How does the human resources department supervise and evaluate the implementation of the performance appraisal system? That is, how does the personnel department supervise the implementation of perfor

How does the human resources department supervise and evaluate the implementation of the performance appraisal system? That is, how does the personnel department supervise the implementation of performance appraisal?

Use of 360-degree performance appraisal

Performance appraisal is an important part of performance management. As an enterprise, it must establish an objective and fair performance appraisal system. Rating system. At present, there are more than ten kinds of performance evaluation methods in enterprises. Common ones include 360-degree performance evaluation method, KPI evaluation method, balanced scorecard method, key event record evaluation method, paired comparison method, target management method, etc. The company where the author works is an old state-owned enterprise. In recent years, the 360-degree performance appraisal method has been adopted for the assessment of middle-level cadres. Through several years of practice, I have gained some experience on the advantages, disadvantages and specific application of the 360-degree performance appraisal method. Let’s discuss it with you here.

1. Advantages and Disadvantages of the 360-degree performance appraisal method

The 360-degree performance appraisal method is an organization’s purpose to understand an individual’s performance and performance from all those who have a working relationship with him. The process of obtaining information from the subject (including superiors, subordinates, peers and oneself) and evaluating him. From the definition and description of the 360-degree performance appraisal method, we can summarize the advantages of this appraisal method:

First of all, this appraisal method emphasizes the process of working or completing tasks, focusing on the actions taken in the middle, rather than Simply emphasize the results. Because the performance appraisal of an employee is not simply the completion of two financial indicators, it should include a lot of content, including indicators from management, indicators from customers, and indicators from learning and development, so that it can be more comprehensive. , Correctly evaluate a person's contribution and value to the organization.

Secondly, the information collected by the 360-degree assessment method is collected from many aspects, is relatively comprehensive, and the quality of the information is relatively good. Assessment by leaders alone will be biased and biased by personal experience and experience. Even if there is no bias, It is also easy for employees to misunderstand and even cause tension in the relationship between superiors and subordinates.

Thirdly, there are a large number of people participating in the evaluation, and different weights are set between each evaluation subject, which reduces the possibility of bias and bias in the statistical process. Such evaluation results are relatively easy to be accepted by those being evaluated. However, the 360-degree performance appraisal method also has its obvious weaknesses:

First, precisely because the 360-degree performance appraisal method emphasizes the process of doing things, people will ignore the performance goals and focus on achieving them. Good interpersonal relationships, rather than good own performance, will not dare to manage boldly when managing subordinates, thus affecting normal business management.

Second, different evaluators have different evaluation scales, employees in different departments have different qualities, and their understanding of assessment elements is also different, resulting in a large gap in scoring. This is mainly reflected in the evaluation of subordinates and direct supervisors.

Third, the 360-degree assessment feedback method uses a variety of methods such as self-evaluation, subordinate evaluation, direct supervisor evaluation, and peer evaluation, etc., and uses a weighted method to weighted average the evaluation results of different evaluators. A total score is obtained, so the scientific nature of the evaluation weight setting of each subject is open to question.

Finally, using the 360-degree performance appraisal method to evaluate employees' performance and determine their year-end bonuses will inevitably highlight and amplify the shortcomings of this evaluation method, causing employee dissatisfaction and losing the ability to implement 360-degree appraisals. The original intention of the law. The real value of introducing this system is that through multiple aspects of evaluation, employees can better understand their strengths and weaknesses, and then adjust their behavior and direction. Therefore, next I would like to discuss with you how to correctly use and successfully implement the 360-degree performance appraisal method.

2. Correct application of the 360-degree performance appraisal method

In order to implement the 360-degree performance appraisal method correctly and effectively, attention must be paid to the following procedures:

(1) Maximize support for the evaluation method

During the entire process of establishing and implementing the 360-degree performance evaluation method, great emphasis must be placed on effective support for the method from all aspects . Before implementation, training should be provided to all employees participating in the assessment to help corporate employees develop a correct performance appraisal concept. During the implementation process, all employees should be fully involved and accurately understand the filling in of various assessment forms. In particular, we should strive to gain the understanding and support of the company's senior managers, and invest corresponding resources with their support so that the assessment work can be promoted and applied. .

(2) Pay attention to the scientific and reasonable design of the 360-degree assessment and evaluation form, and make it operable

1. The corresponding assessment cycle must be determined. Taking into account the length of the company's traditional evaluation cycle, the completion cycle of work tasks, and the difficulty and workload of the evaluation work, it is generally more appropriate to use half a year as an evaluation cycle. If the appraisal cycle is too long, it will be difficult for the evaluator to remember the employee's work performance over a long period of time. At the same time, it is recommended that enterprises establish complete monthly assessment records and record and evaluate the completion of major critical periods, so that they can be combined and referenced when implementing the semi-annual 360-degree assessment, which will help improve the accuracy of the assessment.

2. Assessment factors must be reasonably determined and adjusted. Performance appraisal itself is a human resources management tool and a reflection of corporate culture.

