Model essay on the completion of performance objectives of company departments (two articles)

Under the correct leadership of the company's leaders, the performance appraisal always follows the principle of "fairness and justice", implements strict appraisal and hard cash, achieves the purpose of promoting the implementation of the work through appraisal and inspiring the work enthusiasm through appraisal, and successfully completes the performance appraisal work from 20 12 to1-August. The summary is as follows:

First, blaze new trails and successfully complete the assessment tasks of various departments.

Eight months have passed since the performance appraisal of 20 12. We overcome difficulties and communicate actively. The main work is as follows: (1) According to the actual situation of each department, the assessment team has formulated 8 performance assessment forms for each department; 8. Evaluation plan and arrangement; * * * Nine special meetings of the assessment team were held; After the assessment, the relevant report of 18 will be formed; Supervise the daily work of each department *** 16 times; Formulate the target responsibility of each department, and formulate the annual key work according to the work priorities of each department; Adjust the working methods of surveying and mapping companies and introduce new working mechanisms; Over the past six months, performance appraisal has made some achievements in continuous research and practice.

Seriously study, innovate and improve, and rationally formulate departmental assessment forms.

On March 20 12, the evaluation team held several evaluation seminars, and readjusted the workflow, daily business and core business of each department. On March 17, the Chairman signed a letter of responsibility for work objectives and tasks with various departments and subordinate companies, which laid a good foundation for performance appraisal. The evaluation team timely communicates the business rectification opinions put forward by various departments, reasonably adopts the opinions that meet the requirements, and makes reasonable arrangements in combination with the actual situation of the company. After careful analysis, discussion and research, the assessment team revised the work priorities and weights of various departments in 20 12, tailored the annual assessment form for nine departments and subordinate companies of the company, and made corresponding adjustments compared with last year. For example, the focus of property management companies is the collection of property fees, the satisfaction rate of owners and the reduction of losses. For example, the management loopholes in the process of garbage removal were seriously investigated, which helped the property management company establish a new transportation mechanism and saved the company's expenses every year. It is suggested that the project management department put forward relevant opinions on the peripheral closure management of Longhu site; Longhu Project Department focuses on Longhu model house, riverside landscape and other building materials of Longhu Project. For example, the external wall plastering process of Longhu project is rough, and the evaluation team puts forward improvement suggestions; The surveying and mapping company's charging task was raised to 5 million yuan. In June, the working mechanism of "big pot" in surveying and mapping company was improved, and piecework salary was implemented, which improved the requirements for internal management, surveying and mapping quality, service attitude and customer satisfaction rate, and stimulated the enthusiasm of employees. In July, the assessment team accepted the fine decoration and model houses along the river landscape belt of Dexin Longhu on time.

Work hard, follow fairness and justice, and conscientiously do a good job in the assessment tasks of all links.

Every member of the evaluation team can take the overall situation into consideration, work hard and devote himself to the evaluation work. Sometimes the assessment work is too busy to have lunch, and we insist on not engaging in formalism. In the assessment process, from study notes, driving records, environmental sanitation to objectives and tasks, the completion of each work is carefully assessed according to the assessment form, and every link is implemented one by one, and every detail is not missed. Inform all departments of the reasons for deducting points or adding points, so that everyone can dispel doubts. In the process of spot check, be more cautious when you encounter unfinished work, communicate the existing problems face to face with the personnel of various departments, and do a good job in collecting relevant notes and photos. Everyone in the assessment team can overcome difficulties without complaint, especially when going to the property management company and Longhu Project Department for assessment. The weather was hot, and the assessment team insisted on hiking and went to various property stations and site model houses for on-the-spot investigation, never letting go of every sanitary corner, greening details and safety hazards.

It can be said that the performance appraisal for more than half a year is fair and just, in line with the actual situation of the company, and the comprehensive quality of the members of the appraisal team has been further improved. Thank you, Chairman, for your correct guidance and strong support. Thanks to the active cooperation of all departments.

Second, the performance appraisal problems and deficiencies

Performance appraisal is not very mature for our company, and there are mainly the following shortcomings in the operation process:

Performance appraisal has not been implemented in our company for a long time, and we have been constantly learning and exploring to find the most suitable assessment method for the company. First of all, in the evaluation in the first quarter, we found that our inspection and spot check were not strong enough. For example, some departments can't collect the usual complete data during the quarterly assessment, and the scoring standards of individual projects are not clear enough to quantify the assessment indicators in detail, which makes it difficult to measure when scoring. When problems are found, our assessment team will solve them in time and deduct points from the daily work of the General Department. In the assessment work in the second quarter, the General Department took the lead in making irregular spot checks on the daily work of various departments in April, May and June, and made relevant records. In the third quarter, spot checks became a part of daily work, which played a good role in promoting and encouraging.

Secondly, the members of the assessment team don't have a high understanding of the professional knowledge of various departments, and there is no standard measure for some inspection work, and there is no guarantee of professional theory and practical experience, so there will be situations in which the inspection intensity is not deep and the problem positioning is not accurate.

Third, the performance appraisal rectification and 20 13 work plan.

