Performance evaluation index of director of human resources

In my opinion, the basic points of human resource management are job analysis and human resource planning. Therefore, different posts must have different standards and requirements for him. If we must make it clear, I find it difficult to adapt to every position.

I'll tell you something basic and flexible. I hope they can help you.

1. Attendance. I think this is the most basic, but we can't just look at the attendance rate of all positions. For example, because of special needs, salespeople and managers may leave in a short time even when they get to work, so we can't say that they didn't do a good job, can we?

2. Work efficiency, different professional standards are different. The manager is more concerned with his organizational ability, coordination ability, or how much cost he has saved indirectly for the enterprise, and so on. The production worker looks at the quality of his products, whether he has overfulfilled his tasks, overtime hours, etc. Salespeople are naturally sales targets. In this regard, your unit must have its own regulations. According to the regulations, it will be decided.

I think this is very important. This is not an indicator or requirement, but a method. That is to see a person's work ability through the news between colleagues. Of course, this can only be used as a reference. In this way, we can get close to the data source of performance appraisal. This method has its unique advantages. I don't want to say more. ...

4. Consider the standards of peers in other enterprises for the same position and refer to the performance appraisal of their own enterprises.