Evaluation methods of human resources and human resources departments.

The assessment methods of HR and HR departments are as follows for your reference!

The human resources department needs to arrange the salary system from three aspects: salary basis, salary design and salary promotion, so that the salary system design can reflect the principle of fairness and meet the overall needs of the company's development.

Salary basis and standard setting

Employees are paid for two reasons: first, they meet the job requirements; The second is to complete the specific performance of each work according to the post requirements. However, what are the specific requirements of the post and how to evaluate the performance of the specific work require the human resources department of the company to complete a series of basic work such as job description, job description and performance evaluation index.

The human resources department first needs to decompose the company's business activities, determine the corresponding jobs, and clarify the job responsibilities and qualifications in the form of job descriptions. The definition of job responsibilities and the company's requirements for job qualifications are the basis for determining the fixed salary of posts.

At the same time, in order to evaluate the completion of specific work, the human resources department needs to establish an employee performance evaluation system, including performance evaluation indicators, ability evaluation indicators and attitude evaluation indicators. By evaluating employees' performance on the post, the company determines their contribution to the company's performance, and then determines the proportion of employee bonuses. Employees may exceed or fail to meet the basic requirements of performance, which directly affects the amount of bonuses they receive. The results of employee performance appraisal are the basis for determining post performance bonus.

Salary structure and salary design

The salary system based on job description and performance appraisal system generally includes fixed salary+performance salary+welfare and other forms.

The design of fixed salary must ensure the relative internal fairness and external fairness of employee salary level.

Internal fairness means that salary can reflect the value contribution of each position to the overall performance of the company. Generally speaking, human resources departments need to evaluate positions from three aspects: 1. Requirements of knowledge and skills for this position. Requirements of the position for problem solving ability 3. The size of the position responsibility. The human resources department uses the analysis results to determine the range of wage differences and establish a wage level ladder. One of the meanings of internal fairness is that the salary gap between posts should be reflected.

External fairness refers to whether the salary is competitive in the market. On the one hand, the salary level of each position in the company needs to be adjusted with reference to the salary level of the same industry to ensure that the company can recruit suitable talents at this salary level; On the other hand, the human resources department also needs to know the salary changes of competitors regularly to ensure that the company's salary level remains dynamic and competitive.

However, because the evaluation of post value is not completely accurate, enterprises often introduce performance-based pay system, with the aim of making the pay structure fairer, more competitive and more flexible, thus stimulating the enthusiasm of employees. Performance pay mainly refers to the performance bonus determined by the performance appraisal results of employees-employees engaged in the same job may eventually have different incomes due to different performances.

In addition, the company may also decide whether to issue the year-end bonus according to the annual benefit.

Welfare is a necessary supplement to the salary system, which can effectively buffer employees' relative dissatisfaction with fixed salary and performance salary. For example, most foreign-funded enterprises reduce employee turnover by providing preferential welfare policies, and human resources departments should also formulate corporate welfare systems with reference to the welfare levels of other enterprises.

Staff development and salary increase

A reasonable salary system should promote the rise of employees' salary level. The human resources department must clarify the career development route of different positions, improve the training system, and provide employees with opportunities to compete for posts or further promotion.

On the one hand, human resources departments need to actively implement training programs to give employees opportunities to improve their skills. The improvement of employees' skills is often accompanied by the improvement of salary level and work performance appraisal, which is particularly important in the human resource management system with the appraisal reward and punishment system as the core. Training can greatly improve the quality of employees and stimulate their enthusiasm, which is an important auxiliary management measure.

On the other hand, the company should provide fair employment opportunities and make the career development of employees feasible. Companies can give employees as many opportunities as possible to win high-paying jobs by competing for posts, implementing rotation and regular exchanges. For example, if employees compete for posts, they will go to places where they have the ability to compete. When they fail in the competition, they will be paid less than others, so there is nothing to say. This kind of competition should not be one-off, but should be regular, such as once a year, so that every employee has equal opportunities and encourages every employee to make progress.

