Summary of year-end assessment of enterprise employees

Summary of year-end assessment of enterprise employees

Performance appraisal is the core work content of the human resources department, and it is also one of the main work contents of the company for 20XX years. 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:

1, departmental kpi assessment (tp): the performance assessment of the department itself has a high difficulty coefficient. In addition, the design of kpi indicators is not in place, so only part of the data was collected this time. These data can only reflect part of the work of the department from the side, but can not fully reflect the temporary performance of a department. Therefore, 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 set personal work goals, and at the end of each month, evaluates the realization of employees' work goals. Judging from the three-month trial 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 work efficiency. At the same time,

3. Assessment of employees' working ability (cp): cp assessment of functional department managers is conducted from multiple angles (boss, subordinates and internal customers) and through multiple XX dimensions (such as objectives, guidance, communication, support to superiors, support to straight departments, etc.). ); The assessment of employees in functional departments is also multi-dimensional (work ability, cooperation and communication ability, support and cooperation with superiors, personal learning and self-development ability), and adopts the method of direct assessment by superiors. 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 evaluation itself: as an 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. These are exactly what we lack, which 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.

2. Communication problem: After three months' trial evaluation, we think that the key problem in implementing 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. Cognition: According to the experience of previous assessment and trial, some employees are not fully aware of it. They think that this evaluation will be just a form 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.

4. Promotion: Before the habit of assessment is formed, the promotion of assessment is still a very important issue. In addition to the strong promotion of human resources departments, the strong promotion of middle and senior leaders is the key issue. There are few pilot departments in this functional department, and the promotion problem is not obvious. However, if it is fully promoted in the whole company, the promotion problem is the key to the success or failure of the full implementation of the entire assessment system.

In view of the above problems, the next major solutions of the Ministry of Human Resources are as follows:

1. Explore and improve, and constantly optimize the assessment system in practice.

2. Through guiding training, gradually introduce the evaluation concept and gradually form the evaluation habit; For example: nearby training, secondary guidance training for logistics system managers and employees.

3. Strengthen communication: The Human Resources Department strengthens communication and guidance with the pilot departments, and guides the assessment, communication and interaction between department managers and employees through forms or other means.

4. Strong execution: HR department takes the lead and has strong execution from top to bottom. The key is the implementation of middle and high-level leaders, so the focus of human resources department is to strengthen the promotion of performance appraisal system for middle and high-level managers.

5. Linked to performance: Only linked to performance can fully attract the attention of employees, fully expose some problems that could not be exposed before, and then achieve the result of continuously optimizing the assessment system through adjustment. Finally, the assessment system can really motivate employees to continuously improve their performance.

Iii. The next work objective and working ideas of the evaluation:

Establish and fully implement an effective and practical performance management system, working ideas:

The test results of 1. functional departments prove that the system is effective and can realize the company's development to target management (May-July).

2. In September, the Human Resources Department will conduct a comprehensive and objective evaluation of the performance appraisal system, and put forward specific measures to implement in the logistics system. At the same time, we started the early training and guidance work.

3. During the period of 10- 12 (three months is an assessment cycle), the performance appraisal results of employees in the administrative, human resources and financial departments will be linked to the salary, and the specific operation will be implemented by the human resources department. The logistics department will gradually link performance with salary (to ensure that it will be realized early next year).

4. In the last year of next year, the mature appraisal system that has been running in the company will be promoted throughout the company, and finally an effective performance management system will be realized in the company to support the company's overall strategy.

Chapter II Model essay on the year-end assessment of enterprise employees

In 20_ years, my work has changed a lot, and I have worked in two departments, namely, the township unit office and the county party Committee office. Over the past year, with the care of leaders and the help of colleagues, we have successfully completed various tasks through our unremitting efforts. Now I summarize myself as follows:

1, ideological and political aspects:

He made positive progress ideologically, had a high political consciousness, always maintained party member's advanced nature and purity, and dared to fight against all kinds of reactionary ideas. Emancipate the mind, seek truth from facts, keep pace with the times, be able to treat things and problems dialectically and rationally, and always keep a clear head in the face of major issues. Love the motherland, love the people, adhere to the Four Cardinal Principles, resolutely support China's leadership, actively respond to the party's call, and have full confidence in the party's cause.

2. Learning:

Adhere to learning as an important way of self-improvement and improvement, not only actively participate in various studies organized by units and branches, but also extensively carry out self-study. Besides the knowledge of political theory and the party's principles and policies, the content of study also involves history, economy, science and technology, computers and various business knowledge. Learning pays attention to both methods and practical results.

3. Work:

Obey the arrangement, be serious and responsible, and work hard. China Talent Guide Network is proactive in everything, facing difficulties and striving to be the vanguard, not afraid of hardship and fatigue. In villages and towns, in addition to doing a solid job in village housing and agricultural statistics, they also creatively did a good job in office secretarial work, which was fully affirmed by the leaders. During my post in the office of the State Party Committee, I sorted out 3 issues of memorabilia of the State Party Committee, 20 issues of supervision and inspection, drafted more than 20 documents and notices as required, 3 issues of special supervision reports and 3 issues of official reports, and the results were satisfactory.

