Three Major Problems In Workplace Assessment

The fundamental purpose of performance appraisal is to improve the staff's low efficiency and low morale by performance appraisal, so as to realize the rapid development of enterprises.

Because it is a kind of assessment method that appeared in the last few years, there are many problems that arise. It reminds every enterprise: don't be afraid of performance appraisal problems, we help you solve problems.

Performance appraisal is a process in recent years that enterprises use specific standards and indicators to adopt a scientific method to judge the performance of the managers at all levels who undertake the tasks and the results of the production process and results.

First, we must have a complete performance management system to form a closed cycle.

The complete performance management system includes five stages of closed cycle: performance planning, performance implementation, performance appraisal, performance feedback and performance improvement.

The key performance indicators are decomposed into departments, middle and general managers, so that employees of different levels and positions have different performance management indicators and standards, thus effectively supporting the successful development of performance management activities, and improving the performance management from single performance management to effective performance management.

Secondly, there should be scientific performance

Index.

The assessment index system is the concretion of assessment objectives and contents. It is an important basis for comprehensive examination and scientific assessment of the post duties and the completion of tasks.

The specific approach should be to clear the responsibilities and objectives of every department by dividing the responsibilities and objectives of each department, and to divide them into employees.

In this way, the performance objectives of all employees are realized, the department goals can be achieved, and the unit goals are automatically realized.

Finally, we must have a sound performance feedback and communication mechanism.

Feedback and communication are important links after examination, and feedback information can further help understand the assessment.

Throughout the whole process of performance appraisal.

Communication, assessment, feedback and communication are a closed cycle. Lack of any one is incomplete and will cause blockage of the whole process.

A sound performance feedback mechanism should have a complete set of procedures such as communication, feedback, appeal, arbitration and so on, so that the examiners and the examiners can reach a consensus on the conclusion of the assessment, promote work and improve performance.

In recent years, the newly implemented assessment mechanism inevitably has some drawbacks.

As long as all enterprises set up a suitable assessment method for their own units according to their actual conditions, they will get good results.

Related links:

10 methods of workplace psychology, followed by Xiaobian to understand.

Workplace heart law 1: no matter where you are and what external environment, you can't have no goals.

Workplace psychology two: no matter how your surroundings are, you can influence it if you do it with your heart. If you are a capable person, change it!

Workplace mentality three: the world can really give you self-esteem, only yourself!

Workplace heart law four: people should not be too fond of themselves!

Workplace psychology five: where the heart is, where the harvest is!

Workplace psychology six: do a good job, make the beautiful results that ordinary people can not do, do not worry that people will not find it, especially do not worry that your direct leadership can not find it!

Workplace mentality seven: market personnel and business people have to turn their customer relationship into a company.

Workplace mentality eight: think + do = (possibly) get.

Sitting and thinking is better than doing.

The road to success is at the foot.

Workplace mentality nine: people must have shortcomings. As a subordinate, we must be good at finding the advantages of superiors, instead of always catching the shortcomings of superiors. We should be able to make suggestions and give personal opinions to the superiors reasonably.

Workplace mentality ten: people should learn to be grateful, especially those who help themselves grow, including their own competitors.

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