About "Performance Appraisal "!!

The purpose of implementing performance appraisal is to encourage employees to work better and make more contributions to the company, at the same time, I also earned more salaries and brighter career prospects for myself, in fact, the Capitalists use the "luck" of the general public to extract more surplus value.
Under what circumstances should the company implement performance appraisal? I think there is at least one situation, that is, performance appraisal should be implemented when the number of people in the same job type exceeds a certain number. Because if only one person in the company works for a job, this person will make the result, whether it is good or bad. When there are many people, We need to extract the good people, put on the big red flowers to praise them, and warn the bad people.
In the past, companies did not experience performance appraisal, so they did not have a deep understanding of performance appraisal. The current company started this plan shortly after I joined the company, but from the moment I saw the Performance Appraisal Indicator, I felt that this standard was "not simple ". The company also organized a presentation on performance appraisal. Everyone had any questions, suggestions, and comments. Then, an anonymous questionnaire survey was conducted to conclude that the vast majority of employees were satisfied with the assessment criteria. Therefore, the performance appraisal plan was officially implemented.
The Performance Appraisal Standard is that there will be a certain percentage of outstanding employees in each appraisal of different departments (1), (2) Good employees, (3) ordinary employees, (4) poor employees, the first two types of employees will increase their salaries according to a certain proportion in the future, the salaries of the third type of employees remain unchanged, and the salaries of the fourth type of employees will be lowered according to a certain proportion. The assessment is divided into employee self-evaluation and leadership scoring, and then weighted statistics are conducted, and the score segments of employees at each level are also defined.
I am a developer, so I will only talk about the significance of performance appraisal to developers. From a certain point of view, the above standard changes developers into "sales personnel". What they do well is to get the basic salary and Commission; what they do is generally to get the dead salary; the difference is not only the Commission, but also the salary reduction.
Take a qualified developer as an example (the so-called Qualified developer is simply defined as being able to treat and complete his/her work, without dragging the team back ), he will make something in a month, at least write something Code And it is useful code, so he has completed his task this month, then he should be paid. If other members of the group (for example, the team leader, in addition to development, need to do a lot of coordination work) undertake more work and work hard, the score is relatively higher than that of others. In this way, employees such as the group leader should be able to evaluate the performance. Most of the other qualified employees will only be rated at the ordinary level, and even some qualified employees may be rated at the lower level.
This is the case once, this is the case twice, this is the case three times, and almost every time, the problem arises. The first problem is that everyone has a fair performance appraisal, and everyone has the opportunity to be rated as an excellent or good performance appraisal, this has become an assessment that only has incentive effects on some people (seems to have lost its fairness ?). Second, because of this effect, many people may think that "I have been working diligently for so long, and I have no chance to evaluate the excellent performance every time, even if I am not qualified for good ", as a result, you only need to do your work with due diligence. Other fantasies are no longer available, and the incentive effect decreases or even disappears.
However, this kind of thing is inevitable, and "Distribution by work, more work and more" is acceptable to many people. However, if you simply calculate an account, you will find that the loss will always be hard work for the masses, and the cheap one will always be the evil capitalists. For example, 10 qualified employees, under normal circumstances, each person is extracted $100 of the remaining value every month, then the capitalists squeeze a total of 10*$100 = $1000 this month. After implementing the performance appraisal, 10 qualified employees worked overtime and worked tirelessly to evaluate their performance well. Each person may be extracted with RMB 200 of the remaining value every month, 10 people total 10*￥200 = ￥2000. If one of the 10 members (with a 10% probability) is rated as excellent ($200) and the other is rated as good ($100 ), the rest is $2000-$300 = $1700. Capitalists have extracted $700 more than they did before performing performance appraisal. However, only two of the 10 members have been rewarded, while the other eight do not get anything, and they have been obtained much more than before.
Therefore, the so-called performance appraisal is just a means for the capitalists to profit, and it is not a company's "grand strategy ". Of course, I understand that this is the case in this society. The vast majority of people are only ordinary people and only a few people will benefit from it. For performance appraisal, each person has a different understanding of each person. When you look at it with any attitude, you will take actions to treat your work.
The night is deep, and it is useless to say so much nonsense. Please wash and sleep, and wake up tomorrow morning and continue to be an ordinary person with peace of mind !!