Performance assessment Methods

Performance assessment Methods

--From the "company opened, you should manage" Zhang

Performance assessment Methods

Set up the correct performance concept, determine the performance measurement standards, the next performance evaluation is relatively easy. The author summarizes the performance appraisal method in the consulting enterprise to have three requirements, five principles.

The three requirements of performance appraisal are: pre-establish the work evaluation criteria of upper and lower recognition, the simpler the examination elements, the more intuitive the better, the staff become the main body of the examination.

First, the establishment of a pre-approval work evaluation criteria. This is not a standard that a few people can achieve, otherwise it becomes unfair to most employees. This standard must be a goal that most employees can achieve with a little effort, otherwise they lose their incentive.

Second, the more simple assessment elements, the more intuitive the better. The selection of assessment factors must be the key factor that most employees agree and understand and accept, both with horizontal comparability and vertical comparability, so as to achieve simple calculation and accurate evaluation. The "job duties" of the book "Job Standards" is the assessment elements.

Thirdly, the employee becomes the main body of the examination. This is also "the employee is the enterprise wealth creation main body" the embodiment of the idea. The assessment is carried out daily, a monthly summary. A single form in a month, just one table. Can not be cumbersome, cumbersome will waste time, increase costs, but also let employees patience.

Good assessment method is the traffic police to open a ticket-type method, the staff work is good or bad facts as the basis, at the time of the spot evaluation. Appraisal and punishment to the system as the basis, do not engage in post facto accounts, "suspected crime from nothing." Employees who do not have the facts based on the error do not give punishment, let the assessment run in the sun.

The method of performance evaluation can be summarized as five-word criterion and nine-word rule.

The five-word rule is "speak with facts". If there is no factual basis, no one can make any reward or punishment decision.

Nine word rule is "plan, stare at standard, constant examination".

"Plan" means that the change in the current month of each post must be planned in advance, otherwise there will be no assessment basis.

"Stare standard" refers to each examination can only be pegged to the established standards, can not be arbitrarily changed, can not be temporarily adjusted.

"Constant assessment" is the assessment to work with the results of synchronization, it is necessary to examine the intentions, but also one day to assess the "Heng" word for the split. Some work needs to be completed the same day, some work may be completed in a week, some work may be completed across the month, must be completed by the completion of the work of the time to assess, can not be taken for granted, estimated.

The five principles of performance appraisal are: value-oriented principle, synchronous development principle, dynamic assessment principle, horizontal comparability principle and guiding cooperation principle.

First, the value-oriented principle

Lead employees to work to create value, rather than work for the satisfaction of the boss or the pleasure of a colleague. Do not do the superficial, do not do invalid activities,

Second, the principle of synchronous development

Let employees share the development results of the enterprise, so that more employees pay more, so that the improvement of team performance to benefit each member.

Three, the dynamic assessment principle

New jobs, newly opened areas are not easy to quickly achieve performance, must be historical consideration of objective differences, appropriate reduction of performance standards, so that these employees see the direction of efforts, so that they feel the benefits of gradually improving performance. If employees do not want to flow to new positions, it will affect the implementation of corporate strategy.

Iv. the principle of horizontal comparability

The standard is uniform in width and strictness. Too wide too strict is not important, the key is that employees think fair and reasonable on the line. Can not let certain positions due to the assessment of the loss, also can not let some positions due to the examination advantage. Do not let the assessment unfairly hurt the enthusiasm of employees, to combat team morale.

V. Guiding the principle of cooperation

Enterprises must weigh the overall benefits, long-term interests, guide employees to cooperate with each other, work together to improve performance, to the behind-the-scenes heroes, to those supporting posts to pay attention to, let them share the overall performance of enterprises to improve the benefits, consciously limit the individual heroism behavior. If so, the company's team cohesion will rise, the overall performance of the enterprise will also rise.

Application of Examination Results

The details are slightly ... See "The company is open, you should manage"

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Performance assessment Methods