation can ensure that enterprises move forward in the right direction. Harvard University Professor William. James in an employee incentive survey research found that hourly paid employees as long as the ability to play 20% -30% of the job can be kept, if given adequate incentives, then their ability to play to 80% -90%. [2] This shows that, with the continuous progress of science and technology and the increasing complexity of production technology, relying on machinery and equipment alone can not increase production, stimulate the creativity of the staff and the spirit of innovation becomes more and more important. Today's fierce competition at home and abroad, enterprises in order to survive and develop, and constantly improve their competitiveness, we must maximize incentives for all workers, fully tap the inherent potential of human resources, is more employees can voluntarily go to the realization of the organization's goals and struggles. From the performance of the work to see the incentive: performance = ability × motivation That is, if the ability of the two workers equal and performance is completely different or there is a big difference, then the reason is very simple, that is, motivation bias, and the key to solving this problem is what? The key to solve this problem is to find a way to guide the motivation to the right direction, make the right choice, and continuously use incentives to mobilize the motivation of employees to achieve the ultimate goal. So a systematic, scientific and reasonable performance appraisal can improve the positive effect of the incentive mechanism, can effectively motivate employees attached to the enterprise, and strive to complete the work objectives, to achieve the ultimate vision and mission of the enterprise. Second, the two-way performance appraisal program design to promote the incentive mechanism of the incentive effect of the enterprise to develop a performance plan is the main basis for the employee's work objectives and job responsibilities. In the performance planning stage, business managers and employees need to reach a **** knowledge of the performance expectations, on the basis of **** knowledge, employees make a commitment to their own work goals, managers to confirm the commitment of employees. Between managers and employees *** with the input of participation in the program design of the plan is more able to motivate employees to complete the task, this agreement type of program development, more stimulate the sense of responsibility and recognition of employees, so as to achieve the enterprise and the employees of the *** with the goal. Studies have shown that when people personally involved in the development of a decision-making process, they generally tend to adhere to the position, and in the process of external forces will not easily change and change the position of the public commitment to employees, has a strong incentive. As the saying goes: "plan is the precursor of action", no performance appraisal plan, work up to go east and west, it is difficult to achieve the organization's individual employees *** with the same goal. [3] performance plan design can ensure that the organization, the implementation of the team plan, individual work plan to obey the organization, at the same time, the implementation of the organization's plan depends on the work of the employees, and the employees of the individual plan to formulate a good or bad, is directly related to the survival and development of the organization, and each other to play a catalytic role. Advantages of bi-directionality: it helps to combine the organization's goals and employees' personal development goals. All levels of program development, fully absorb the views of employees, can provoke the interest of employees to complete the goal. Philips semiconductor division of the staff, from the original increase of 5% of the change program, and later increased to 20% of the target, is the result of a higher degree of employee participation. [4] lost direction, the ship can only follow the waves in the sea, there is no return, there is no goal of the people, can only be in the wasted time in the waste of time, the direction and the goal of the people's incentive role is huge. With the goal of no motivation of the ship, but also can only float around, miserable destiny. Employee participation in the performance appraisal design to facilitate employees to find their own strengths and weaknesses, the plan needs to be in the environment and their own situation in a holistic manner, so that employees can fully recognize their own strengths, know their weaknesses, in order to achieve their goals, what kind of requirements for the enterprise, better communication with the department to obtain recognition and help. Clearly defined goals, with knowledge of their own situation, the requirements of the enterprise and the enterprise to give the conditions of knowledge, employees can be in accordance with the objectives of the requirements to complete the task. This kind of full participation of employees, independent management, *** with mutual assistance, collaborative work can be achieved to make the best use of things, people make the best use of their talents, why not? This understanding, in the planning stage, enterprises should do to create a good communication atmosphere, requiring managers and employees to pay attention to this process, to determine a special time for the performance plan to communicate, and the atmosphere of communication to be relaxed, rather than give each other pressure. It is best to choose those casual places, coffee shops, etc., so that employees can easily accept, so as to achieve the effect of motivation. Communication process, managers and employees to maintain an equal relationship, communication, business managers should not only listen to more employees' opinions and suggestions, but also to summarize and analyze the staff's