How to conduct effective performance appraisal

1, make an evaluation plan 1) Define the purpose and object of the evaluation. 2) Select the evaluation content and method. 3) Determine the assessment time 2. It is a highly technical job to evaluate the performance of technical preparation. Its technical preparation mainly includes determining evaluation standards, selecting or designing evaluation methods and training evaluation personnel. 3. When selecting evaluators, two factors should be considered: through training, evaluators can master evaluation principles, be familiar with evaluation standards, master evaluation methods and overcome common deviations. When selecting candidates, we usually consider various assessment candidates according to the requirements of the above two factors. 4. To collect data and information, it is necessary to establish a system related to the evaluation index system and adopt various effective methods to achieve it. 5. Make analysis and evaluation 1) to determine the level and score of individual projects. 2) Synthesize the results of various evaluation sources of the same project. 3) Comprehensive evaluation results of different projects.

The key to performance management-the formulation and decomposition of performance goals Speaking of performance management, everyone is familiar with it. Many companies are trying or have implemented performance management. However, all human resource managers who have implemented it will fall into a dilemma: on the one hand, performance management is a magic weapon, which can objectively assess and evaluate employees' daily work performance, so that employees' salary increase, promotion and training can be based on evidence; On the other hand, if performance management is not used properly, it will cause serious consequences: it will reduce the enthusiasm of employees, and there will be a phenomenon of "not going to go, but staying to go", a large number of outstanding employees will be lost, personal performance is good and departmental performance is poor, and the assessment is unfair ... The reason for this dilemma is nothing more than a misunderstanding: performance management is performance assessment, with the focus on how to assess and score, while the importance of performance target management is relatively ignored. However, we often ignore a problem, that is, the key to performance management lies in performance target management rather than performance appraisal. Whether the performance target is effectively formulated, whether it is combined with the company strategy, and whether it is reasonably decomposed from top to bottom will affect the final performance management operation effect.