How Do I Develop a Performance Appraisal System?

The so-called performance evaluation system is a system for managing the performance of organizations and employees. The performance appraisal system is like building a management platform for various management systems of an enterprise. It is the bond of various management systems, and the operation effect of each management system is verified through it. At present, Chinese enterprises are facing many opportunities and challenges, and many enterprises are exploring effective ways to improve their overall performance and competitiveness.

Performance appraisal system

The so-called performance evaluation system is a system for managing the performance of organizations and employees. Performance appraisal system is like a variety of

How to establish a scientific and effective performance evaluation system has become a hot issue that people have paid close attention to. In the process of introducing and developing performance appraisal systems, some companies have achieved certain successful experiences, but the development status, organizational culture, organizational atmosphere, organizational structure and

In order to ensure the effective realization of corporate strategy, enterprises need effective performance assessment software to ensure the execution of strategy. Corporate performance appraisal is the combination of collective and individual efforts with the company

The performance appraisal system is an indispensable management tool for modern organizations. It is a periodic review and evaluation of employee performance

Desktop: The desktop menu items require that some functions commonly used by individual users be placed here, such as personal monthly assessment form entry, personal monthly assessment form management, personal monthly assessment form inquiry, and so on.

Target: The target menu item requires to view the annual and monthly targets of the unit and individual according to different user permissions. Such as units

During the design and implementation of the employee performance appraisal system, the following problems may occur, which will impair the effectiveness of the performance appraisal.

First, only the direct supervisor of an employee is required to evaluate the employee, but in fact the manager has little contact with his direct reports, and usually has only limited information about the employee's work at formal meetings and other occasions. Therefore, in practice During the evaluation process, supervisors often use the knowledge of employees' work as the evaluation standard, rather than based on the completion of the employee's tasks.

Second, the standards for job performance evaluation are unstable. Some appraisers are very strict, while others are very lenient. This is unfair to employees.

Thirdly, the personal values and prejudices of the evaluators affect the implementation of the work evaluation standards, or the executives have to maintain a unity within the department. As a result, the performance of the outstanding employees is suppressed in the evaluation, while the mediocre employees are favored .

Fourth, in the process of job performance evaluation, some supervisors are in the position of superior judges. As a result, the degree of acceptance and recognition of the performance appraisal system by employees has been reduced, and the teaching-learning relationship between supervisors and subordinates has been hindered development of.

Fifth, managers do not pay attention to the use of work performance evaluation information, and rarely provide feedback to employees on performance evaluation information, which is not conducive to the improvement of employees' work performance levels.