target ideas, know that employees in mutual coordination and cooperation to achieve their personal goals, and finally to encourage employees to make a decision, and the staff together to implement the enterprise's performance management. Third, a reasonable performance appraisal methods to promote incentives to act on the staff With the crazy growth of foreign companies in China, most of China's enterprises are also facing unprecedented challenges. Based on this situation, China's home industry has also taken some effective measures to rectify the situation, they also establish their own performance appraisal program to motivate employees. Want to establish a set of suitable for the enterprise, performance-based incentive system, good and bad evaluation of employee performance and effective feedback to stimulate each employee's enthusiasm for work and the spirit of innovation, is a science, but also an art. Scientific and reasonable performance appraisal combines qualitative and quantitative assessment, the use of effective promotion, promotion incentive system reflects the principle of fairness and justice, through a variety of awards, promotions to motivate employees to enthusiasm and creativity, and become the fundamental task of the enterprise. Appraisal to really create value in the enterprise staff, play a traction and incentive role, is indeed a challenging task. Below, the two common appraisal methods to analyze the role of the enterprise to motivate employees. 1, 360-degree appraisal method combined with Maslow's hierarchy of needs. 360-degree feedback, also known as the "360-degree performance appraisal method" or "all-round assessment method", was first known as the "symbol of American power" model enterprise Intel first proposed and Implemented. [5] 360-degree performance feedback refers to the employee himself, his supervisor, his direct subordinates, colleagues and even customers and other all-round angles to understand the performance of the individual, as shown in Figure I. The performance of the employee is based on the following factors: communication skills, interpersonal relationships, leadership skills, and the ability to communicate with others. Communication Skills, Interpersonal Relationships, Leadership Skills, Administrative Skills ...... Through this ideal performance appraisal, the appraisee can not only get feedback from multiple perspectives from himself/herself, his/her supervisor, his/her subordinates, his/her coworkers and even the customers, he/she can also know his/her own deficiencies, strengths and developmental needs clearly from these different feedbacks, which will make his/her career development in the future smoother career development in the future. Figure 1: 360-degree appraisal diagram Through 360 this top-down appraisal method, can synthesize the views of various aspects, from different perspectives to recognize the staff as a whole, so that employees are more aware of their own strengths and weaknesses, to continue to carry forward or continue to improve, so as to achieve the purpose of improving performance, but also to continue to motivate employees to do their own best. However, employees have mobility, we need to combine the actual situation and needs of employees to specific operations. This method of assessment of a person is more impartial, when the superior and subordinate assessment has a big difference, managers should communicate with the staff in a timely manner, should be in the existence of dissenting views of the place to go to get the same opinion, the superior to help the subordinate to improve, can make the subordinate employees feel comfortable, have a sense of belonging, and more incentive effect. 360 degree assessment can promote the improvement of incentives to improve incentives to achieve the purpose of improving incentives. Secondly, the advantages of 360 appraisal also have different characteristics of different appraisers, as shown in Figure 2: Appraisal Subjects Advantages Disadvantages Supervisor Has a clear goal orientation, understands the content of the business, and is subject to the personal subjective influence of the appraiser is obvious Coworkers Work together with each other for a long time, understand each other better, and evaluate the evaluation more objectively, which is conducive to the collaboration and unity Sometimes, individuals will deliberately disparage the person who is being appraised himself Usually reduces the sense of self-defense, and Understand their own shortcomings, improve themselves, and realize the sense of self-management Generally, their own scores are higher than those of other people's evaluation of their subordinates Can diagnose the management style and obtain feedback from subordinates There will be personal subjective factors that exist in the customer Information from outside the organization, objective and fair In practice, it is often not easy to obtain Figure 2: Characteristics of the different appraisers And Maslow's Hierarchy of Needs Theory divides the needs of human beings into five levels. As shown in Figure 3: Figure 3: Masnow's Hierarchy of Needs The five needs go from low to high like a ladder. Generally, people always satisfy their needs from low to high levels, and when a level is satisfied, it will develop like a higher level, and the higher up the hierarchy, the lower the percentage of satisfaction. Sometimes, at the same stage, different people have different needs, and even the same person is governed by multiple needs. When managers use the 360 degree assessment program, they have to be far-sighted and not rattled. According to western management psychologists, Masnow's Hierarchy of Needs can help entrepreneurs manage their business and motivate their employees. Table 1 is a reference table that closely integrates the Hierarchy of Needs with management practices. Table 1 Hierarchy of Needs and Management Practices[6] Hierarchy of Needs Triggers (goals to be pursued) Management Systems and Practices Need for Safety Salary, healthy working environment, various benefits Physical health care (medical equipment), working hours (rest), housing facilities, welfare equipment Need for Safety Job security, accident prevention Employment guarantee, pension system, health insurance system, accident insurance system Need for belonging and love Friendship (good relationship with people), acceptance by the group, and consistency in the organization System of negotiation, system of profit sharing, system of group activities, system of recreation, and system of education and training Need for respect Status, fame, power, responsibility, and salary in relation to others Personnel appraisal system, system of promotion, system of recognition and bonuses, system of selection, and participation in committees Need for self-fulfillment Development of personal strengths Organizational environment with personal strengths, challenging work Decision-making participation system, proposal system, research and development plan, labor-management meetings From the above view of the 360-degree appraisal and Masnow's hierarchy of needs, business managers have to formulate the focus of the appraisal according to the needs of the employees to achieve the purpose and effect of motivating employees. First of all, to meet the staff's safety needs is the basis, there is a reasonable salary design, assessment and salary and benefits linked can play a role, often can stimulate employees to complete the established goals. The second is the need for safety, safety is also very important for employees, imagine, no safety and security of the enterprise can expect employees to achieve what standards? Can they risk their lives to work for the business? Once again, the need for belonging and love, the enterprise is a team, regulating the staff perception of teamwork can improve employee satisfaction, thus improving motivation, the relevant system of discussion and development of the need for employee participation. Fourth, the need for respect, in the 360-degree assessment, promotion, promotion as one aspect of the assessment, can motivate employees to work hard for this respect. Finally, the assessment method is not set in stone, business managers also need to be clear, the status quo in China, many employees on the self-realization of the demand for more intense, in the implementation of the 360-degree appraisal, as far as possible, can take into account the employee's self-realization, so that the human potential of the reality in order to achieve the perfect human nature. [7] In short, as long as the appraisal mechanism and the theory of need are reasonably used together, taking into account the strengths and weaknesses of all aspects, it is possible to activate the incentive mechanism of the enterprise to form a good, healthy circulation system. This system is a kind of values and corporate culture, employees as a living organism is not simply have external forces or unconscious impulses to control, but by their own values and selective domination. Motivation theory is directly or indirectly based on the theory of human needs, there is a need to cause motivation, motivation needs to find goals to meet the needs of the driving force to inspire employees to achieve the goals of the enterprise. The 360-degree assessment and demand theory, which captures the key, employees in order to develop their own needs for productivity changes in the means of production, so that enterprises continue to progress. People's needs vary according to different situations, according to the different needs of different people, targeted to take different assessments, in order to really achieve results. 2, the goal management method of assessment of the role of staff incentives goal management: goal management is goal-oriented, people-centered, results-based standard, and the organization and individuals to achieve the best performance of modern management methods. Goal management is also known as "results-based management", commonly known as accountability. It refers to the active participation of individual workers in the enterprise, from top to bottom to determine the work objectives, and in the work of the implementation of "self-control", from bottom to top to ensure the realization of the objectives of a management approach. [8] The appraisal of goal management is to reward employees with the results of their work, and this appraisal is especially useful for productive employees who take quantity as their production goal. In the labor-intensive enterprises in China, the role of this appraisal system has been greatly strengthened, and it also plays a great role in motivating employees, and completing the goals has become the primary purpose of the employees. First of all, the incentive role of personally participating in goal-setting. American psychologist Frum believes that people are always eager to meet certain needs and achieve certain goals, this goal and have an impact on the motivation to stimulate people, the size of this stimulating force depends on the target value and expected value. [9] This shows that the degree of importance of employees to the goal will directly affect his motivation to achieve the goal and behavior, because the realization of the goal is dependent on the unremitting efforts of employees themselves, only recognized goals have the temptation to stimulate the staff's energy to produce a strong motivation. Through this step, in order to achieve the "self-control" function of motivation, employees clear their own goals, powers and responsibilities, you can compare their own labor results and goals to evaluate their own performance, whether they can meet the assessment standards. Secondly, the incentive function of sense of responsibility. The reason why the appraisal method of goal management is also useful is that it can enhance the sense of responsibility