Is performance appraisal a KPI? What's the difference between them?

Performance comes from management and is the combination of performance and effect. Its basic meanings are "achievement" and "effect". If you are a novice in enterprise performance appraisal, no matter how many books and courses you have read about performance appraisal, I believe that at this moment, the concept of performance appraisal in your impression is actually vague, and there is no clear standard answer in your mind about what is performance and what is performance appraisal.

Why is this happening? Because performance appraisal is an operational process and the concrete result of goal-oriented actions. It is not the opening remarks at the beginning of the conference, nor the leaders' speeches, but the process of determining the action objectives according to the job responsibilities, making a reasonable evaluation of employees' past behaviors and methods by using the standards discussed, and getting a fair result.

Share a short story about performance: It is said that the wall of the famous Jefferson Memorial Building in Washington Square in the United States is cracked due to age. In order to protect the building, experts held a special discussion.

At first, it was thought that the chief culprit in destroying the surface of buildings was acid rain erosion. Experts further study, but found that the most direct cause of wall erosion is the detergent used to wash the wall every day. Then why wash the walls every day? Because there is a lot of bird droppings on the wall every day. Why is there so much bird droppings? Because there are many swallows gathered around the building. Why are there so many swallows? Because there are many spiders that swallows like to eat on the wall. Why are there so many spiders? Because there are flying insects that spiders like to eat around the building. Why are there so many flying insects? Because flying insects breed very fast here. The reason why flying insects breed particularly fast here is because the dust here is most suitable for flying insects to breed. Why is this the best place for flying insects to breed? Because the open window is full of sunshine, a large number of flying insects gather here and multiply supernormally ... so the solution is simple. Just close the curtains of the whole building. Previously, a complex and detailed maintenance scheme designed by experts became a dead letter. When dealing with performance problems, if we can go through the fog, think systematically, trace back to the source, look at the whole and grasp the root of the matter, we can often play a role.

Just like the cracks in the Jefferson Memorial Building, closing curtains can save millions of dollars in maintenance costs, which those experts did not expect. So can we really close the curtains when we encounter many problems and smog? This is a performance problem to be solved. This is a famous example of system construction in history. /kloc-At the end of 0/8th century, the British government decided to send all criminals from Britain to Australia.

Some private ship owners have signed contracts to transport prisoners from Britain to Australia on a large scale. The method implemented by the British government is to pay the shipowner's fees according to the number of prisoners on board. At that time, most of the ships transporting prisoners were converted from junk ships, with poor equipment, no medical drugs and no doctors. In order to make huge profits, ship owners want to load as many people as possible, which makes the conditions on board very bad. Once the ship leaves the shore, the owner gets the government's money according to the number of people, regardless of whether these people can cross the ocean to reach Australia alive.

Some ship owners even deliberately cut off water and grain in order to reduce costs. Three years later, the British government found that the death rate of prisoners shipped to Australia reached 12%, of which 424 prisoners died on the worst ship, with a death rate of 37%. The British government spent a lot of money, but failed to achieve the goal of large-scale immigration.

The British government has thought of many ways. Each ship is supervised by a government official, and then a doctor is assigned to take charge of prisoners and medical care. At the same time, the living standard of the prisoners on board is bitter and fast. However, not only did the death rate not come down, but also some supervisory officials and doctors on board died inexplicably. It turns out that some ship owners bribe officials for huge profits. If officials don't agree, they throw them into the sea to feed the fish. The government paid the supervision fee, but died as usual.

The government has also adopted a new approach, calling shipowners for education and training, educating them to cherish life, and understanding that going to Australia is for the long-term plan of Britain, and money should not be more important than life, but the situation has not improved and the mortality rate remains high.

A British parliamentarian believes that it is those private ship owners who have taken advantage of this system. The defect of this system is that the government rewards shipowners according to the number of people on board. He suggested starting with changing the system: the government should calculate the reward according to the number of people who landed in Australia. No matter how many people you board the plane in England, you should count the number when you land in Australia.

Problem solved. The shipowner took the initiative to ask the doctor to accompany the ship, prepare medicines on board, improve life and make concessions as much as possible. Everyone on board arrived in Australia healthy. A person means an income.

Since the implementation of the landing counting method, the mortality rate on board has dropped below 1%. Some ships carrying hundreds of people have been sailing for months, and no one has died.

This story tells us that the guiding role of performance appraisal is very important, and the performance orientation of enterprises determines the behavior of employees.

