How to do a good job in employee performance appraisal in production enterprises

1. What is a performance appraisal? Performance appraisal, referred to as performance appraisal, is one of the core functions of human resource management. You can understand the meaning of performance from the perspective of work behavior and work results. Judging from the work results, performance is the output record produced by a specific job function or activity in a specific time; From the perspective of behavior, Campbell believes that performance is an observable thing that people do related to organizational goals; Berman and Muttweedru believe that performance is a kind of work behavior with assessable elements. Generally speaking, performance appraisal refers to the process of collecting, analyzing, evaluating and feeding back the performance and results of employees at work according to established standards. Performance appraisal is an internal management activity of an enterprise, which evaluates the actual contribution of employees according to the post requirements and emphasizes the particularity of each person and post in the process of implementing business strategy and human resource management. Judging from the implementation results, it includes functions such as management, supervision, guidance, education, encouragement and help. Second, the role of performance appraisal The main reference point in the performance appraisal process is the future. We don't want to explain the past, but we want to use the assessment results as a resource to plan a job or a new possibility for an employee in the future. This is the development of employees and jobs. Peter Drucker said: "The purpose of organization is to achieve synergy through the combination of workers' strengths and avoid their shortcomings. "This is also the purpose of effective performance management. It can also be said that the realization of the assessment goal is ultimately manifested in the improvement of the overall efficiency of the organization. 1, performance appraisal is the premise of personnel appointment. Performance appraisal is the main means of "knowing people", which is the premise of "doing a good job". After examination, the political quality, psychological quality, knowledge quality and professional quality of the personnel are evaluated, and on this basis, the ability and expertise of the personnel are inferred, and then the suitable positions are analyzed, so as to match the positions and make the best use of the talents. 2. Performance appraisal is the basis of personnel deployment. Through performance appraisal, we can understand the use of personnel and the degree of cooperation of personnel. If it is found that some people's quality and ability have exceeded the requirements of their current jobs, they can be promoted to their posts; Found that the quality and ability of others can not meet the requirements of the current job, should be demoted; It is found that some people are not good at it, or their cross-departmental quality and ability have changed, so they can be deployed horizontally. 3. Performance appraisal is the basis of talent training. Personnel training should be targeted, and supplementary learning and training should be carried out for the shortcomings of personnel. Therefore, the premise of training is to accurately understand the quality and ability of all kinds of personnel, determine the quality and existing problems of employees through assessment, and analyze the training needs. At the same time, assessment is also the main means to judge the training effect. 4. Performance appraisal is the basis of determining labor remuneration. Salary management within enterprises must conform to the principle of matching labor remuneration with labor remuneration, and accurately measuring the quantity and quality of "labor" is the premise of implementing distribution according to work. Only when job performance is closely related to organizational rewards can employees feel fair and motivate them to work hard. 5. Performance appraisal is a means to motivate employees. According to the results of performance appraisal, the object and grade of rewards and punishments are determined, and the advanced and backward are encouraged, so that rewards and punishments are clear, which is conducive to improving the enthusiasm of employees and successfully completing organizational goals. Pay according to performance, and take performance as the basis for transfer, promotion, demotion or dismissal, which completely breaks the "big pot" and allows employees to compete in a fair environment. They can not only compare horizontally with others' income or promotion under the same objective standard, but also compare vertically with their past income or promotion. If the comparison result is balanced, he will feel fair. Performance appraisal sets assessment targets for employees in advance, supplemented by specific assessment rules. When the goal setting is scientific and reasonable, it can make employees feel satisfied and fulfilled. Performance appraisal also helps to create an atmosphere of "comparing, learning, catching up, helping and surpassing" within the enterprise, so that employees can improve their own performance and thus enhance the competitiveness of the enterprise. 6. Performance appraisal is a tool to promote the growth of employees. Work performance appraisal is like an objective mirror and a fair ruler. Feedback the assessment results to employees, so that employees can find their own defects and deficiencies, which can help employees gradually improve through their own efforts. Performance appraisal has a wide range of applications. Applying the results of performance appraisal to human resource planning, recruitment, selection, salary, promotion, deployment and dismissal will help enterprises make correct human resource management decisions. When applied to human resources development, it can provide information on employees' strengths and weaknesses, help employees create better performance in their existing posts, strengthen targeted training for employees, and provide suggestions for employees' career and career path design. Third, there are problems in performance appraisal. There are many practical problems in performance appraisal, so many people are skeptical about performance appraisal. Edward Deming, the pioneer of total quality management, even regarded performance appraisal as one of the seven fatal chronic diseases of management. The survey shows that the primary problem in the development and management of human resources in Chinese enterprises is poor performance appraisal. First of all, the influence of interpersonal relationship is too great, which is a headache for enterprises in China. There may be a lot of people coming to curry favor with and play a little sesame seed, which leads to the rule of man being greater than the rule of law, and the management system is difficult to implement. Others, in turn, show unreasonable assessment methods, unstable assessment standards, many subjective factors affecting appraisers, low assessment level and lack of attention from managers. Based on the research results of domestic and foreign researchers, the following lists many problems existing in