of employees, and the sense of responsibility is a huge motivating factor. In fact, many employees' motivation comes from being driven by a strong sense of responsibility, to give full play to the staff to achieve the goal of enthusiasm, initiative, creativity, enhance the sense of responsibility is an important way. And enhance the sense of responsibility is the most effective means of achieving the goal of the process of implementation of "self-control", relying only on mandatory management tools to achieve the goal, it will be counterproductive, can not obtain the recognition and respect of the staff can not be inspired by positivity and initiative, the goal will be difficult to achieve or fail to achieve the required quality. Again, the goal itself incentive to guide the function. The goal is the desired results, whether individual, departmental or overall efforts. Targets not only for the management decision-making level to indicate the direction, but also for employees to provide a measure of the actual performance of the standard, the assessment method of target management can produce a huge incentive for employees, the target is determined, it enables employees to clear the direction to see the prospects, and therefore can play a role in inspiring the people, invigorating the spirit and inspire the role of the fighting spirit; and in the process of implementation of the objectives, as a result of the development of the objectives with the first and challenging. In the actual implementation process and the realization of the process must be achieved through certain efforts, thus helping to stimulate the enthusiasm and creativity of the staff; when the management and staff to achieve the goal, due to the desire and pursuit of fulfillment, the staff also see their own expected results and achievements, will psychologically produce a sense of satisfaction and pride, which will motivate the staff to undertake new tasks to achieve the new goals with greater enthusiasm and confidence, the formation of the new goals. Tasks to achieve new goals, the formation of a virtuous cycle system. [10] Fourth, the correct and full use of appraisal results to motivate employees performance appraisal process is the main incentive for employees, through the process of more convenient to correct the problems that arise is very effective, but we can not ignore the auxiliary role of the appraisal results. Different enterprises have different use of the assessment results, of course, also play a different incentive effect, not only that, not the same performance appraisal method of the results of the focus of different. 360 degree assessment method of results and target assessment method of results in the use of incentives to employees on the existence of differences, each focus, but also complement each other. 360-degree appraisal, the main performance in motivating employees can provide feedback guidance and avoid assessment errors. Provide feedback guidance: 360-degree performance appraisal emphasizes multi-angle and effective communication, the results come from various aspects, conducive to employee self-knowledge and introspection, directly guiding the personal career development of employees. Good can help employees recognize their positions, if necessary, can make position changes, if the performance is not good, may be because the position is not suitable, can be adjusted to engage in their own more adept position, good can help employees recognize their weaknesses, to provide information for their own training and development. Avoid appraisal errors: 360 performance appraisal is an all-round appraisal, can reduce the appraisal error, each employee hopes that their assessment results are true and reliable, is fair and just, in order to make the staff convinced, so that employees recognized, to avoid the results of the staff appraisal of the distortion of the state of the staff to affect the mood of the staff, so as to achieve the effect of incentives. The results of the target assessment are more motivating to employees. Target assessment results are commonly used to meet the physiological needs of employees rather than the improvement of strategic plans, in order to enhance the incentive role of the salary, in many enterprises, the completion of the target and the amount of completion of the salary incentives and wages linked to the general sales staff and production workers are only with this system. Employees often in order to achieve the results of the appraisal objectives, work hard to achieve their own and the enterprise's *** contemporaneous promise, a reasonable goal plan can make the staff full of motivation, and the correct evaluation and recognition of the results of the work of the staff can accelerate the staff of the enterprise's pedestrians and loyalists, to stimulate the enthusiasm of the staff's creativity. V. Conclusion performance appraisal is not for the appraisal and appraisal, appraisal is only a means of management rather than the purpose of management. If an enterprise's appraisal system can not inspire employees, can not integrate the development of employees with the growth of the enterprise, then the assessment of this enterprise is not of any significance, the assessment system of this enterprise is also ineffective. How to make employees see the organization's mission goals as their own mission goals through effective performance appraisal? So that employees to achieve such goals and consciously work hard? First, the enterprise should continue to enhance the consciousness and quality ability of the management class, strengthen the development of management ability of managers, really make them play traction at all levels of enterprise management. [11] Industry managers should guide and motivate employees' work motivation through the process and results of assessment, so that employees can grow in effective incentives. Continuously improve themselves. Secondly, the