How to set the performance appraisal index of human resource management department

The human resources department is a functional management department, and all the work contents and achievements are supportive, which has no direct relationship with the company's operating performance. Therefore, it is more necessary to proceed from its core functions when formulating performance appraisal indicators. He Yi suggested that the main assessment contents:

1. Per capita labor efficiency: It can be assessed by indicators such as per capita sales income or added value of 100 yuan labor cost, reflecting the improvement of human resources efficiency of enterprises by human resources departments and the achievements of human resources departments in staffing reduction and skill training.

2. Completion of recruitment plan: it can be assessed by indicators such as completion rate of recruitment plan, number of recruits or number of recruits for XX positions. It is best to make a reasonable recruitment cycle according to different groups, complete recruitment within the cycle, and improve recruitment efficiency;

3. Training and training: It can be assessed by indicators such as per capita training hours, training plan achievement rate, training satisfaction and core team training plan achievement. Pay attention not only to whether the training is done or not, but also to the training effect;

4. Personnel retention: it can be assessed by indicators such as on-the-job rate of key positions and employee turnover rate;

5. Performance pay: The work of performance pay is usually routine. Unless the enterprise wants to rebuild the salary system or implement the performance system, it only needs to be assessed from the perspective of error rate and complaint rate.

6. Labor relations: Labor relations can be assessed by the number of labor disputes or labor dispute handling indicators, guiding the human resources department to take measures to optimize employee relations as much as possible.