4. Life:

Diligence and thrift, care for public property, pay attention to hygiene, love labor, be strict with yourself, be honest and trustworthy, be indifferent to fame and fortune, help others, respect leaders, unite colleagues, speak appropriately, behave generously, and pay attention to maintaining image.

However, I still have some shortcomings and deficiencies, mainly because my study is not deep enough, my political acumen is not strong enough, my working methods are improper, and my writing skills are not solid enough, which needs to be further improved and improved in my future work.

Chapter III Summary of Year-end Assessment of Enterprise Employees

Since I was transferred to the property management office as the manager of the property department this year, I have tried my best to adapt to the new working environment and post, studied with an open mind, worked hard and fulfilled my duties, and successfully completed various tasks. The property management of our campus has made brilliant achievements. The following is my work summary report:

First, consciously strengthen study and strive to adapt to work.

It's my first contact with property management, and I don't know much about the responsibilities and tasks of the comprehensive administrator. In order to adapt to the new job and working environment as soon as possible, I consciously strengthen my study, humbly ask for advice and solve doubts, constantly sort out my working ideas and summarize my working methods, and now I am basically qualified for the job. On the one hand, learn while doing, learn while doing, and constantly master methods to accumulate experience. I pay attention to the task as the traction, relying on the improvement of post learning, through observation, exploration, access to information and practical exercise, I quickly entered the working state. On the other hand, consult books and colleagues, constantly enrich knowledge and master skills. With the help and guidance of leaders and colleagues at all levels, I have never attended a meeting and have never been familiar with it. I gradually found out the basic situation in my work, found the breakthrough point, and grasped the key and difficult points of my work.

Second, focus on their jobs and earnestly perform their duties.

(1) Do financial work patiently and meticulously. Since I took over the financial work of the management office for half a year, I have carefully checked the financial books in the first half of the year, sorted out the financial relations, strictly implemented the financial system, and made every account well, thus ensuring the annual balance of payments and the realization of profit targets. First, do a good job of every incoming and outgoing account. For each incoming and outgoing account, I record it in different categories according to the financial classification rules and register it. At the same time, carefully check invoices and bills, and do a good job in bill management. The second is to do a good job of monthly routine reconciliation. According to the financial system, I refined the income and expenditure of the month, prepared financial statements regularly, and reconciled them in time according to the company's requirements. There are no omissions or misstatements. The third is to collect service fees in time. Combined with the actual situation, on the basis of further understanding of the service fee agreement collection method, I carefully distinguish and collect and collect the service fee regularly according to the service fee agreed by Hongya Company, the owner and us. The service fee for the whole year of 20__ has been paid in full. The fourth is to control the cost reasonably. Reasonable control of expenses is an important link to achieve profitability. I insist on starting from the interests of the company and actively assist the director of the management office in charge of financial management. Especially in the aspect of recurrent expenditure, we should strictly control procurement, consumption and supervision to prevent extravagance and waste, and at the same time put forward some reasonable suggestions.

(2) actively do a good job in copywriting management. I have been mainly engaged in office work for the past six months, and I am quite sure of copywriting management. I have mainly done the following two things: First, I have done data entry and document sorting. For the information files and relevant meeting minutes involved in the management office, I carefully input and print, make forms and documents according to the work needs, and draft statements. The second is file management. After arriving at the management office, the systematic and standardized classified management of archives is my routine work. I use the method of combining normal maintenance with regular centralized sorting to classify and file the files, and do a good job in the registration and management of the files in and out of the warehouse.

(3) Do a good job of greening and maintenance seriously and responsibly. The greening work of the community was given to me in June+10, 5438. For me, this is the first time. Due to the lack of professional knowledge and management experience, there is a shortage of greening workers at present. Now it is winter, and the situation of greening work in residential areas is more severe. I have mainly done the following two aspects: First, do a good job in the daily maintenance of community greening. The second is to carefully check and accept the handover.

Three. Main experience and gains

Some work has been completed and some achievements have been made. To sum up, there are the following experiences and gains:

(1) Only by putting yourself in a correct position and trying to get familiar with the basic business can we adapt to the new job as soon as possible.

(2) Only by actively integrating into the collective and handling all aspects of relations can we maintain a good working condition in the new environment.

(3) Only by adhering to the principle of implementing the system and carefully managing the financial accounts can we fulfill our financial responsibilities.

(D) Only by establishing a sense of service and strengthening communication and coordination can we do our job well.

Fourth, there are shortcomings.

Due to less work practice and lack of relevant work experience, there are the following shortcomings in 20__ years of work:

(1) I don't know enough about the contents of the Property Management Service Fee Agreement, especially about some previous charges.

(2) Dining room meals cost a lot, which is easy to grasp macroscopically and difficult to control microscopically.

(3) The greening work situation is grim, and the greening management of residential areas should be strengthened.

Verb (abbreviation for verb) What to do next?

In view of the shortcomings in the work, in order to do a good job in the new year, we should highlight the following aspects:

(1) actively coordinate with the company and the owner to further straighten out the relationship.

(2) Strengthen the study and improvement of business knowledge, innovate working methods and improve work efficiency.

(3) Manage finance and accounts and control current account expenditure.

(4) Try to manage the canteen and handle the relationship between cost and food.

(5) Do a good job in greening and maintenance of residential areas.