How does Panasonic understand and use management functions?

Section 1 Basic Analysis of Performance Evaluation

First, the scope of performance appraisal

Performance appraisal is to evaluate employees' performance, work ability, work attitude and personal morality in the process of work, and to judge whether employees are commensurate with job requirements.

Performance appraisal formula: P=F (S, m, o, e). The meaning of each factor.

Classification of performance appraisal: according to the nature of performance appraisal; According to the main body of performance appraisal; Conduct performance appraisal according to the work organization form; According to the length of performance appraisal.

Second, the content of performance appraisal

The "attendance" (work attitude) and "performance appraisal" (work performance) of the assessment system in Britain and America; Personal characteristics, work behavior and work achievement are three aspects of foreign enterprise assessment items.

The performance appraisal of civil servants in China includes four aspects: morality, ability, diligence and achievement.

In the performance appraisal, it is necessary to establish the index system of assessment items, determine the score distribution of each item, and stipulate the scoring standard of each item.

Third, the principle of performance appraisal

(A) the principle of fairness and justice

(2) the principle of objectivity and accuracy

(3) the principle of sensitivity

consistency

(5) Three-dimensional principle

(6) the principle of feasibility

(7) the principle of openness

(eight) the principle of timely feedback

(9) the principle of diversification

(10) Dynamic principle

Section 2 Performance Management Process

First, make an evaluation plan.

1. Define the purpose and object of the evaluation.

2. Select the evaluation content and method.

3. Determine the evaluation time

Second, make technical preparations.

Performance appraisal is a highly technical job. Its technical preparation mainly includes determining evaluation standards, selecting or designing evaluation methods and training evaluation personnel.

Third, the selection of appraisers.

Two factors should be considered when selecting examiners.

Through training, examiners can master the principles, standards and methods of evaluation and overcome common deviations.

When selecting candidates, we usually consider various assessment candidates according to the requirements of the above two factors.

Fourth, collect data and information.

In order to collect data and information, we should establish a system related to the evaluation index system and adopt various effective methods to achieve it.

Methods of collecting information in production enterprises.

Verb (the abbreviation of verb) is analyzed and evaluated.

(a) to determine the level and score of individual items

(2) Integrating the evaluation source results of the same project.

(3) Comprehensive evaluation results of different projects

Sixth, the assessment results feedback

(A) the significance of evaluation results feedback

(B) the evaluation results feedback interview

1. Several aspects of establishing a harmonious interview relationship

2. Providing and receiving information, feedback skills,

Seven. Application of evaluation results

The application of assessment results can also be said to be a process of entering performance management.

Section 3 Common Evaluation Methods

First, simple sorting method

(A) the meaning of simple sorting method

Simple sorting method is also called sequential method or sequential evaluation method, that is, the order of "1234 ..." is used to evaluate a group of appraisees according to certain standards.

Advantages and disadvantages of this method.

(B) the operation of simple sorting method

First, draw up the evaluation project.

The second step is to evaluate the candidates in each project and arrange the order.

The third step is to add up the ordinal numbers of each person's respective assessment items to get their respective ranking scores and rankings.

Second, the compulsory distribution method

(A) the meaning of compulsory distribution law

Forced allocation method is a method to allocate the appraisees to various performance categories according to the pre-specified proportion. This method is based on the principle of statistical normal distribution, and its characteristic is that there are few people with the highest and lowest scores on both sides, and most of them are in the middle.

(2) Applicability of compulsory distribution method

Third, the factor evaluation method

(A) the meaning of factor evaluation method

Factor evaluation method, also known as function evaluation method or evaluation scale method, is a method combining qualitative evaluation with quantitative evaluation.

Advantages and disadvantages of this method.

(B) the operation of factor evaluation method

(1) Determine the assessment items.

(2) Indicators are graded according to their advantages and disadvantages.

(3) training examiners.

(4) Assess and score.

(5) Analyze, adjust and summarize the obtained data.

Fourth, the work record method

Work record method is generally used to assess the operation of production workers.

Advantages and disadvantages of this method.

Verb (short for verb) management by objectives

(A) the understanding of management by objectives

1. The meaning of management by objectives

Management by objectives is a comprehensive performance management method. Management by objectives was put forward by peter drucker, a famous American management master.

Management by objectives is a process of two-way interaction between leaders and subordinates.

2. Advantages of management by objectives

Management by objectives has many advantages and some limitations.

(B) the quantitative criteria of the target

Management by objectives should conform to the "SMART" principle and its specific meaning.

(C) the implementation steps of the target management method

1. Determine the scope of work responsibilities.

2. Determine specific target values

3. Review and set goals

Step 4 achieve your goals

5. Summary

6. Evaluation and follow-up measures

Six, 360 degree evaluation method

(A) the meaning of 360-degree evaluation method

360-degree evaluation method is a comprehensive performance evaluation method from multiple angles, also known as comprehensive evaluation method or comprehensive evaluation method.

(B) the implementation method of 360-degree evaluation

First, listen to opinions and fill in the questionnaire.

Then, evaluate all aspects of the assessed.

On the basis of analyzing and discussing the evaluation results, the two sides discuss and set performance targets for the next year.

(C) Advantages and disadvantages of 360-degree evaluation method

Section 4 Performance Management Operation

First, control the evaluation error.

Performance appraisal mistakes can be divided into two categories: one is related to appraisal standards, and the other is related to examiners.

(1) Assessment criteria. Including: the assessment standard is not rigorous and the assessment content is incomplete.

(2) the examiner's question. Including: halo effect, temper justice with mercy tendency, average tendency, recency effect, primary effect, personal likes and dislikes, prejudice effect.

Second, evaluate the handling of complaints

(a) to assess the reasons for the complaint

(B) the main points of handling and evaluating complaints

Including: respecting employees' complaints; Treat the evaluation of complaints as an interactive process; Focus on processing results.

Third, measures to improve performance appraisal

(A) the use of objective evaluation criteria

(B) a reasonable choice of evaluation methods

(three) by people who know the situation.

(4) Training evaluators

(5) Based on factual materials.

(six) public assessment process and assessment results.

(7) Conduct an assessment interview.

(eight) the establishment of evaluation and appeal procedures.