What are the significance and characteristics of performance appraisal?

Significance of performance evaluation

1, achieve the company's goals through performance management.

Performance management is the most direct bridge between employees' personal behavior and organizational goals. For example, 20 10, our company wants to achieve the sales volume of 1 100 million in yi county, Huangshan City. Our company has a total of five sales staff, so after decomposition, it is the sales target of 20 million per capita. To achieve this sales target, the sales staff must sell at least 100 sets of commercial housing (about 200,000 yuan per set on average). If under normal circumstances, a customer only buys one set of commercial housing, then each salesperson must contact at least 100 customers to achieve the goal. Suppose there are 300 working days in a year, they have to deal with a customer every three days on average, that is to say, their behavior must always revolve around the customer, make phone calls, send text messages, communicate with customers and so on. Otherwise, personal sales goals can't be achieved, and company goals can't be achieved. Therefore, in this case, assessing the completion of personal sales goals can guide personal behavior to customers, thus establishing the relationship between personal behavior and company goals.

2. Improve the overall operation management of the company through performance management.

For the whole company, it can be used as the basis for improving the overall management of the company. Through comprehensive performance management, we can find out the company's operating conditions, understand the problems existing in the implementation of development strategy in time, and track the action plan and performance results through revising the strategy, thus ensuring the realization of development strategy.

3. Improve employee training and career development planning through performance management.

For individuals, it can be used as the basis for employee training development and career planning. The continuous establishment of performance files can help us understand the long-term performance of employees, so as to formulate targeted training plans and improve the performance ability of employees. And as a reference for employee career development, selection, rotation and promotion. Of course, in performance management, we must ensure the tracking of employees' performance process, not just the results. Only by fully understanding the performance of employees' performance process can we accurately evaluate the career development trend of employees.

So 1) The purpose of assessment is not only for the planning and design of the salary system, but also to get a basis for rewards and punishments, because rewards and punishments are only a means to strengthen the assessment function; 2) The purpose of assessment is not only to adjust the treatment of employees, but also to reconfirm the sustainable development of employee value; 3) The purpose of assessment is to continuously improve the professional ability and work performance of employees, improve the initiative and effectiveness of employees in work execution, and then serve as an effective basis for employee training and career development planning, and continuously create value for the company.

4, through performance management to achieve "* * * win"

Performance appraisal must be based on "* * * win", that is, enterprises and employees will win this "game" with what they need. First, enterprises win in management and efficiency. Secondly, employees gain self-awareness, promotion and development.

5. Prepare for the completion of the next performance indicator.

The key of performance management lies in continuous improvement, including the continuous improvement of performance management system. Because the real success of a performance appraisal system needs to be constantly improved in the process of implementation, the successful experience of successful company performance management believes that the performance appraisal system can only be truly improved after one or two years of implementation, especially the performance management ability and technology of managers can be cultivated, and the corresponding assessment culture and atmosphere can be mature.

Characteristics of performance evaluation

1, a clear, consistent and encouraging strategy.

Correct and clear thinking can make employees move in the same correct direction, while ambitious strategy can make employees feel the grand development direction and goal of the enterprise very clearly, can mobilize and inspire employees' morale and fighting spirit to the maximum extent, and can also make employees have the direction of Qi Xin's cooperation and a sense of belonging.

2. Positive and measurable goals

Most enterprises will set two sets of goals, one is the basic goal that must be achieved and the other is the challenging goal that must be achieved through hard work. It doesn't make sense to set a goal too high or too low: setting a goal too high will make people feel scared, while setting a goal too low will make people relax and pursue nothing.

3. The organizational structure is in harmony with the objectives.

In order to effectively achieve organizational goals, it is necessary to establish an organizational structure consistent with the goals. Different strategies need different organizational structures. For the same strategy, different organizational structures have different satisfaction with the strategy and different influences on the process of realizing the strategic objectives. For example, the functional organizational structure is difficult to meet the strategic goal of diversification and internationalization, while the matrix organizational structure is easier to cooperate with the realization of this strategic goal. Therefore, when the strategic objectives of an enterprise are determined, an organizational structure consistent with the strategy and objectives should be established.

4. Transparent and effective performance communication and performance evaluation.

Performance evaluation based on performance communication is the core link of performance management. It is a working system that through effective two-way or multi-directional communication between post managers or post-related personnel and employees in this position, according to the assessment criteria and relevant information of actual work completion, the assessment results are formed on the basis of analysis and judgment, and the performance results are fed back to employees.

Performance communication is an important part of performance management, and the main purpose of performance communication is to improve and enhance the relationship between appraisers and examinees. Analyze, confirm and show the strengths and weaknesses of the assessed, and help the assessed to make good use of the strengths and weaknesses; Clarify the development and training needs of the assessed, so as to complete the work more effectively in the future; Reflect the work performance of the appraisee at the present stage, and set the target for the appraisee in the next stage as the standard of future work performance.

5. Rapid and extensive application performance.

At present, the main purpose of most enterprise management is the distribution of performance pay. In fact, the application of performance includes the following six aspects: salary adjustment, performance salary distribution, level promotion and post adjustment, education and training, activation and precipitation, and guiding employees' career development.

The concept of performance evaluation

Performance, also known as performance and effect, reflects the achievements and effects of people engaged in an activity. Generally including organizational performance and personal performance. Organizational performance refers to the result of the final management of the organization, and personal performance refers to the result of an individual completing a task or work. Personal performance has the following characteristics:

(1) polygene. The performance of employees is not determined by a single factor, but influenced by subjective and objective factors.

(2) Multidimensional. Personal performance is manifested in multiple dimensions.

(3) Dynamic. Employees' performance will be in dynamic change due to the change of ability and environment, so it is forbidden to look at performance from a subjective and rigid perspective.

Performance appraisal is a process of comprehensive, systematic and scientific investigation, analysis and evaluation of the organization's operating results and employees' work behaviors and results. Performance appraisal is one of the core responsibilities of human resource management. Performance appraisal management refers to the responsibility that managers should bear in communicating with employees, collecting performance information and feedback during the whole performance appraisal process. By comparing the assessment objectives and work results, the direction of employees' efforts and the goals that should be achieved in the next stage are clarified.