How do financial departments and office logistics departments conduct performance appraisal?

For financial departments and office logistics departments with complex tasks, mostly transactional work, no clear business indicators and difficult to measure their performance with figures, reasonable and effective performance appraisal should be carried out according to their work characteristics. Huaheng Zhixin is a professional human resource management consulting company. On 20 12, a consulting project on the performance appraisal system of functional departments was carried out with a tobacco enterprise, which not only solved the problems of the enterprise, but also provided solutions for the performance appraisal of functional departments, as follows:

1, starting from the post responsibilities, design quantitative assessment indicators. Based on the core responsibilities of each department, performance appraisal indicators are set from three dimensions: workload, work quality and work efficiency, and the indicators are quantified.

(1) workload dimension. Although the work of functional departments is complex and amorphous, a large part of the work can be quantified. For example, the financial department can use the number of financial statements to measure the workload. Some work can not be completed in one step, so it is necessary to carry out process analysis and evaluate the whole work from each process step. For example, the reception of guests by office logistics can be measured by quantitative indicators such as reception number and reception number.

(2) Work quality dimension. The index design of the work quality dimension can be divided into two categories: one is to consider what work will continue to be done if the work quality is unqualified, such as cash settlement in the financial department, which can be measured by the number of errors in cash settlement or settlement records.

(3) Work efficiency dimension. Convert the fuzzy index of "timeliness" commonly used in assessment into the number of delays. Set a reasonable time limit for a job, and if it is not completed within this time limit, it is considered that the work efficiency is not up to standard.

2, clear assessment criteria. To determine the assessment indicators, formulate clear and reliable assessment standards, specify the specific quantity, completion time requirements and deduction standards, and provide a basis for performance appraisal.

3. Establish a quantitative recording system. Real performance data is the premise of effective implementation of performance appraisal. Design the work log and the evaluation form of department leaders, in order to realize the quantitative trace management of everyone's daily work, provide more objective support for performance appraisal, and reduce the influence of subjective factors on the implementation of appraisal to a certain extent.

I hope the above suggestions will help you. I am an analyst at Huaheng Zhixin. Our company has accumulated rich experience in performance appraisal of functional departments. If you want to know more, you can go to official website, a human resources expert, to check the success stories.