What Is Staff Performance Management?

Performance appraisal is also commonly referred to as performance appraisal or performance appraisal. It is based on the work undertaken by each employee in the enterprise. It applies various scientific qualitative and quantitative methods to the actual effect of employee behavior and its contribution or value to the enterprise Perform assessments and evaluations.

Employee performance management

Right!

The so-called performance management of employees refers to the implementation of employees in the enterprise.

Performance management ideas

The ideology of performance management focuses on renewing employees' concept of modern human resource management, changing traditional thinking modes and behaviors, strengthening the sense of responsibility, and shaping

(1) Some employees lack ideological understanding of modern performance management and have not yet been able to completely change from traditional concepts. Performance management is the core of human resources management in modern enterprises.

(1) It is necessary to form a consensus on the importance and urgency of the performance management of state-owned enterprise employees under the new situation. At present, corporate competition is very fierce. It is important to stimulate the performance of employees to compete with well-known companies in the world and at home. Carrying out employee performance management is an effective vehicle to solve this problem. Practice has proved that by conducting employee performance evaluation, employees can understand their performance, help employees understand what they should do and why, so that employees can have the opportunity to participate in company management, express their opinions, and improve work enthusiasm and innovation. Spirit, play a role in improving the level of business management and enhancing core competitiveness.

(2) Performance appraisal training shall be conducted to enable appraisers and appraisers to understand the essence of performance appraisal. Performance appraisal itself is often complicated, involving all aspects of the enterprise, and is closely related to the interests of the appraisal person. Through training, trainees not only understand the components of the system and the organic connections between various parts, but also have a clear understanding of the meaning of implementing the performance evaluation system. And clarify the errors and vague understanding of performance appraisal. Make employees realize that performance appraisal is not a "big stick" that managers wield to employees, nor should it be an unprincipled "and muddy" style. Appraisal is not to create a gap between employees, but to find out the strengths of employees' work, Weaknesses, strengths to avoid weaknesses, and improvements and improvements, so that they really play a traction at all levels of enterprise management.

(3) Choosing the right appraisers is crucial to the appraisal work. Practice has proved that the right person can make the most realistic and objective evaluation of the employee's performance. Appropriate candidates include five types of people, namely direct superiors, colleagues at the same level, the person being assessed, the direct subordinates and external assessment experts or customers.

1. The department leader is the direct superior of the appraisal person, and bears the direct leadership, management and supervision responsibilities to the appraisal person, and is familiar with the actual situation such as whether the subordinates have completed the work tasks and whether they have reached the predetermined performance goals. Therefore, in the performance appraisal, the test of the immediate superior should be regarded as the master, and the test score can account for 60% to 70%.

2. Colleagues in this department usually work together with the appraisers, work closely together, cooperate and cooperate with each other. They will understand the appraisers better than their superiors, and know their potential, working ability, work attitude, and work performance. But they When participating in assessment and evaluation, they are often affected by interpersonal relationships and make inappropriately high or low evaluations. Therefore, in performance evaluation, colleagues' ratings should generally be controlled at about 10%, and should not be too large.

3. Although the company's performance evaluation team can participate in the performance evaluation objectively and fairly, they may not know the appraisers and their abilities, behaviors, and actual work, which greatly reduces the accuracy of the evaluation results. It should be carefully considered in actual evaluation, and its score can be about 10% to 20%.

(4) The formulation of job descriptions and performance plans is an important part of performance management. Job descriptions are the foothold and foundation of performance management. Although it takes a lot of time and energy for managers to formulate a scientific and effective job description, without job descriptions, performance management can only be empty talk. Performance planning is often the starting point for employees and managers to begin the performance management process. Managers and employees discuss together to find out what employees should do during the planning period, to what extent, when to complete, and other specific content. Such as the power of employees and decision-making levels, etc., to make the evaluation based on evidence.

(5) The daily communication and interview feedback of the assessment results should be strengthened. In order to achieve the final good evaluation communication, communication must be carried out in peacetime. Communication itself is management, but also a higher level of management, and keep communication records, so as not to be found out when there are differences. The chemical company's office therefore implements a monthly regular meeting system. Each employee reports the work completed this month and the next month's work plan at the monthly regular meeting, so that department leaders and employees can better understand the work of other employees, and have special personnel. Make a record to provide a basis for future assessment. The ability to conduct timely and proper feedback interviews on the assessment results not only affects the improvement of individual employees, but also directly affects the effectiveness of the entire assessment. The feedback of the performance result interview must first be clear. The feedback method is mainly used by the appraiser (usually the direct superior of the appraiser) to communicate the result of the performance appraisal to the appraiser through a conversation with the appraiser, indicating that it exists Causes of work defects and directions for improvement, and seek their views, suggestions and requirements. Through evaluation feedback, you can timely check whether the evaluation conclusions are correct, correct evaluation errors, avoid misunderstandings caused by superficial phenomena, enhance trust between superiors and subordinates, and enable employees to understand their work conditions and indicate the goals and directions of their efforts. To stimulate employees' motivation and work enthusiasm, thereby improving the overall performance of the company.

(6) Establish a performance evaluation complaint system. The performance evaluation team can be composed of company leaders and external human resources consultants. Its main duties are to lead and guide the performance evaluation, listen to the preliminary evaluation opinions and reports of department leaders, correct deviations in the evaluation, and effectively control the evaluation scale. Objective and impartial provide further protection. If there is a deviation in the scoring of the subordinates by the department leaders, they can return to re-evaluate; when employees have disputes over the evaluation results, they can file an appeal and be evaluated by the evaluation team to achieve objectivity and fairness.