Summary of employee assessment for half a year
Summary of the assessment of the work for half a year. Problems in the current performance appraisal
1. Since the objectives of the evaluation are not clear, it is not possible to clearly distinguish between high-efficiency employees and inefficient employees.
2. Since there are few measurable targets and few clear and clear indicators, it is still not possible for different evaluators to evaluate the same employees.
3. Due to the lack of work standards, personal work goals and company goals have not been clearly linked and established.
2. Issues that supervisors should pay attention to in performance evaluation
1. Trends tend to be different, and there are no good or bad differences in evaluation results. This is due to the fact that individual supervisors are not willing to offend people or pay insufficient attention to them and cannot fully understand the performance of their employees. To overcome the tendency to tend, on the one hand, the supervisor should pay full attention to the assessment work; on the other hand, the supervisor needs to fully understand the work of the evaluator, and usually keep inspection records.
2, too wide or too strict tendency, too wide as "calculated, next time"; too strict regardless of the size of the error, the severity of the plot. To overcome this phenomenon, the supervisor should proceed from the objective and the objective evaluation as the standard rather than subjective.
3. During the assessment process, one should avoid the first impression or the recent impression to evaluate a person, and observe the evaluated person with an objective objective.
4. Communication after evaluation should be timely. Especially for employees with low assessment scores, supervisors should actively communicate with them to explain the situation, avoid misunderstandings, help identify problems and coach them to improve job performance.
Third, the key to effective implementation of performance appraisal
1, concept. Managers' understanding of performance appraisal is an important factor affecting the performance appraisal effect. "It is not the assessment of who, but who to help coach." This is the concept that the examiner and the examinee must first change.
2. Attitudes of employees at all levels towards performance appraisal. If the employee believes that the performance appraisal is only to fill in various forms to cope with the superior or have a serious feeling of appreciating the performance appraisal, then the performance appraisal is difficult to implement. This is the key issue to be resolved in the publicity work of the supervisors and appraisal offices in the future.
3. The setting of performance appraisal methods. To be related to the development strategy of the group company, there is a good performance target and indicators, and the goals and indicators should be adjusted in time, dynamically changed, and not deviate from the main channel of the company's strategic development. This is the key to improving the performance appraisal method in the future.
These three key points can be expressed by an equation: effective performance appraisal = concept × attitude of employees at each level × setting of assessment methods. The concept is the most important, and the concept determines the direction of performance appraisal. If the concept is negative, the result is also negative. The attitudes of employees at each level and the setting of assessment methods determine the effectiveness of performance appraisal. One item is zero and the result is zero.
4. Two misunderstandings about performance appraisal
1. The use of performance appraisal. It is considered that the performance appraisal is not practical, and the performance appraisal cost is greater than the benefits it brings.
The role of performance appraisal is mainly reflected in:
a. The dominant role of performance appraisal:
Performance appraisal is one of the basic tasks of human resource management, providing basis for salary disbursement, staffing and adjustment, staff development and training.
b. The hidden role of performance appraisal:
Save management costs. Performance appraisal allows employees to define their work goals, the way they accomplish their work goals, and the level of completion. Employees have great work permission and self-decision permission, thus avoiding managers repeatedly telling employees about work content and setting work deadlines, thus reducing management costs.
Helps communicate within the company. The core of performance appraisal is communication. Through continuous communication, friction and conflict between lower and upper levels can be reduced, creating a friendly and open atmosphere. When employees realize that performance appraisal is a process of helping counseling rather than being forced to assess, they will actively cooperate and be honest. When the company's atmosphere is surrounded by this understanding, the relationship between managers and employees will be even more Friendly, the communication within the company will be smoother.
Help employees develop themselves. Through performance appraisal, employees define their work goals, understand the rewards they can achieve to achieve their goals, and establish a mechanism for continuous communication with supervisors, which helps employees to constantly review themselves and learn new knowledge and skills to gain more. Good development.
2. The quick review of performance appraisal.
First of all, performance appraisal is endogenous, and no one is ready to use. There is a process in the understanding of performance appraisal and experience from nothing. Secondly, in the setting of performance appraisal, there is no limit to the rapid development of professional performance appraisers. Therefore, there is a process for the effectiveness of performance appraisal.
