The complete performance appraisal includes: plan development - process management - assessment scoring - performance improvement of the four links.
Enterprises often only complete the two links of plan development and assessment scoring, but ignored the key links: process management and performance improvement. On the process management: how the work progress, what kind of methods to take, the difficulties faced, how to speed up the work progress and so on the situation. Through the investigation, the appraisal personnel are required to put forward feasible suggestions to improve the process of the work on the specific situation of the enterprise. About Performance Improvement: What is the reason that the employee did not complete the task during the performance appraisal? Is it internal or external factors, company factors or personal factors, insufficient knowledge, poor skills or attitude problems. These need to be carefully analyzed. Find the real reasons for good and poor employee performance, to help employees recognize their shortcomings, which is the responsibility of the appraisal staff should be. Appraisal staff need to know: why the employee performance is not up to standard, what is the real problem, which is not enough to do, what are the difficulties, and what ideas. In the performance appraisal, the appraisal staff in addition to acting as a review of the role of the scorer, but also to act as a helper to help employees improve performance role. Only to help employees improve performance, enhance the staff's confidence and enthusiasm for work, in order to promote the future performance to further improve the performance of enterprises will show a virtuous cycle.