The Difficulty Of Performance Appraisal Management

Management, is a university question, from the external interview recruitment, to the internal personnel Administration And now, achievements Assessment in the enterprise is particularly concerned about and attention, is also human resources The hardest part of management. Why is performance appraisal so difficult?

Think about it. Performance appraisal is a leader who evaluates the work of subordinates who work together. He communicates with these subordinates every day and spends more time together than with his family. How can he not understand the performance of his subordinates?

Therefore, the technical difficulty of performance appraisal cannot be compared with recruitment. In the recruitment process, the recruitment manager looks at a resume for no more than 10 seconds, and the interview time is one hour enterprise When a recruitment process goes down and only 3-5 people / hour is needed, it is basically necessary to make a judgment on whether the candidate is suitable for a certain position in the enterprise.

It is easy to judge the accuracy and difficulty of the recruitment evaluation of 3-5 people / hour and the performance evaluation of working together every day. But if performance appraisal is not so difficult, why do most enterprises do it so hard?

Performance appraisal Core concept Yes: distinguish employees, divide them into good, medium and poor according to their performance, and then give them achievement Good 20% of the employees are promoted and raised, and 20% of the employees with poor performance will be arranged separately. The two ends will lead to the middle, and 60% of the employees in the middle are driven and motivated.

The boss needs to screen the employees and distinguish the good from the poor. The human resources department can easily refer to various reference books to design a logical and perfect assessment scheme for promotion and implementation.

However, when the human resources department has designed a good plan, when it is implemented, it is not only the assessment level of managers at all levels, but also the test of human nature.

Among the people who are assessed, those who are considered to have poor performance account for 10-20% of the number of employees, and they will not support the assessment in their hearts.

The majority of those who are defined as ordinary 60% of the people do not benefit from the assessment. The ordinary people who are assessed as ordinary and mediocre have self-esteem, so that they will not support the assessment because of this result.

Therefore, within the enterprise, 80% of the people do not approve of the performance appraisal from the bottom of their heart. They will reduce the effectiveness of the assessment through various channels, making it look like there is a problem.

In the absence of the support of the majority of people, the forced implementation of assessment not only can not stimulate employees, but also has a negative effect on the operation of the enterprise.

What about that? No assessment? Don't touch the self-esteem of most people?

But if the enterprise does not implement the assessment, it will disappoint 20% of the best employees of the enterprise, and they will feel that their talents are buried in the big pot.

What to do? Between 80% of the majority and 20% of the excellent employees, how to make a choice?

This is the secret of performance appraisal! The boss likes assessment. Sometimes, it is not for the purpose of withholding or punishing employees as many people think. In fact, many bosses want to pay bonus fairly, fairly and openly. However, it is more reliable to make the bonus a secret when they are unable to grasp the assessment results.

In the implementation of any management, the first thing is to strengthen the management of employee relations, otherwise, all the implementation will increase the difficulty, good intentions can not be well implemented, leading to internal conflict of employees, and ultimately it is counterproductive. There is a long way to go, and performance appraisal needs to be explored seriously.