performance appraisal. Problems in performance appraisal ● The value of creativity is difficult to assess ● The personal value in team work is difficult to assess ● Force majeure factors are often ignored ● The assessment method itself needs to be continuously improved ● Subjectively, employees always feel that they have not been fairly evaluated and treated ● The assessment process is easily interfered by external factors ● There is a lack of clear performance standards ● The standards of work assessment are unrealistic. ● Examiner error ● Negative communication ● Bad review 4. Problems that should be paid attention to in employee performance appraisal to solve the problems of performance appraisal, we must first ensure a clear understanding of the causes of the problems; Secondly, choose the appropriate performance appraisal tools; Third, targeted training for supervisors will help reduce the occurrence of problems. From a practical point of view, there are still some factors that may have a greater impact on the performance appraisal results, such as the degree of correlation between the performance appraisal results and the salary level, the level of employee turnover, and the intensity of time constraints. Therefore, efforts should be made to reduce the influence of external factors such as pressure and time limit on work performance appraisal. How can we do a better job in the performance appraisal of enterprise employees? 1, job analysis In order to give full play to the information feedback function of performance appraisal to the whole management system, it is necessary to carry out effective job analysis, that is, to clarify the job responsibilities and the quality requirements of post employees, and to determine what performance factors are needed to complete the work. Only by clarifying the post responsibilities can we evaluate the actual work behaviors of all work teams and employees in the enterprise and judge the degree of conformity between their behaviors and the duty norms required by the enterprise, which can be used as the measurement standard and assessment basis of performance. In the whole assessment process, there must be close cooperation between management and employees to solve the problem of information asymmetry in cooperation. 2. Establishing a Performance Appraisal System In order to make the appraisal work standardized, orderly and efficient, it is necessary to establish a scientific performance appraisal system. The construction of performance appraisal system is a systematic project, including planning, implementation, assessment, feedback of assessment results and processing and application of assessment results. First of all, we should update our concepts and realize that performance is not tested, but managed through a scientific system; Secondly, it is necessary to clarify the objectives of performance management; Then we must carry it out; Finally, summarize the evaluation. 3. The design of evaluation index system must be scientifically analyzed, combined with the individual situation of the enterprise, and an operable index system combining quantitative and qualitative indicators should be formulated. It should be noted that if there are too many indicators, the calculation will become cumbersome, and some important indicators will be submerged, making it difficult to show their important influence. 4. Choose performance evaluation tools. Each evaluation tool has its advantages and disadvantages. For example, ranking method can avoid the tendency of being in the middle, but it will cause bad mood of employees when the performance of all employees is really high. It should be pointed out that although the theory of performance appraisal is a performance appraisal tool linked to specific work behaviors, enterprises are more willing to accept relatively simple performance appraisal methods. 5. Improve work performance standards. The ancients said: "No rules, no Fiona Fang." Ensure that clear performance standards are provided to all candidates and other candidates. Improve the performance evaluation system of enterprises, combine qualitative investigation and quantitative assessment of employees' ability and performance, establish objective and clear management standards, conduct quantitative assessment, speak with data, and convince people by reasoning. Change the shortcomings of the past employee assessment, such as too large qualitative components, vague evaluation and easy to be influenced by subjective factors. 6, the use of clear performance factors, it is best to use some descriptive language to define the performance appraisal elements. For example, "excellent"-outstanding performance in all aspects, obviously superior to others; "Very good"-the job performance obviously exceeds the job requirements in most aspects, and the job performance has always been of high quality; "Good"-competent and reliable work performance level, meeting the requirements of work performance standards. This will make it easier for appraisers to understand the evaluation results. Avoid using abstract element names, such as "loyalty" and "selflessness", unless they can be confirmed by observable behavior. 7. Reduce the subjectivity of evaluators. It is an important part of objective appraisal to select more objective appraisers for job performance appraisal. Train examiners to use evaluation tools correctly and guide them to use performance evaluation standards when making judgments; Try to use multiple appraisers to independently complete the performance appraisal of the same object. 8. Pay attention to the feedback of performance appraisal, so that the appraiser can have frequent daily contact with the assessed employees; Inform employees of the evaluation conclusion in due course; Provide correct guidance to employees with poor performance at an appropriate time. 9. Establish a review system such as complaints. In line with the attitude of being responsible for employees and enterprises, establish formal appeal channels and the formulation of performance appraisal results by higher-level personnel departments. In case of layoffs or dismissals, the relevant written materials of job performance appraisal should be sorted out, the reasons for layoffs or dismissals should be explained, and related matters should be properly handled. The performance appraisal of any company is not perfect. There is no best performance appraisal method, only the one that suits you best. Simple and practical or complex science, strict or loose, informal or systematic assessment methods, companies of different sizes, cultures and stages should choose different methods. Performance appraisal is a "double-edged sword", and a good performance appraisal system can activate the whole organization; But if it is not handled properly, it may have many unexpected consequences. In short, in order to truly implement performance appraisal, enterprises must have systematic vision and thinking in the process of system design and organization implementation, and at the same time, they should dare to take the lead, promote organizational changes in a timely manner in the process of performance appraisal, and promote the company to become a growth enterprise with modern consciousness, behavior mode and ability structure.