The most popular performance appraisal is a key to

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Performance appraisal: a "key" to solve conflicts. The day before yesterday, a friend complained to me in the office because he developed a small program, which effectively solved the problems of long statements and repeated statistics of the company's production statistics. However, I didn't expect that there were no more quarterly cash awards than the "leisurely" employees. Everyone was "one yard"; The training needs put forward in the monthly assessment form filled out every month are also like a bull in the sea. This phenomenon of "examination without verification and verification without evidence" made him very distressed. Many enterprises are no strangers to this situation. The reason may be very simple: the enterprise can't come up with convincing evidence to explain who is doing a good job, who is not doing a good job, and how much better the excellent one is than the bad one. Therefore, in addition to the simple position level, ordinary employees have to "eat from the same pot" and "treat everyone equally"; The employees do not buy this account for their own interests

conflict thus arises. How to effectively resolve and avoid conflicts? Performance appraisal of employees is undoubtedly a "key" to solve this problem

the so-called performance appraisal is how to choose a suitable pulling machine? The following are the summary steps: a formal employee evaluation system, which evaluates and measures employees' job behaviors and work effects through systematic methods and principles. It is an important activity for management communication between enterprise managers and employees. The results of performance appraisal can directly affect the vital interests of many employees, such as salary adjustment, bonus payment and job promotion. Its ultimate goal is to improve the work performance of employees, improve the satisfaction and future sense of achievement of employees while realizing the business objectives of the enterprise, and finally achieve the "win-win" of enterprise and personal development

how to achieve "win-win" and make good use of performance appraisal, which is the "key" to export to developed countries, is mainly at the middle and low end. The main methods are:

error in understanding assessment standards

error in assessment due to differences in the understanding of assessment standards by assessors. The same standards are "excellent, good, qualified and unqualified", but different appraisers may have deviation in their understanding of these standards. For the same employee, for the same work, appraiser a may choose "good" and appraiser B may choose "qualified"

to avoid such errors, the following three measures can be taken to correct them:

1. Modify the appraisal content to make the appraisal content more clear and quantify as much as possible. This enables the appraiser to assess more accurately

2。 Avoid allowing different appraisers to assess employees of the same position. As far as possible, let the same appraiser assess, and the assessment results between employees will be comparable

3。 Avoid comparing the appraisal results of employees in different positions, which is often less reliable

halo effect error

when a person has a significant advantage, people will mistakenly think that he has the same advantage in other aspects. This is the halo effect. This is often the case in the assessment. For example, the assessee is very proactive in his work, and the assessor may mistakenly think that his work performance is also very excellent, thus giving the assessee a higher evaluation. During appraisal, the appraiser should assess the same appraisal content of all the appraisees at the same time, rather than by person, so as to effectively prevent halo effect

centering error

the appraiser tends to place the appraisal results of the appraisee in the middle, which will produce centering error. This is mainly caused by fear of undertaking or being unfamiliar with the examinee. Before the assessment, necessary performance assessment training shall be conducted for the assessors to eliminate the worries of the assessors. At the same time, the assessors shall not be allowed to assess the unfamiliar appraisees, which can effectively prevent the error of convergence

recent error

because people have a deep memory of recent events and a shallow impression of previous events, they are prone to recent errors

appraisers often use the performance of the appraisee in the past month to judge the performance of a quarter, resulting in errors. The best way to eliminate recent errors is for the appraiser to make monthly assessment records once a month. When conducting formal assessment every quarter, the appraiser should refer to the monthly assessment records to get the correct assessment results

personal bias error

the appraiser likes or dislikes (familiar with or unfamiliar with) the appraisee, which will affect the appraisal results of the appraisee. Appraisers tend to give higher evaluation to people they like (or are familiar with) and lower evaluation to people they don't like (or are unfamiliar with). This is personal bias error. Group evaluation or employee mutual evaluation can effectively prevent personal bias error

self comparison error

the appraiser unconsciously compares the appraisee with himself, and takes self and multi-level self sealing as the standard to measure the appraisee, which will lead to self comparison error. The solution is to refine and clarify the assessment contents and assessment standards, and require the assessors to conduct assessment in strict accordance with the assessment requirements

as a system, 1 performance appraisal must be regularly inspected (about 310 working days in normal use), which plays an increasingly important role in the process of enterprise human resource management and production and operation. A survey shows that performance appraisal has been widely valued by enterprises and has increasingly become a new profit growth point for enterprises in the future. (end)

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