[page]
There are three stages in the development of performance appraisal: the first stage is the initial stage of performance appraisal; the second stage is the improvement and preliminary effect stage of performance appraisal; the third stage is the effective stage of performance appraisal. We are now in the initial stages of performance appraisal.
To make a metaphor: We planted a piece of corn in the spring, and in the summer, we saw that the seedlings were not very good. At this time, we can't put it aside, and we can't give it up, stop fertilizing it, watering it, etc. Instead, we must be more meticulously engaged in order to maximize the benefits, while also summing up the experience, in order to plant better in the coming year. This is just like our assessment. At the beginning of the year, we continued to discuss and revise several times, and finally formed the current assessment method. This assessment method is like the corn we planted. In the process of practice, we found that the assessment method is not perfect, we can not modify it, and can not stop this work. We must make up for its innate shortcomings through our subjective efforts, and summarize the experience of this period to lay the foundation for the next year's assessment work.
In short, in the initial stage of performance appraisal, the resistance from all aspects must be large, more, such as the staff's incomprehension, negative treatment, poor executive implementation, imperfect assessment methods and so on. Therefore, the performance management work is expensive, we need to work together, change the concept, constantly improve, step by step, and steadily advance. Only in this way can the effectiveness of performance appraisal be achieved as soon as possible.
1. Since the objectives of the evaluation are not clear, it is not possible to clearly distinguish between high-efficiency employees and inefficient employees.
2. Since there are few measurable targets and few clear and clear indicators, it is still not possible for different evaluators to evaluate the same employees.
3. Due to the lack of work standards, personal work goals and company goals have not been clearly linked and established.
2. Issues that supervisors should pay attention to in performance evaluation
1. Trends tend to be different, and there are no good or bad differences in evaluation results. This is due to the fact that individual supervisors are not willing to offend people or pay insufficient attention to them and cannot fully understand the performance of their employees. To overcome the tendency to tend, on the one hand, the supervisor should pay full attention to the assessment work; on the other hand, the supervisor needs to fully understand the work of the evaluator, and usually keep inspection records.
2, too wide or too strict tendency, too wide as "calculated, next time"; too strict regardless of the size of the error, the severity of the plot. To overcome this phenomenon, the supervisor should proceed from the objective and the objective evaluation as the standard rather than subjective.
3. During the assessment process, one should avoid the first impression or the recent impression to evaluate a person, and observe the evaluated person with an objective objective.
4. Communication after evaluation should be timely. Especially for employees with low assessment scores, supervisors should actively communicate with them to explain the situation, avoid misunderstandings, help identify problems and coach them to improve job performance.
Third, the key to effective implementation of performance appraisal
1, concept. Managers' understanding of performance appraisal is an important factor affecting the performance appraisal effect. "It is not the assessment of who, but who to help coach." This is the concept that the examiner and the examinee must first change.
2. Attitudes of employees at all levels towards performance appraisal. If the employee believes that the performance appraisal is only to fill in various forms to cope with the superior or have a serious feeling of appreciating the performance appraisal, then the performance appraisal is difficult to implement. This is the key issue to be resolved in the publicity work of the supervisors and appraisal offices in the future.
3. The setting of performance appraisal methods. To be related to the development strategy of the group company, there is a good performance target and indicators, and the goals and indicators should be adjusted in time, dynamically changed, and not deviate from the main channel of the company's strategic development. This is the key to improving the performance appraisal method in the future.
These three key points can be expressed by an equation: effective performance appraisal = concept × attitude of employees at each level × setting of assessment methods. The concept is the most important, and the concept determines the direction of performance appraisal. If the concept is negative, the result is also negative. The attitudes of employees at each level and the setting of assessment methods determine the effectiveness of performance appraisal. One item is zero and the result is zero.
4. Two misunderstandings about performance appraisal
1. The use of performance appraisal. It is considered that the performance appraisal is not practical, and the performance appraisal cost is greater than the benefits it brings.
The role of performance appraisal is mainly reflected in:
a. The dominant role of performance appraisal:
Performance appraisal is one of the basic tasks of human resource management, providing basis for salary disbursement, staffing and adjustment, staff development and training.
b. The hidden role of performance appraisal:
Save management costs. Performance appraisal allows employees to define their work goals, the way they accomplish their work goals, and the level of completion. Employees have great work permission and self-decision permission, thus avoiding managers repeatedly telling employees about work content and setting work deadlines, thus reducing management costs.
