Seven Requirements For Performance Appraisal Implementation

< p > for enterprises, performance appraisal can be regarded as important and proper application will promote the achievement of goals.

Otherwise, it will have a negative effect, which will destroy the harmonious and stable atmosphere of the enterprise and restrict the development of the enterprise.

What are the conditions for enterprises to implement performance appraisal? < /p >

< p > < strong > 1. Effective communication and training < /strong > < /p >

< p > communication should always be carried out before or after examination.

Only effective communication can really play a guiding role in performance appraisal, so that employees can clearly understand why their performance is so, and how to improve or develop it in the future.

Performance appraisal itself also needs training, whether it is < a href= "http://www.91se91.com/news/index_c.asp" > performance appraisal < /a > concept or specific assessment techniques. All need to be understood by relevant personnel.

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< p > < strong > two, the objectivity of the assessment method < /strong > < /p >

< p > try to use the 360 degree assessment and assess the targets as quantified as possible so as to achieve objectivity and fairness.

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< p > < strong > three, to be linked to the strategy of the enterprise < /strong > < /p >

The "P" is now much more related to the overall strategy of human resource management, as a link in which the personnel reserve is the link.

Its core is "a href=" http://www.91se91.com/news/index_c.asp "> human resource management < /a > and enterprise selection, training and so on. All of them should conform to the enterprise strategy, and performance appraisal should also closely adhere to the enterprise strategy.

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< p > < strong > four, senior executive's full support < /strong > /p >

< p > the support of top executives can promote the assessment. If the top executives do not support the good results, the assessment will actually become a mere formality.

Moreover, senior executives do not support and it is difficult to obtain reasonable results.

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< p > < strong > five, employees' active participation < /strong > < /p >

< p > the formulation of various indicators is inseparable from the active participation of staff at all levels. Otherwise, the formulation of a reasonable assessment index can only be empty talk.

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< p > < strong > six, results and performance of < a href= "http://www.91se91.com/news/index_c.asp > > evaluation index < /a > /strong > /p >

The achievement of < p > is related to many factors.

In order to conduct more comprehensive assessment.

Generally speaking, the method of combination of process and result is used. We should not only look at the final results, but also the extent of their efforts.

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< p > < strong > seven, performance appraisal should be combined with salary adjustment < /strong > < /p >.

< p > strong > /strong > employees may be more concerned about the impact of the examination results on them. The impact of salary is an important aspect that can not be ignored.

The assessment result must be linked to salary, so as to really play an incentive role.

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< p > the ultimate goal of performance appraisal is not simply to allocate profits, but to promote the common growth of enterprises and employees.

Through examination, we find problems and improve problems, find gaps and improve them, and finally achieve win-win results.

The application of performance appraisal focuses on the combination of pay and performance.

Salary and performance are two inseparable links in human resource management.

When setting salary, the salary has been divided into fixed wages and performance wages. Performance salary is reflected through performance, and performance appraisal for employees must also be performed on salary, otherwise performance and salary will not be stimulated.

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