Management Measures For Company Cadre Assessment

adopt Assessment Objectively evaluate the performance of middle-level cadres, help middle-level cadres improve their own work level, strengthen the construction of cadres in branch offices, and strengthen the governance of cadres so as to effectively enhance the whole company. Achievements Through the examination and summary, we should promote communication between the upper and lower levels and cooperate with other departments to enhance the internal operation efficiency of the company. At the same time, we insist that the middle level cadres can "go up and down"; "easy to post" and "easy to pay". Mount guard The principle of assessment is formulated.

Implementation details

1. Job assessment

1.1 the main body of the duty assessment is the annual assessment team, which can be pluralistic, such as the higher level of the duty holder, the leader of the branch company, the human resources department, etc. the composition of the specific assessment team is put forward by the human resources department after the approval of the general manager's office of the branch office.

1.2 the staff members will submit a standard format annual job report to the HR department within five working days starting from the start of the annual assessment work, with a deduction of 1 points per day and a maximum deduction of 5 points.

1.3 after the annual work report, the Ministry of human resources organized the annual work report meeting, which was evaluated by the annual assessment team. The members of the annual assessment team scored on the spot after the speech of the debriefing speaker, completed the annual work report evaluation form, and weighted the scores evenly by the Ministry of human resources, and announced the score after the end of the duty meeting.

2, job performance appraisal

1 the Ministry of human resources should issue the annual performance appraisal form to the staff members who are being assessed on the day of the annual assessment work. Each assessment staff should fill in the 10 working days from the date of receipt of the form and return it to the human resources department, with a deduction of 1 points per day and a maximum deduction of 5 points.

2 the Ministry of human resources will submit the check forms collected to the corresponding leaders and general manager's office for grading and count the final score.

3, democratic appraisal

Annual assessment of human resources department

From the date of the commencing of the work, the "democratic assessment form" is issued and organized to the judges. The judges are randomly selected by the Ministry of human resources, and the specific provisions are 2, 2 and 2.

The human resources department collects the completed evaluation form, and loses the highest score and the lowest score in the past, then calculates the final score in a weighted uniform way as the final score of the people's appraisal.

Application of assessment results

1. The assessment results affect the positions of various cadres.

1, to carry out job promotion, we must have the following conditions;

(1) the assessment results were excellent in two consecutive years.

(2) special contributors to the company's business development, technological innovation and internal governance;

(3) those who have been promoted or demoted by examination and approval shall not be restricted by the examination results.

2, to reduce employment or avoid employment;

(1) continuous two years' assessment is incompetent, that is to reduce employment or avoid employment. {page_break}

(2) because of my fault, causing serious economic losses to the company or damaging the company's image;

(3) repeated or repeated violations of company rules and regulations;

(4) those who are unable or unable to perform their duties (or posts) for personal or physical reasons for a long time.

Rating scale

Assessment score

More than 90 points

80~89

70~79

60~69

Below 60 points

Examination results

excellent

good

Competent

commonly

Incompetent

Management methods and skills of cadres

The first part is the education and training of managers.

First, attention should be paid to the following points:

Do I pay attention to helping subordinates advance? Do I know the promotion opportunities of each subordinate? Can I make every subordinate clear the reason for my handling of the company's fairness measures? Do I know if the work plan I have made is good for them; do I properly assign jobs so as not to make unreasonable demands; do I notice that everyone has the right tools and equipment to meet their work needs? Do I properly consider before issuing orders and guidance; do I abide by the promise of subordinates?

Second: cadres must have the following skills:

Understand the purpose of work; grasp the facts; conduct research in six ways of questioning (6W). (time, place, person, reason, process, result);

First, organizational skills: analyze the purpose of the work. The work content is classified to determine the position and establishment. Establish institutions and draw charts. Selected personnel and talents.

Two, command skills

The basic duties of each person should be allocated, and special duties can be reassigned if necessary. Order according to specific plans and guidelines. Stressing the seriousness of executive orders.

Three, adjusting skills

Consultations with relevant personnel. The scope of the consultations is at the minimum necessary. Adjust the plan. {page_break}

Third: the cadre's command method for subordinates is as follows:

Verbal order: it should be limited to work that is simple and can be completed in a short time. Easier to guide than important work. Personally give each other the right way, and the person should be simple and clear. First of all, let the other party concentrate.

According to the order, the time, period, place, etc. of the index shall be specified. Do not speak superfluous words; point out the places and difficulties that must be paid attention to when implementing; make sure that the other side has fully understood the key points; for example, in a noisy environment, you should be especially careful; you must teach him how to report.

Written order: applicable to extremely complex and meticulous work, especially when relating to numbers; when the work involves all departments; to convey to the subordinates the orders of the highest departments; to understand the indicators, to list the essentials one by one; if necessary, to add oral instructions; and to ask the place where the indicators are asked.

The second part is the sense of responsibility and initiative.

1: the status of managers at all levels in the enterprise is as follows:

2: the responsibilities of managers at all levels to accompany trainers are as follows:

Training for new employees; training old staff to take on new jobs. Training alternate personnel. Other training responsibilities.

3: managers at all levels should have good interpersonal relationship.

The following relationships: resolving disputes and complaining; paying close attention to the interests of subordinates; holding meetings, making friends; family social visits.

On the relationship: reflect staff opinion; report their own needs; resolutely comply with the implementation of higher orders; horizontal departments to cooperate automatically.

Public relations: take advantage of external visits and participate in local folk activities.

4: the qualifications of managers at all levels are as follows:

Leadership - leadership rather than giving orders; organizational capabilities - to streamline personnel, machinery, raw materials, etc.: honesty and fairness.

Judgment: technology and mechanical intelligence - know how to operate, know the performance and limits of each machine; Education - extensive knowledge, practical understanding, initiative - self - motivated, full of interest - interested in everything, even employees' hobbies and hardships. Cultivate healthy body and mind and rich imagination.

This method is explained by the human resources department of the branch company.

These Measures shall be implemented immediately after the consent of the general manager's office of the branch office.