Helps communicate within the company. The core of performance appraisal is communication. Through continuous communication, friction and conflict between lower and upper levels can be reduced, creating a friendly and open atmosphere. When employees realize that performance appraisal is a process of helping counseling rather than being forced to assess, they will actively cooperate and be honest. When the company's atmosphere is surrounded by this understanding, the relationship between managers and employees will be even more Friendly, the communication within the company will be smoother.
Help employees develop themselves. Through performance appraisal, employees define their work goals, understand the rewards they can achieve to achieve their goals, and establish a mechanism for continuous communication with supervisors, which helps employees to constantly review themselves and learn new knowledge and skills to gain more. Good development.
2. The quick review of performance appraisal.
First of all, performance appraisal is endogenous, and no one is ready to use. There is a process in the understanding of performance appraisal and experience from nothing. Secondly, in the setting of performance appraisal, there is no limit to the rapid development of professional performance appraisers. Therefore, there is a process for the effectiveness of performance appraisal.
[page]
There are three stages in the development of performance appraisal: the first stage is the initial stage of performance appraisal; the second stage is the improvement and preliminary effect stage of performance appraisal; the third stage is the effective stage of performance appraisal. We are now in the initial stages of performance appraisal.
To make a metaphor: We planted a piece of corn in the spring, and in the summer, we saw that the seedlings were not very good. At this time, we can't put it aside, and we can't give it up, stop fertilizing it, watering it, etc. Instead, we must be more meticulously engaged in order to maximize the benefits, while also summing up the experience, in order to plant better in the coming year. This is just like our assessment. At the beginning of the year, we continued to discuss and revise several times, and finally formed the current assessment method. This assessment method is like the corn we planted. In the process of practice, we found that the assessment method is not perfect, we can not modify it, and can not stop this work. We must make up for its innate shortcomings through our subjective efforts, and summarize the experience of this period to lay the foundation for the next year's assessment work.
In short, in the initial stage of performance appraisal, the resistance from all aspects must be large, more, such as the staff's incomprehension, negative treatment, poor executive implementation, imperfect assessment methods and so on. Therefore, the performance management work is expensive, we need to work together, change the concept, constantly improve, step by step, and steadily advance. Only in this way can the effectiveness of performance appraisal be achieved as soon as possible.
recommended article
- Village official assistant half-year work summary
- The total work of the power company's experimental office in the first half of XX
- Industry and Commerce Institute's work summary for the first half of 2019
- County Tourism Bureau's half-year work summary and second half of the work
- County Cultural Center's work summary for the first half of the year and the second half of the year
- Summary of half-year work of township party and government offices
- Summary of the work of the agency affairs bureau for the first half of the year
- Summary of the work of the newly hired civil servants in the first half of the year
- Summary of the work of the Commission for Discipline Inspection in the first half of 2019
- Summary of the work of the Communist Youth League in the first half of the year
- Summary of the work of the Municipal Water Conservancy Bureau in the first half of 2019
- Summary of work in the first half of 2015
popular articles
- Korean swear words
- Bing Xin’s famous words
- Deaf people jingle 2019
- Classical life motto
- Qq space mood phrase
- a good saying that loves labor
- Taizai’s famous sayings
- I want to say something to the teacher.
- The latest high school inspirational maxim
- English famous words
- Injured sentence
- XX first half of the work summary _ mid-year work summary
- 2014 is very touching words
- Thanks to the friend's words 2019
- Summary of the team's half-year work
- Du Yuexi's famous sayings
- Summary of the work of the hospital in the first half of 2014
- Summary of work in the first half of 2019
- Teacher's famous saying
- Summary of the work of the company's party branch in the first half
- Summary of the work of the first half of the comprehensive office
- Summary of the half-year work of law enforcement in 2019
- College entrance examination inspirational quotes
- Describe the fast time sentence 2019
- Tao Xingzhi's famous sayings
- The beginning of the second half of the work summary
- Sad love sentence 2019
- The first half of the work summary begins
- Strong words
- Summary of work in the first half of 2015