What is performance is performance, which is a result and reflects the profit target of the enterprise; Efficiency is effect, which is a kind of behavior and reflects the management maturity of an enterprise. In human resource management, performance refers to the input-output ratio of the subject's behavior or result, which can be defined as "the achievements and effects of an individual, a team or an organization engaged in an activity".

Performance is the result, the harvest, the output after the input of factors, and the income after paying the cost. Where there are activities, there are results, that is, performance. Performance is big and small, good and bad. According to whether the participants are individuals, teams or organizations, they can be divided into individual performance, team performance and organizational performance. There are differences and connections among individual performance, team performance and organizational performance for related activities in an organization. On the one hand, the three manifestations have different levels and sizes; On the other hand, the three are closely related, team performance depends on individual performance and organizational performance depends on team performance. Performance is the descriptive work behavior and measurable work results of an individual in an organization in a specific time. The organization combines the qualities and abilities of the individual in the past work to guide its improvement, so as to predict the sum of the work results that the individual can achieve in a specific time in the future.

Performance refers to the input and output of an organization or individual in a certain period of time, and input refers to material resources such as manpower, material resources and time; Output refers to the completion of tasks in terms of quantity, quality and efficiency. In order to get a specific data, the concept of performance appraisal is derived.

Performance evaluation is a systematic project. The definition of performance appraisal is: under the established strategic objectives, enterprises use specific standards and indicators to evaluate employees' past work behavior and performance, and adopt different assessment methods or means according to the different ranks of employees, and use the evaluation results to positively guide employees' future work behavior and performance.

Clear this concept, you can clear the purpose and focus of performance appraisal. When an enterprise formulates its development plan and strategic goal, in order to achieve this goal better, it needs to decompose the goal into various departments in stages and finally fall on every employee, that is to say, everyone has a task. Performance appraisal is a process of tracking, recording and evaluating the completion of enterprise personnel's goals. Performance appraisal is time-limited, which evaluates the past behavior and results of the assessed subject and has an impact on its future.

Judging from the development history of performance appraisal, it originated in Britain, is an important part of the western civil service system, and is the central link to improve the efficiency of government work. 1854- 1870, the British civil service reform, began to establish an assessment system focusing on performance and talent, one by one to implement the annual assessment method, according to the merits of the assessment results to implement rewards and punishments. The implementation of performance appraisal fully mobilized the enthusiasm of British civil servants, improved the scientific nature of government management, and improved the integrity and efficiency of the government. The successful implementation of the British civil service appraisal system provides experience and examples for other countries.

The United States also formally established an assessment system in 1887, emphasizing that the appointment, salary increase and promotion of civil servants are based on job assessment, which is the so-called merit system. Since then, other countries have learned from and followed suit, forming a variety of civil service performance appraisal systems. These systems have a * * * feature, that is, taking work performance as the most important assessment content, and at the same time comprehensively examining morality, ability, diligence and performance, and deciding whether to reward or punish civil servants according to the merits of work performance.

The practice of civil service system in western countries proves that assessment is an important part of civil service system and a central link to improve the efficiency of government work. Through the assessment of national civil servants, it is conducive to government agencies at all levels to manage civil servants according to law, to survive the fittest, and to the people's necessary supervision of civil servants.

With the successful implementation of the western civil service system, some enterprises began to learn from this practice and implement performance appraisal within enterprises. Through the assessment, the performance and achievements of employees are evaluated realistically, and at the same time, the ability and work adaptability of organization members are understood as the basis for the implementation of rewards and punishments, training, dismissal, appointment and promotion.

China's performance appraisal began in the period of reform and opening up. After personnel management gave way to human resource management, it was applied in large enterprises in Guangdong coastal areas in the 1990s. It was at that time that the performance appraisal module in human resource management began to be recognized by human resource managers. Some large and medium-sized enterprises began to implement performance appraisal, and set up performance commissioners in the human resources department to be responsible for the implementation of enterprise performance appraisal. Some group enterprises have also set up a performance supervisor or performance manager in the group headquarters, and some enterprises have set up a performance director, which provides a career development channel for professionals who implement performance appraisal, making performance particularly important in the human resources module.

What's the difference between performance appraisal and performance distribution? When it comes to performance, many people think that money is deducted and KPI is deducted, but now performance management should be performance distribution, distribution after profit, not distribution before profit.