I hope the above answers are helpful to you!

Assessment method? 1, employee performance fairness is reflected in income and promotion;

2. The assessment should be clear and quantitative;

3. Fair and equitable implementation.

Salary assessment method The enterprise salary assessment method is as follows:

First of all, understand the time, object, content and method of employee performance appraisal.

The performance appraisal of employees is divided into monthly appraisal, quarterly appraisal, annual appraisal and temporary appraisal.

Employees' performance appraisal objects are divided into:

1, department manager and supervisor;

2, director of the room, section chief;

3. General managers;

4. Team leader;

5. Ordinary workers.

The main contents of employee performance appraisal include: labor attitude, ability and work performance.

The performance appraisal of employees adopts the mode of hierarchical management, that is, the general manager and deputy general manager are responsible for the appraisal of managers and supervisors of various departments respectively; Managers and supervisors of all departments are responsible for the assessment of directors, section chiefs and general managers of their own departments; The director of the room and the section chief are responsible for the assessment of the team leader; The team leader is responsible for the assessment of ordinary workers.

The specific forms of employee performance appraisal include: superior evaluation (direct supervisor), self-evaluation, peer evaluation and subordinate evaluation.

In enterprise performance management, different from general ability measurement, employee ability evaluation is to evaluate the ability displayed and displayed by employees in the process of post work, such as whether he correctly and quickly judges and understands instructions in his work; Whether it is appropriate and effective to coordinate the relationship between superiors and subordinates; According to the employee's behavior and performance at work, refer to standards or requirements, evaluate how his ability is played, and judge whether his ability is big or small, strong or weak.

The assessment standard of the company mainly includes three aspects: business performance, work attitude and post-holding ability. Employees in different departments have different assessment criteria weights, as follows:

Proportion chart of assessment weights for all kinds of employees:

Evaluate the project work category, management category, functional management category and technical category.

Performance appraisal accounts for about 70%, 50% and 40%.

Capacity assessment accounts for about 15% 30% 30%

Attitude evaluation accounts for about 15%, 20% and 30%.

Total score of employee assessment = performance score+ability score+attitude score.

, evaluation and evaluation

1, evaluation result rating:

All kinds of assessment results are divided into five grades according to the total score of employee assessment, as follows:

The grade is excellent, excellent and medium, which is in urgent need of improvement.

The total assessment score is above 95, 85-95, 70-84, 50-69 and below 50.

2. Assessment grade proportion control:

In order to reduce the subjective and psychological errors of evaluation (halo effect, contrast effect, averaging, etc.). ), the assessment results shall be subject to the proportional control of the department (branch) after the ex-rights treatment. All departments and branches shall follow the following ratios when reporting the assessment results to the Human Resources Department:

Excellent number: no more than 5% of the total number of employees in the department (branch).

Outstanding personnel: no more than 15% of the total number of employees in the department (branch).

Medium number: accounting for 65% of the total number of employees in this department (branch).

Post-evaluation method 1. The completion of the work, including whether the work is completed on time and in quantity according to the company's standards. This aspect is mainly to assess the individual working ability and efficiency of employees.

The second is whether there are any new improvement suggestions and specific plans for post work. This mainly examines whether employees have the potential and conditions for sustainable development in the company.

Third, suggestions for improvement of other docking departments. This is mainly to assess the team consciousness and cooperation ability of employees.

To sum up, your achievements in your work+your current work situation+your future work plan are mainly reflected in the following aspects: 1 Written report II. Electronic document report 3. Conference report 4. Open internal speech, no matter what method is used, should be fully prepared and prepared in advance.

Colleagues of human resources get together to discuss performance appraisal methods, work out worksheets, clarify job responsibilities, then work out a work schedule, and then conduct assessment according to the work content and plan completion.

