Three Major Problems In Workplace Assessment

Performance appraisal is a process in recent years that enterprises use specific standards and indicators to adopt a scientific method to judge the performance of the managers at all levels who undertake the tasks and the results of the production process and results.

Because it is a kind of assessment method that appeared in the last few years, there are many problems that arise. It reminds every enterprise: don't be afraid of performance appraisal problems, we help you solve problems.

First, we must have a complete performance management system to form a closed cycle. The complete performance management system includes five stages of closed cycle: Performance plan Performance implementation, performance appraisal, performance feedback and performance improvement. The key performance indicators are decomposed into departments, middle and general managers, so that employees of different levels have different performance management indicators and standards, thus effectively supporting the successful development of performance management activities, and achieving effective management from a single performance appraisal management. performance management Promote.

Secondly, we should have scientific performance management indicators. The assessment index system is the objective and content of the examination. Concretion It is an important basis for the comprehensive examination and scientific assessment of the job responsibilities and tasks of the examiners. The specific approach should be to clear the responsibilities and objectives of every department by dividing the responsibilities and objectives of each department, and to divide them into employees. In this way, the performance objectives of all employees are realized, the department goals can be achieved, and the unit goals are automatically realized.

Finally, we must have a sound performance feedback and communication mechanism. Feedback and communication are important links after examination, feedback information can further help understand the assessment, communication throughout the whole process of performance appraisal. Communication, assessment, feedback and communication are a closed cycle. Lack of any one is incomplete and will cause blockage of the whole process. A sound performance feedback mechanism should have a complete set of procedures such as communication, feedback, appeal, arbitration and so on, so that the examiners and the examiners can reach a consensus on the conclusion of the assessment, promote work and improve performance.

Performance appraisal is a newly implemented assessment mechanism in recent years. As long as all enterprises set up a suitable assessment method for their own units according to their actual conditions, they will get good results.

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