(1) In the operation and implementation of the performance management system, the human resources department always plays the role of "client".
(2) When drafting and formulating standards and requirements for performance management, we will discuss them on the basis of specific evaluation contents provided by relevant departments.
(3) By designing, testing and improving the content of performance management, solicit opinions from relevant departments and ask for instructions from superiors.
(4) When considering the trial and achieving the exemplary role, the human resources department first practices itself with the performance management system model.
5] In the effective examination and approval of system documents distributed to various departments, publicize to all employees and provide consultation and answers.
[6] When implementing the performance management system, the human resources department plays the role of implementer; Achieve the role of supervision, inspection, help and guidance.
Once the implementation of the division of responsibilities of the department, collect existing problems, difficulties, criticisms and suggestions and other information records and put forward improvement plans.
Being combined with performance evaluation and related management system to implement dynamic coordination and effective feedback procedures, in order to achieve the work effect.
(9) Check the corresponding human resources development and allocation plan according to the evaluation results, and provide suggestions for management decisions.
⑽ Encourage employees to take a positive view of evaluation and results, track employees' reactions in all aspects, conduct training, and provide practical improvement measures.