Staff Performance Appraisal Methods and Suggestions for Improvement

Suggestions on improving the management method of performance appraisal

Performance appraisal management is an important part of the system, an important content of personnel management and an important way to cultivate, discover and select outstanding talents. However, in the specific implementation process, performance management often only realizes performance appraisal, but ignores the grasp of the whole process of performance management. Therefore, some fixed forms will be sent to the personnel of various departments during the assessment, and the forms will be returned to the administration department after being filled in within the specified time. Then, the understated comments in these forms are the end of the assessment work. There is no necessary connection between assessment results and incentives, and the incentive function cannot be brought into play in time, which affects the weakening of incentive effect.

At present, the performance appraisal methods used in the performance table can not fully reflect the quantification of indicators, and there is a lack of scientific evaluation indicators for personnel appraisal. After analysis, there are the following factors:

1, superiors, peers and subordinates use the same dimension for their own appraisal. The working relationship between superiors, peers and subordinates is different, and all parties have different understandings of it. Using the same dimension will inevitably not get a true evaluation.

2. In the appraisal, the weight scores of superiors, peers and subordinates in the appraisal process are the same. The importance and influence of all kinds of people in working relationships are different, and the same weight leads to the neglect of important evaluation factors.

3. The existing evaluation index is single, and such an index system will easily lead to insufficient consideration of the company's long-term development. Lack of scientific evaluation indicators can not correctly guide the appraised person to develop in the direction needed by the company.

4. The assessment standards of different departments are the same, and there is no feature. The current evaluation system can't reflect the job content of each post and can't play its due role.

5, the assessment process is a mere formality, and the role of encouragement and guidance is not significant. In practice, most candidates are graded as "biased towards the middle". The contents of the assessment are generally the same, lacking individuality and having the same contents.

6. The supervision mechanism of evaluation is not perfect. Lack of professional evaluation institutions and related supervision mechanisms.

Therefore, deepening the reform of assessment system is of great practical significance for giving full play to the incentive role of assessment and creating a new situation of "talented people come forth in large numbers and give full play to their talents". According to the actual situation of the company, combined with the analysis of various assessment methods, it is suggested to improve the performance appraisal management in the following aspects:

1. Improve the assessment content and quantify the assessment indicators.

The assessment content should set different assessment indicators according to the specific content of different departments, different posts and actual work, and pay attention to quantification and personalization, so that the guidance of assessment standards can really play an incentive and guiding role, and change the problem that the original assessment system is too rigid and has no quantitative indicators.

2. Use KPI assessment method to refine the assessment indicators.

KPI is the abbreviation of Key Performance indicators, which is called key performance indicators. It is a common tool to measure enterprise performance and management strategic objectives. KPI is an indicator, not a goal, but it can be used to determine goals or behavior standards.

The essence of assessment is to guide employees' attention and free their energy from trivial matters, so as to pay more attention to the company's overall performance indicators, important work areas of departments and key tasks of individuals. Mainly used to detect key problems in management, and can quickly find the crux of the problem, so as not to be entangled in too many details.

3. Extract key indicators.

Index extraction is the key link, and the following points should be considered:

(1) indicators should cover the main work areas of the appraisee and reflect the work quality of the appraisee.

(2) Indicators should be controlled by the appraisee.

(3) Appraisers should be able to obtain objective data to prove the realization of indicators, and it is not easy to select indicators that need the subjective judgment of evaluators.

(4) The number of indicators should not be too much, and non-key indicators need not be included in the performance appraisal.

Assessment is different from daily management and cannot replace daily management. Performance appraisal detects the completion of daily work items, and unpredictable anomalies need to be solved in time by daily management.

4. Operation process of key indicators

The key indicator is to quantify 20% of the key behaviors that affect 80% of the work and turn them into operational targets, thus improving the efficiency of performance appraisal.

The operation process of key indicator assessment method is shown in the figure.

5. Quantify key operation assessment indicators according to different departments and different positions. (Table Style Example)

According to the key indicators of the department, the business process of each position and the description of job responsibilities, the department objectives are decomposed. Revise and supplement personal key indicators according to job responsibilities, and establish a key indicator system that integrates enterprise goals, processes, functions and positions.

For example: Key Performance Appraisal Indicators of Administration Department (Table 1)

Serial number KPI indicator evaluation cycle indicator definition/formula data source

1 departmental personnel and administrative work plan is completed on time every month/quarter/year.

administration

2. The Administration Department is responsible for monthly/quarterly/annual recruitment, personnel deployment, performance appraisal, training, salary and welfare, labor relations, etc.

3. Documentation

The number of careless errors and serious errors that affect the quality of document records in the administrative department in the month/quarter/year.

4 seal violation

Frequency of use: according to the regulations of the administrative department, the number of times that the seal is not used every month/quarter/year.

