If the company's pip assessment directly translates its meaning into a performance improvement plan, or in terms of human resources, it is also a performance improvement plan. The purpose of this performance improvement plan is that he can observe whether employees can achieve performance indicators, and he can also make some improvements to employees in the later stage through this. In fact, this is equivalent to a file.
You can let employees know how their performance is, and you can also let employees know the direction of their efforts. This is usually a means. If you want to convince employees, you'd better have more things that don't meet the job requirements. Of course, this can also help employees improve. Its purpose is to let employees know directly whether their performance is up to standard, so as to provide employees with work enthusiasm.
Company pip evaluation process:
1. Make performance improvement plan: According to the performance of employees in the performance appraisal cycle, the supervisor and employees * * * make performance improvement plans with clear objectives and action plans.
2. Setting performance goals: The supervisor sets specific performance goals for employees according to the company's strategic goals and departmental goals to ensure that employees' personal goals are consistent with the company's strategy.
3. Communication and feedback: The supervisor keeps regular communication with employees, gives timely feedback on the problems and advantages of employees at work, and provides support and guidance for employees.
4. Formulate evaluation criteria: define the criteria and indicators for evaluating employee performance, including quantitative and qualitative evaluation criteria.
5. Performance evaluation: according to the evaluation criteria, the performance of employees is evaluated, including work performance, ability and attitude.
6. Performance feedback and interview: the supervisor and the employee conduct performance feedback interviews to evaluate the employee's performance and discuss the employee's career development and training needs.
7. Formulate reward and punishment measures: According to the performance of employees, formulate corresponding reward and punishment measures to motivate employees to improve their performance.