1. Continue to carry forward the down-to-earth spirit, learn new ways and means to do a good job of communication and guidance with various departments, strengthen the implementation of performance appraisal for middle-level leaders of the company, improve the daily supervision and inspection of performance appraisal, comprehensively refine quantitative indicators, and strictly grasp the timeliness of tasks.

2, do a good job of unity between departments, seek common ground while reserving differences, improve themselves, continue to strengthen supervision of various departments, not afraid of offending people. Everything is for the development of the company. I also want to take this opportunity to thank all departments for their understanding and cooperation.

Generally speaking, the assessment work in the first half of the year has achieved satisfactory results. In the future performance appraisal work, we are confident and determined to collect the opinions and suggestions of employees in time, communicate with each other, and do a good job of explanation and coordination under the leadership of the company's board of directors, so as to make the company's performance appraisal work to a higher level.

Finally, on behalf of the company's assessment team, I wish all the families here happiness and all the best!

Fan wener

Performance appraisal is the core work content of human resources department and one of the main work contents of company 200x. In order to better expand the implementation of the performance management system within the company, the Human Resources Department conducted a performance appraisal trial run in three functional departments (Finance Human Resources Department and Administration Department) from May to July. The following is a summary of the trial run:

I. Assessment results of functional departments

The performance appraisal system vigorously promoted in functional departments this time includes four aspects: departmental kpi index assessment, post work target assessment, employee work ability assessment and employee work attitude assessment. Through the final data collection and analysis, objectively speaking, the system is effective and feasible in functional departments, and the goal of quantitative performance management has been achieved initially. The collection of these four aspects is described as follows:

L, departmental kpi assessment (tp): The performance assessment of the department itself has a high difficulty coefficient, and the design of kpi indicators is not in place, so only part of the data is collected this time, which can only reflect part of the work of the department from the side, and can not fully reflect the performance of a department for the time being, so the collection of kpi in this department provides valuable practical experience for the next step. One of the key points of the next assessment work is to continue to improve and optimize the assessment of departmental kpi.

2. Work objective assessment (ip): On the basis of the decomposition of the overall objectives of the company, each department decomposes the departmental objectives into individual work objectives of employees. At the beginning of each month, the department manager helps employees to set their personal work goals, and at the end of each month, evaluates the completion of their work goals. Judging from the three-month trial implementation of ip assessment, all functional departments have effectively promoted the achievement of employees' personal work goals, effectively passed the work pressure of departments and improved their work.

3. Assessment of employees' working ability (cp): cp assessment of functional department managers is conducted from multiple perspectives (boss, subordinates and internal customers) and through multiple dimensions (such as objectives, guidance, communication, support for superiors, support for straight-line departments, etc.). ); The assessment of employees in functional departments is multidimensional (working ability, cooperation and communication ability, support and cooperation with superiors, personal learning and self-development ability), and the direct assessment of superiors is adopted. From the final data collection results, the cp assessment of functional departments objectively reflects the ability level of employees, and this part of the assessment is effective.

4. Employee's work attitude evaluation (at): Employee's work attitude is employee's daily work performance and behavior. This behavior is mainly reflected in the degree of employees' commitment to our company's work. This part of the assessment data mainly comes from the overtime hours of employees, so the source of this part of the assessment data can accurately reflect an employee's work attitude, that is, the degree of investment in work. At evaluation is also effective.

Second, the problems and solutions in the trial evaluation

The main problems in the trial:

1, the design of the exam itself

As the evaluation itself, its operation needs a perfect human resources system, such as a scientific and relatively stable organizational structure; Scientific job description and job evaluation system, fair and scientific quantitative means, etc. It is what we lack, and it also shows that our human resources background for assessment is relatively weak. Compared with the company, the performance appraisal system is a new thing. New things must be practiced in the company, and the most suitable solution must be found in running-in and improvement. Subjectively, when we design some indicators, we don't fully consider them, and some processes and indicators are not in place. Therefore, objectively and subjectively, some aspects of the design of this assessment system are still not in place. For example, the design of departmental tp cannot collect complete data for the time being. At present, the human resources department is assisting all departments to set their work targets for the next quarter according to the new operation form of departmental tp.

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2. Communication problems

Through the three-month trial evaluation, we believe that the key issue in the implementation of the evaluation is the communication and interaction between the assessed and the employees. If a department manager doesn't fully communicate with employees when helping them to set personal work goals, there is no guidance and help in the process, and the final assessment results don't put forward work improvement points on the basis of full communication with employees, then the final assessment results are definitely invalid. It will not improve the performance. Judging from the trial of this assessment, the failure of some assessment data is caused by this problem, and the communication and interaction between the assessed and the employees is the key to the effectiveness of the specific assessment results.

3. Understand the problem

According to the experience of previous assessment, some employees are not fully aware of it. They think that this assessment will be just a formality as in the past, so they don't pay enough attention to it ideologically. In addition, in the process of assessment implementation, it is considered that assessment is nothing more than beating employees, creating troubles for employees, or going through the motions, adding a lot of unnecessary troubles to employees' work and so on. These negative misunderstandings will make employees have obvious resistance and rejection in their operations. ;