Summary of performance appraisal trial work

Performance appraisal is the core work content of the Human Resources Department and one of the main work contents of the company's 200X year. In order to better expand the performance management system within the company scope, the human resources department in the five functions from May to July The department conducts the performance appraisal trial operation. The following is a summary of the trial situation as follows:

I. Performance test results of the functional department

The performance appraisal system strongly implemented in the functional department includes: the KPI index assessment, the job target assessment, the employee work ability assessment, and the employee work attitude evaluation. Through the final data collection and analysis, objectively speaking The operation of the system in the functional department is effective and feasible, and initially achieves the goal of quantitative performance management. The following is the collection of the four aspects:

l. Evaluation of departmental KPI indicators: The performance of the department's performance appraisal itself is relatively high. In addition, the design of this KPI indicator is not quite in place, so only some data are collected this time. These data can only reflect the department's Part of the work, for the time being, can not fully reflect the performance of a department, so the collection of KPIs in this department provides valuable practical experience for the next step. One of the priorities of the next assessment is to continue to improve the assessment of KPIs in the optimization department.

2, job target assessment: each department breaks down the department's goals on the basis of the company's total goal decomposition, and becomes the individual job target of the employee. At the beginning of each month, the department manager helps the staff to set the employee's personal work goal. At the end of the month, the employee The assessment of the achievement of the work objectives, from the three-month IP assessment trial situation, the various functional departments have effectively promoted the achievement of the individual work objectives of the employees through this assessment, effectively transmitting the department's work pressure, and improved Work efficiency, while driving the company's work objectives and project management, this part of the assessment is basically effective.

L3, employee work ability evaluation: the CP assessment of the functional department manager is carried out through multiple dimensions and multiple angles; the assessment of the functional department staff is also multi-dimensional, and the direct evaluation method of the superior is adopted, which reflects from the collection result of the last data. The CP assessment of the functional department reflects the ability level of the staff objectively. This part of the assessment is effective.

L4, employee work attitude evaluation: the employee's work attitude is the daily work performance and behavior of the employee. This kind of behavior and performance is mainly reflected in the degree of employees' investment in the work. The assessment data of this part mainly comes from the overtime hours of employees. Therefore, the source of this part of the assessment data can accurately reflect the attitude of a member. His level of commitment to work. The AT assessment is also effective.

Second, the problems and solutions in the assessment trial

The main problems in the trial:

1, the design of the assessment itself

As the assessment itself, its operation requires a sound human resource system, such as a scientific and relatively stable organizational structure; a post system with scientific job description and evaluation, fair and scientific quantitative means, etc. What we lack, it also shows that the background of human resources for our implementation assessment is relatively weak.

The performance appraisal system is a new thing to the company. The new things must be practiced through a process of trialing in the company, finding the solution that suits us best in the running-in and improvement. Subjectively, we consider when designing some indicators. It is not very comprehensive, and some processes and indicators are not quite in place. Therefore, objectively and subjectively speaking, some aspects of the design of this assessment system are not quite in place. For example, the design of the department TP is temporarily unable to collect complete data. At present, the human resources department is assisting various departments according to the new department TP operation form. Formulate work goals for the next quarter.

2, communication problems

Through the three-month assessment test, we believe that the key issue in the assessment implementation process is the communication and interaction between the assessor and the employee. If a department manager helps employees to set personal work goals, they do not fully communicate with the employees. There is no guidance and assistance in the process. The final assessment result does not propose a work improvement point based on full communication with the staff. Then the final assessment result is definitely invalid, and it will not play the role of performance improvement. From this assessment In trial, the failure of some assessment data is due to this problem. The communication and interaction between the examinee and the employee is the key to assessing whether the specific assessment results are effective.

3. Know the problem

According to the experience of past assessments, some employees are still not in place in their understanding. They think that this assessment will only take one form as in the past, so it is not enough to pay attention to it. In addition, in the process of assessment implementation, it is considered that the assessment is nothing more than testing employees, finding trouble for employees, or going through the field, adding unnecessary troubles to their work, etc. These negative misunderstandings cause employees to produce in operation. Significant touch and rejection.

4, promote the problem

Before the assessment is not formed, the assessment promotion is still a very important issue. In addition to the strong implementation of the human resources department, the strong promotion of middle and high-level leaders is a key issue. The problem is not very obvious, but if it is fully promoted throughout the company, the promotion of the problem is the key to the overall success of the entire assessment system.

In response to the above problems, the main solutions of the next step of the Human Resources Department are as follows:

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

2. Through the guidance of training, gradually introduce the assessment concept, and gradually form an assessment habit;

For example: the recent <Target Management> training, and the second-level training for the logistics system manager and staff level.

3. Strengthen communication:

The Human Resources Department strengthens the communication and guidance work with the pilot department, and guides the assessment communication and interaction between the department manager and the staff through forms or other various means.

4. Strong implementation:

Taking the lead of the Human Resources Department and implementing it from the top down, the key is the implementation of the middle and high-level leaders. Therefore, the focus of the Human Resources Department is to strengthen the performance evaluation system for the sales of middle and senior managers.

5. Linked to performance

Only when it is linked to performance can it fully attract the attention of employees, and it can fully expose some problems that could not be exposed, and then adjust to achieve the results of continuous optimization of the assessment system. The final assessment system can truly achieve the role of motivating employees to continuously improve performance.

Third, the next step of the work objectives and work ideas

Work Objective: Establish and fully implement an effective performance management system that is relevant to the company's actual situation.

Work Ideas:

l The test results of the functional department prove that the system is effective and can realize the development of the company in the direction of targeted management.

l In September, the Human Resources Department will begin a comprehensive and objective evaluation of the performance appraisal system and propose specific measures to be implemented in the logistics system. At the same time, the training and guidance work in the early stage was started.

l From October to December, the performance appraisal results of the three departments of administration, human resources and finance will be linked to the remuneration. The specific operation human resources department will come up with the interim regulations. The logistics department will gradually achieve performance and compensation.

l In the next year, the more mature evaluation system already running in the company will be promoted throughout the company, and finally the company will implement a practical and effective performance management system that supports the company's overall strategy.

Attached 1, 2, 3: <Administrative, Financial, Human Resources Department Assessment List>

Appendix 4: Function Department Assessment Trial Questionnaire

200X year second quarter performance appraisal list

department

Evaluation department self-evaluation department supervisor score correlation evaluation comprehensive rating level evaluation level

SABCD

>95 points
>85 points
>75 points

≧ 60 points <60 points

Individual employee evaluation department member IP

Work target performance CP

Working ability AT

Work attitude synthesis

Grading the grade after the original level adjustment

Floating

Liu 86 73.62 100 82.10 B

Liu 79 67.6 100 75.94 B

Horse 81 75.9 100 80.42 B columnar map