Enterprise kpi assessment methods I believe that managers will gradually explore some effective assessment methods suitable for their own qualitative indicators in their own management practice. KPI is a key assessment indicator, and attributes should be formulated for different positions or functions. ...

Appraisal method of equipment management department of property management company 6. 1 The salary of each post of property management personnel consists of standard salary and appraisal salary, among which the appraisal salary is determined according to the company's work requirements for each post. The specific property management manager will be in 200 yuan every month, and the property management staff, toll collectors, maintenance workers and security guards will be paid 100 yuan per month, and the cleaning staff will be paid in 50 yuan every month as the assessment salary for that month. Except for food, transportation and communication subsidies. The rest are standard wages.

6.2 Work assessment is conducted on a monthly basis of 100 points/person, and the overall standard is 100 points, which are divided into five grades: 94, 84, 74 and 64 * *.

6.3 If the score is 95- 100, the salary will be assessed all month.

6.4 If the score is 85-94, 30% of the monthly salary will be deducted.

6.5 If the score is 75-84, 80% of the monthly salary will be deducted.

6.6 deduct the monthly salary from 64 to 74, and deduct 30% of the standard salary.

6.6 If the score is below 64 points, the monthly salary will be deducted, and 50% of the standard salary will be deducted. By the end of the month, those who violate the same regulation twice or more will be doubly assessed.

7.0 General rules for evaluation

Please refer to this, I hope it is useful!

Evaluation method of salary and welfare award Your question is so general! But I can still give you some information: managing e-stack:: EARM. /BBS/ thread -2645- 1- 1.