The culture and spirit advocated and promoted by enterprises in each specific historical period are different. Therefore, basic factors such as "organizational ability", "work efficiency", "responsibility", "communication and coordination ability" and "moral behavior" are assessed. In addition to the competency factors of managers, new assessment elements must be incorporated into the company's specific culture and requirements. For example, the author's company proposed the goal of "increasing cost control and promoting refined management" in 2005, so it specifically added the assessment of "cost awareness" to the assessment elements in 2005. In 2005, the company implemented the "cost awareness" assessment amid a shortage of talents. The "mentor-apprenticeship system" advocates that middle-level cadres should actively carry out "teaching and mentoring work" to help and guide their subordinates to improve their skills. Therefore, the assessment of "authorized guidance" was added to the assessment elements in 2006. By combining it with the company's production and operation goals and requirements, the assessment elements are constantly adjusted to achieve the effect of motivating middle managers to keep pace with the company's goals.

3． Dividing assessment elements into levels and providing specific descriptions of daily behavioral performance at different levels will help evaluators establish unified evaluation standards and provide reasonable evaluation references. For example, we classify "responsibility" like this: Level A, has a strong sense of responsibility, works hard, does his best to complete work tasks, and is willing to take on more work; Level B, has a sense of responsibility, takes the initiative to complete tasks Work within the responsibilities; Level C, low sense of responsibility, need someone to supervise to complete the task; Level D, no sense of responsibility, when mistakes occur at work, like to pass the responsibility to others, do not take the initiative to take responsibility and review themselves

(3) Pay attention to the fairness and effectiveness of questionnaire distribution and collection

In the process of questionnaire distribution and collection, attention should be paid to increasing employee participation and improving the accuracy of information. First of all, employees who are familiar with the person being evaluated should participate in the evaluation. Therefore, the questionnaire should be distributed to relevant personnel who are directly related to the work of the person being evaluated. Secondly, when it is necessary to select a certain proportion of people to participate in the evaluation, it must be ensured that the selected people are randomly selected, which can not only improve the accuracy of the information, but also ensure the fairness of the evaluation. Thirdly, some details should be paid attention to during the evaluation process, such as using an anonymous method, issuing uniform pens, using collection boxes to uniformly collect evaluation forms, etc. Only in this way can the concerns of the evaluators be completely eliminated and information that truly reflects the opinions of the evaluators can be collected. . Finally, when collecting questionnaires, it is necessary to classify and collect the questionnaires of superiors, peers, subordinates, etc., which is conducive to the analysis and organization of statistical results.

(4) Conduct information analysis scientifically and rationally

If after a performance evaluation is completed, it is only concluded who scored high and who scored low, that is a Failed assessment. The key is to find something deeper from the process of score statistics. The analysis should start from the following aspects:

1. Conduct an overall analysis of the appraisee, that is, conduct a comprehensive analysis of the average levels of all major indicators of all the appraisees, and grasp which indicators the appraisee performs better and which indicators are weaker as a whole. It is necessary to Enhanced, this can make horizontal comparisons between indicators, as well as vertical comparisons with historical data from previous years. Through this comparison, the overall situation and appearance of the team can be roughly reflected.

2. Sort and analyze the indicators of the same person and compare them with the average of each indicator to analyze the balance of their work execution and find out their strengths and weaknesses. At the same time, the scores of each indicator can also be compared with previous years. Compare and understand the changes in each indicator of the person, whether there is any progress and the extent of the progress.

3． Sorting the performance of the same indicator on different people can provide reference data for urging individuals to strengthen self-improvement and practice.

4. Finally, the sorting and analysis of various items should be compared and analyzed to produce an analysis report.

(5) Feedback and interviews on performance appraisal results

Feedback and interviews on performance appraisal results are often ignored by managers. This aspect is actually very important. . On the one hand, performance feedback and interviews can increase employee participation, provide employees with a channel for grievances, and also enhance communication between employees and supervisors. On the other hand, through feedback interviews, I am required to communicate with my direct supervisor *** At the same time, we will formulate backup development plans and work goals for the next stage.

Feedback and interviews should pay attention to two aspects: First, the selection and arrangement of time and location. The time should not conflict with the work and should not be too long. The location should be a place without interference, and the environment should be Relaxed and conducive to both parties fully expressing their ideas. The second is the preparation of relevant materials and data. During the interview, it is not only about telling employees an assessment result, but more importantly, working with employees to analyze from the materials and data why such performance occurred and how to avoid low performance.

(6) Reasonable use of performance appraisal results

Performance appraisal results must be used. If not used, performance appraisal will become a formality and will not be taken seriously. No assessment is necessary. There are many ways to use performance appraisal, such as: salary adjustment, bonus distribution, promotion and allocation, job replacement, training and education, etc. Which one to choose can be considered according to the actual situation of the enterprise.

Of course, there are many inevitable errors in the assessment process, such as the selection of evaluation indicators, the determination of weights, the scientificity of calculation and evaluation methods, the reliability of data sources, etc., which directly affect the credibility of the assessment results. , but at the same time, this is also a problem that will be encountered in any kind of assessment, and it needs to be continuously explored, summarized, improved, and improved in application.

In short, the 360-degree assessment method is an important and effective evaluation method. If it can be used scientifically, reasonably and correctly, it will definitely provide useful support for corporate management.