smooth progress of performance appraisal cannot be separated from the establishment and improvement of the overall human resources development and management framework of the enterprise, the enterprise should build the whole human resources management building from the perspective of the overall strategy, so that the performance appraisal and the other aspects of human resources management, in particular the incentive mechanism, interlinked and mutually reinforcing. [12] Specific measures include: timely confirmation of goals and performance counseling; assessment of the corresponding rewards and punishments given in a timely manner after the assessment or supervision of the improvement; the assessment results will be used in training and so on. If these measures are not complete, the performance appraisal effect can not be guaranteed, motivating employees will become a piece of paper, a form. Third, the performance appraisal to respect the value of employees as the main theme of creation, it is in accordance with the administrative function structure of the formation of a vertical extension of the appraisal system, but it should also be a two-way interaction process, the appraisal of not only to the work of the key items, goals and work values passed on to the employees, but also to respect the value of employees to create, both sides to reach a **** knowledge and commitment. [13] can be accomplished with the help of rambling and random harmonious conversation between employees and managers. Fourth, to make full use of the performance appraisal to mobilize the enthusiasm of employees, not only to pay attention to the material benefits and working conditions and other external factors, but also to pay attention to the spiritual encouragement of people, to give employees the opportunity to grow, develop and promote. To fully link the appraisal mechanism with Maslow's theory of need, a full understanding of the needs of employees in order to truly achieve the role of incentives to employees. In short, an effective performance appraisal system is an important foundation for the establishment of a scientific incentive mechanism. Enterprises must be based on the characteristics of the times and the needs of employees, the performance evaluation and incentive mechanism organically combined, in the scientific performance evaluation system to fully motivate employees to work, in practice, constantly summarize, improve and innovate, correct, reasonable and scientific use of different performance appraisal to mobilize the enthusiasm of employees. The incentive system constructed in this way will truly adapt to the current development requirements, in order to meet the more intense challenges of the market. References: [1] Fu Yahe, Xu Yulin, Performance Management [M]. Shanghai: Fudan University Press, December 2004: 58. [2] Yu Wenzhao, Modern Incentive Theory and Application [M]. Liaoning: Northeast University of Finance and Economics Press, October 2006: 5 [3] Rui Liu, How to conduct performance management [M]. Beijing: Peking University Press, December 3003: 135. [4] Zhao Guojun, Performance Management Program Design and Implementation [M] Beijing: Chemical Industry Press, May 2009: 72--74 [5] Sun Jianmin and Zhang Mingrui, Research on the Relationship between High Performance Work System and Employee Satisfaction [J]. Enterprise Management Research, 2011 Feb: 99--103 [6] Yu Wenzhao, Modern Motivation Theory and Application [M]. Liaoning: Northeast University of Finance and Economics Press, 2006 Oct: 27--29 [7] Liu Ying and Yang Wentang, Performance Appraisal System and Design [M]. Beijing: China Economic Press, February 2004: 60--65. [8] Hua Guijun, Objective Management to Improve the Performance of Grassroots Managers [J]. China Human Resource Development, May 2011: 943--45. [9] Huang Shunchun , Personality Differences and Motivation Methods of Enterprise Employees [J]. Enterprise Economy, April 2003: 43. [10] Zhao Guoqiang and Yang Weifeng, Management Psychology [M]. Kaifeng: Henan University Press, December 1995: 34. [11] Zhang ZQ, Zhang CL, Corporate Goals and Motivation Methods [J]. Research on Financial Issues, February 2003: 67. [12] Cheng, D. J., Jiang, Chunyan, and Dai, Wan-steady, Ownership Characteristics, Human Resource Strategies, and Firm Performance [J]. Nanda Business Review, August 2006: 73--75. [13] Zhang Yich, China's Human Resource Management Model and Performance Appraisal Relationship Research, September 2004: 38--40. This paper starts from the enterprise performance appraisal, connects the role of performance appraisal and the departmental incentive mechanism, analyzes the incentive role of the employees from the aspects of the performance appraisal's design, operation, and the results, and finally puts forward a few suggestions for the enterprises. Enterprises put forward a few suggestions. The article is clear and reasonably organized, able to link the subjects studied to analyze the problem, combining the 360-degree appraisal scheme and Masnor's hierarchy of needs, analyzing the conditions to meet the needs of employees from the psychological point of view, and fully mobilizing the enthusiasm and creativity of the employees, with novel ideas; on the other hand, from the incentive role of the management of the objectives to analyze the core role of performance appraisal in the incentive mechanism, and summarize how enterprises can use performance appraisal in several aspects, and finally make a few suggestions to the enterprises. aspects to summarize how enterprises use performance appraisal to motivate employees to achieve **** the same purpose. However, due to incomplete knowledge, the ability to analyze the problem is relatively weak, the content is relatively shallow, the depth of analysis is limited, resulting in a bland article, lack of creativity. Personally, I feel that there are weaknesses and strengths, feasible score 80 - 85 points. 倊~