Energy management assessment methods Energy management system I. General provisions Energy is an important material basis for economic development. Doing a good job in energy management and improving energy utilization rate is an urgent task for enterprises. In order to strengthen energy management, implement national, provincial and municipal energy-saving laws and regulations, further strengthen the company's energy management, promote the development of energy-saving work, and promote the institutionalization and standardization of energy-saving work, this system is specially formulated. Second, establish and improve the energy management organization and set up the company's energy management office. Three. The Energy Management Office is responsible for the energy-saving work, energy management and planning of the whole company to ensure the realization of energy-saving goals. Fourth, the power management system 1, strengthen the power management, strict power system. The internal economic responsibility system shall be implemented, the power consumption indicators shall be verified according to different equipment and posts, and the reward and punishment system shall be implemented and strictly honored, so as to fully mobilize the enthusiasm of all power consumption departments to save electricity. 2. All departments in charge of electricity consumption should achieve (1) and consume the quota. When formulating the economic responsibility system, formulate the electricity consumption quota. (2) The evaluation is planned. In order to measure accurately, the detection rate of electric energy measurement should reach 100%, and the electric energy meters of all power consumption departments are not allowed to be changed at will, and the lines that do not belong to the same electric energy meter are not allowed to be connected by themselves, otherwise hell to pay will be violated. (3), the use system. In order to use electricity safely, all power departments should take the overall situation into consideration and seriously implement the electricity consumption time stipulated by the production technology department, otherwise, they should handle it as appropriate according to the seriousness of the case. (4) Planned electricity consumption. In order to improve the planned electricity consumption, all power departments should obey the unified dispatch of the production technology department. (5), saving measures. The production and lighting equipment of each power consumption department shall be responsible by special personnel, so that people can turn off the lights and stop, mobilize employees, use their brains, innovate and tap the potential, and realize energy saving and increase production. 3, strictly control the power loss, external units to add, take the line with the consent of the company's leaders, external units in the factory to take the line electricity and large-scale technological transformation, infrastructure and other electricity consumption. Should be measured separately. 4. Equip fire-fighting equipment reasonably according to the power of the equipment to prevent the phenomenon of "big horse-drawn car". Electrical equipment in the factory shall not be dismantled, installed or added at will. If any change is needed, it must be approved by the competent leader of the company. 5, transformer room personnel should be strictly in accordance with the provisions of the electricity records, complete accurate original records, and submit various reports in accordance with the provisions. 6. Strictly control non-production electricity consumption. Employees of the company are not allowed to use electric appliances such as electric stoves, rice cookers and electric teapots. In the factory, it is not allowed to use the electric stove for heating, drying clothes, cooking snacks, etc. Once found, it will be fined 20-200 yuan each time (depending on the motivation). V water management system 1. Always keep the water pipes and faucets closed and watertight. 2, do a good job of heat preservation and crack prevention of open-air water pipes in winter. 3. Turn off the faucet in time after using water to prevent the phenomenon of "long running water". 4, completes the water meter measurement records, and keep the original account. 5, the cooling water used in the production workshop, to do the machine water. The intransitive verb energy management rewards and punishments 1. Individuals and collectives who have contributed to energy conservation all the year round will be rewarded and praised in different degrees according to their contributions, which is one of the conditions for selecting advanced production workers and company model workers. 2, to put forward energy-saving rationalization proposals and technological innovation, and energy-saving economic benefits of individuals and collectives, to give material rewards. 3. Individuals or collectives who waste energy due to mismanagement or human factors should be criticized and educated, and economic penalties and accountability should be imposed. 4. The reward and punishment amount is 10% of the profit and loss amount. Seven. Supplementary provisions 1. All departments should regularly carry out energy-saving education, improve energy-saving awareness and enthusiasm, and make full use of the company's energy. 2. The system is suitable for energy management. Responsibilities of the energy management leading group. Fully lead the energy management of enterprises. 2, responsible for the implementation of the national guidelines, policies, regulations, standards and relevant provisions issued by local and departmental. 3, responsible for the formulation of enterprise energy conservation, comprehensive utilization of energy management implementation details and planning. 4, responsible for guiding the specific work of the subordinate office, actively contact with scientific research departments, the introduction and development of new technologies and new processes. 5, responsible for checking and urging all departments of the enterprise to implement energy conservation and comprehensive utilization of energy, improve the level of energy conservation and comprehensive utilization of energy and economic and social benefits. 6, combined with the enterprise around to do a good job in quality, high yield, low consumption, safety, clean production management, and constantly improve the level of energy conservation and comprehensive utilization of energy, fully complete the enterprise energy conservation and comprehensive utilization of energy. The content of the assessment index of the economic responsibility system assessment scheme for personnel of energy management institutions is set to score, which accounts for the proportion of total wages. The assessment object is 1, and the guidelines, policies and regulations of the state and superior management departments on energy conservation and comprehensive utilization of energy are grasped in time, and the publicity work is well done. 15, if all indicators are completed, full marks will be obtained for each item, otherwise all deputy heads and office members will be deducted. 2. Formulate the responsibility system and management system for energy conservation and comprehensive utilization within the enterprise. If the score of 12 is completely reached, the single item will get full marks; Otherwise, all the site management, equipment management and office members will be deducted. 3. Be responsible for supervising the basic statistics and financial accounting of energy conservation and comprehensive utilization of energy, so as to ensure that the accounts are complete and the data are correct. 13 If all indicators are completed, the single item will get full marks; Otherwise, the deputy head and members of the finance team will be deducted in full. 4. Do a good job in the measurement and storage of energy conservation and comprehensive utilization of energy. 10, if all indicators are completed, individual items will get full marks. On the other hand, members of the deputy team leader, financial team and technical team are deducted. 5. If the amount of stone coal added is1.5% 0.1%10, 3% of the personal score will be deducted from the members of the financial group and technical group. Stone coal (slag) admixture 15% 0. 1% 10 score 0. 1% will be deducted as a single score of 3%. Members of finance group and process group. Boiler slag admixture 12% 0. 1% 65438. The content of fly ash is 2% 0. 1% 10 points 0. 1%, the individual score is 3%, the financial group and technical group members are 9, and the content of fluorgypsum is1.8% 0.1%10 points. for reference only