Summary of work review of a company's performance appraisal

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 in the year of 200x. 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 This performance appraisal system strongly implemented in the functional department includes: the contents of the department's kpi indicator assessment, job target assessment, employee work ability assessment, and employee work attitude evaluation. And analysis, objectively speaking, the system is effective and feasible in the function department, and initially achieves the goal of quantitative performance management. The following is the collection of the four aspects:
l, department kpi indicator assessment: the performance of the department's performance appraisal itself is relatively high, plus the design of this kpi indicator is not very in place, so this time only collect some of the information, these data can only reflect the department from the side Part of the work, for the time being, can not fully reflect the performance of a department, so the collection of kpi 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 the optimization department kpi.
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.
3. Evaluation of employee work ability: The cp assessment of the functional department manager is carried out through multiple dimensions and multiple angles; the assessment of the staff of the functional department is also multi-dimensional, and the direct evaluation method of the superior is adopted, which reflects the result of the collection of the final data. The cp assessment of the functional department reflects the ability level of the staff objectively. The assessment of this part is effective.
4, employee work attitude evaluation: the employee's work attitude is the employee's daily work performance and behavior. This kind of behavior and performance is mainly reflected in the degree of employees' investment in the work. This part of the assessment data mainly comes from the overtime hours of the 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 trials The main problems in the trial:
1. Assessing the design problem itself As an assessment, 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, a fair and scientific quantitative method. Wait, these are what we lack, and it also shows that the human resources background 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 design aspects of this assessment system are not quite in place. For example, the design of the department tp is temporarily unable to collect complete information. 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 After three months of assessment, we believe that the key issue in the assessment implementation process is the communication and interaction between the examinee and the employees. If a department manager is helping employees to set personal work goals, The employees communicated fully, and there was no guidance and assistance in the process. The final assessment results did not propose a work improvement point based on full communication with the employees. Then the final assessment result is definitely invalid, and it will not play a role in performance improvement. Judging from the trial of this assessment, the failure of some assessment materials is due to this problem. The communication and interaction between the examinee and the employees is the key to assessing whether the specific assessment results are effective.
3. Knowing the problem According to the past experience of trials and trials, 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. Obvious contradiction and rejection.
4. Promote problem assessment Before the habit is formed, 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. Less, the promotion 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 the assessment habits; 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 communication and guidance work with the pilot department, and guides the assessment communication and interaction between department managers and employees through forms or other various means.
4. Strong implementation: led by the Human Resources Department and strongly implemented from the top down, the key of which is the implementation of the middle and high-level leaders, so the focus of the Human Resources Department is to strengthen the performance evaluation system for the sales of middle and high-level managers.
5. Linking 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 Objectives: Establish and fully implement an effective performance management system that is in line with the company's actual situation, working 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.
2. In September, the Human Resources Department will proceed to conduct 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.