5. Timeliness of document delivery The number of times that documents are not delivered in time during the monthly/quarterly/annual assessment period Administration Department.

6 meeting preparation

Due to insufficient preparation for the meeting, the month/season/year is not sufficient.

Number of meetings postponed or interrupted

7 files

Monthly/quarterly/annual timely reporting rate

administration

For example, the quantitative table of performance appraisal indicators for executive heads (Table 2)

Indicator dimension KPI indicator weight performance target value assessment score

The annual completion rate of enterprise development strategic objectives in internal management is 15%. During the assessment period, the annual completion rate of enterprise development strategic objectives reached _ _ _%.

The system implementation rate is 10%, and the system implementation rate reaches _ _ _ _% during the assessment period.

The target completion rate of personnel and administrative workflow improvement is 10%. During the assessment period, the completion rate of personnel and administrative workflow improvement goals reached _ _ _%.

The completion rate of personnel administration work plan is 10%. During the assessment period, the completion rate of personnel administration work plan reached 100%.

outline

Monthly/quarterly/annual timely reporting rate

The cost of office supplies should be controlled at 5%. During the assessment period, the expenses of office supplies are controlled within the budget.

Administrative expenses control 10% During the assessment period, the administrative expenses of the enterprise are controlled within the budget.

The completion rate of logistics work plan is 10%. During the assessment period, the completion rate of logistics work plan reached 100%.

The intact rate of administrative office equipment is 5%, reaching _ _ _ _ _ _% during the assessment period.

client

The satisfaction rate of internal employees in the class is 5%. During the assessment period, the satisfaction rate of internal employees reached _ _ _ _%.

The number of logistics complaints is 10%. The number of logistics complaints during the assessment period shall not be higher than _ _ _

The completion rate of the learning and development training plan is 5%. During the evaluation period, the completion rate of the training plan reached 100%.

Core employee retention rate of 5% During the assessment period, the core employee retention rate reached _ _ _ _%.

The total score of this appraisal

examination

index

Explain the intact rate of administrative office equipment.

Administrative office equipment intact rate = × 100%

(or other)

Appraiser, appraiser and examiner

Signature: date: signature: date: signature: date:

For example: Key Performance Appraisal Indicators of Purchasing Department (Table 3)

Serial number KPI indicator evaluation cycle indicator definition/formula data source

1 Purchase Plan Completion Rate Quarter/Year

Purchasing/warehousing department

2 Purchase order

Quarterly/annual completion rate on time

Purchasing/warehousing department

3 reduce costs

Quarterly/annual target achievement rate

Finance Department

Fourth quarter/annual order error rate

Production/quality inspection

5 Quarter/Annual Purchasing Fund Saving Rate

Finance Department

6 quarters/year procurement quality qualification rate

manufacturer

7 supplier's quarterly/annual performance rate

For example, the quantitative table of purchasing supervisor's performance appraisal indicators (Table 4)

Evaluation of performance target value of KPI index weight of serial number

score

1 The completion rate of purchasing plan is 20%, and the completion rate of purchasing plan is above% during the assessment period.

2 reduce procurement costs

The target achievement rate is 15%. During the assessment period, the target achievement rate of purchasing cost reduction was%.

3 procurement department management

Management expense control 10% is controlled within the budget of the assessment period.

4. The timely purchase rate is 65,438+00%. During the assessment period, the timely purchase rate reached over 90%.

5. The qualified rate of purchasing quality is 10%. During the assessment period, the qualified rate of purchasing quality reached 100%.

6 procurement plan

Timely preparation rate 10% During the assessment period, the timely preparation rate of procurement plan reached%

7 supplier development

Planned completion rate 10% During the assessment period, the supplier development plan completion rate was above%.

8 The supplier's performance rate is 5%. During the evaluation period, the supplier's compliance rate reached 100%.

9 Supplier satisfaction rate 5% During the assessment period, the supplier satisfaction rate was above%.

10 Employee Management The average score of employee performance appraisal in 5% departments is above.

The total score of this appraisal

examination

index

Description 1. Timely purchasing rate

Timely purchase rate =

2. Timely rate of procurement plan

Timely rate of purchasing plan =

Appraiser, appraiser and examiner

Signature: date: signature: date: signature: date:

6. Correctly handle the relationship between company assessment, department assessment and post assessment, and improve the overall performance level of enterprises.

In order to integrate employees into the team, we should pay attention to the performance of the department and the realization of the overall performance of the company. In the calculation of comprehensive assessment results, employees' assessment scores are based on department/project assessment results, supplemented by individual performance, and department leaders' assessment results are based on company performance and supplemented by department performance. Only in this way can we show a team full of fighting power, not an individual star. It is necessary to strengthen system construction and management, clarify responsibilities, reward and punishment measures, legalize assessment, and enhance authority and compulsion.

General arbitration bureau

2010165438+1October 24th