The evaluation subject refers to the organization, individual or working group that is mainly entrusted to give evaluation. The subject of informatization performance evaluation can be divided into two categories: external subject and internal subject. However, due to the different evaluation purposes, positions and angles, its attention content and emphasis are also different. External entities mainly include * * * or entrusted third parties, while internal entities mainly refer to a department of the enterprise itself. The attention of stakeholders inside and outside the enterprise to informatization performance also provides a wide range of needs for informatization performance evaluation.
The evaluation working group is responsible for completing the specific work of the whole evaluation process and consulting the expert advisory group for necessary policy and technical suggestions; The expert working group is responsible for providing relevant information and reference opinions to the evaluation working group according to the needs of the evaluation work.
The evaluation working group shall follow the basic work norms, carry out the evaluation independently, objectively and fairly, and exclude the influence of all aspects, especially the will of the evaluated enterprise. However, the negligence, omission and problems in the evaluation work and evaluation report pointed out by the evaluated enterprise should be answered and supplemented seriously.
The object of evaluation refers to the object of evaluation. Information system, enterprise informatization strategy and informatization project can be used as informatization evaluation objects. Because of different evaluation purposes and different evaluation needs, people will evaluate different objects.
2 evaluation steps
Whether internal evaluation or external evaluation, all information evaluation must follow certain working procedures, which refers to the process from determining the evaluation object to completing the whole evaluation work. Generally, it includes the following steps:
(1) Determine the evaluation object, issue an evaluation notice, and organize the establishment of an evaluation working group and an expert advisory group. The assessment notice is an administrative document issued by the value assessment agency (client), and it is also the basis for the enterprise to accept the assessment. The evaluation notice shall specify the evaluation task, evaluation purpose, evaluation basis, evaluation personnel, evaluation time and related requirements.
(2) Make an evaluation work plan and collect basic data. The evaluation work plan is the work arrangement for the evaluation team to carry out an evaluation activity. Its main contents include: evaluation object, evaluation purpose, evaluation basis, evaluation project leader, evaluation staff, working time arrangement, evaluation methods to be adopted, selection of evaluation standards, preparation of evaluation materials and related work requirements.
(3) The evaluation working group conducts evaluation, solicits expert opinions and gives feedback to the enterprise, and writes an evaluation report. The evaluation working group conducts basic evaluation according to the information submitted by the enterprise. If the evaluation is conducted within the enterprise, only part of the content can be evaluated, depending on the responsibilities entrusted by the enterprise. If it is an external evaluation, it must be instructed by the entrusting department to act according to the plan.
(4) The evaluation team submits the evaluation report to the expert advisory group for review, delivers the evaluation report to the evaluation institution (the entrusting party), chooses to publish the evaluation results, and establishes the evaluation project file.
Before the official start of the evaluation work, the evaluation working group can organize relevant personnel of the enterprise to conduct self-inspection according to the basic requirements of evaluation. Enterprise self-test is voluntary and preparatory, and the self-test report should have a complete working paper for future reference.
The evaluation conclusion drawn by the evaluation working group shall be compared with the self-test conclusion of the enterprise, and the evaluation conclusion shall be supplemented and revised in time. If there is a big difference between the evaluation conclusion of the evaluation working group and the self-test conclusion of the enterprise, the basic data should be checked to find out the reasons for the difference. If the basis is sufficient, necessary adjustments should be made to the evaluation conclusion.
3 Evaluation report and application of results
After the informatization evaluation is completed, an overall evaluation report should be formed. The evaluation report is a text file of comprehensive conclusions made by the evaluation working group after completing all the evaluation work, comparing and analyzing the benefit status and value contribution of informatization, and making objective judgments.
The evaluation report consists of two parts: the text and the appendix. The main contents of the report include the description of the basic situation of the enterprise system, the comparative analysis of the main performance indicators, the evaluation conclusion, the evaluation basis and the evaluation method. The appendix of the report includes basic documents and data related to the evaluation work. The evaluation report shall safeguard the legitimate business secrets of the evaluated enterprise.
The evaluation report must objectively, fairly and accurately describe the input-output status and subsequent development ability of enterprise informatization, and make a forecast of development trend. The evaluation working group should fully listen to the opinions of the expert group in the process of drafting the evaluation report. The objective conditions affecting the operation should be fully explained in the report.
The evaluation report should be audited by an independent auditor, that is, whether the evaluation procedure is complete, whether the evaluation method is correct, whether the evaluation standard is appropriate, and whether the evaluation report meets the specifications.
The evaluation results should be fed back to the enterprise decision-making department as a reference for information investment decision-making, management improvement and performance supervision; And as the basis of IT personnel's performance appraisal, it also provides information consultation and management reference for relevant departments of * * *.
Which performance appraisal management system includes the function of target management, not just assessment scoring, covering all aspects such as goal setting, process tracking, result checking scoring, feedback improvement, etc., which can meet various performance appraisal methods such as three-way zero degree, balanced scorecard, integral system and target management.
Experience of systematically doing company performance appraisal? The implementation process of performance appraisal mainly includes five main steps, namely, setting goals, setting standards, performance coaching, evaluation, result feedback and interview.
First, set performance goals, and employees participate in:
After the goals are set, employees should participate in or even independently make plans on how to achieve these goals. It is valuable to provide employees with some autonomy, so that they are more likely to exert their intelligence and pay more attention to the success of the plan.
Second, the standard:
After setting performance goals, it is necessary to determine the criteria for evaluating the realization of performance goals. The setting of standards should be divided into five grades: excellent, good, qualified, in need of improvement and unqualified. Taking qualification as the benchmark level of performance appraisal, its function is to judge whether the performance of the assessed can meet the basic requirements.
Third, performance coaching:
The performance coaching stage is in the middle of the decoration performance management process, and it is also the longest and most critical link. The quality of this process directly affects the success or failure of performance management. The main work in the performance coaching stage is continuous performance communication and data collection to form the evaluation basis.
Iv. evaluation:
The supervisor should first summarize and check whether the relevant performance data of employees are accurate and complete. If any inconsistent data is found, it should be confirmed or compared with the data collected through another channel to judge the credibility of the original information. After confirming that the data are sufficient and there are no errors, we can evaluate the performance completion of employees according to these data.
Verb (abbreviation of verb) feedback and interview of evaluation results;
The two sides have an interview on the assessment results, which means that employees can put forward their own reasons for the difference in assessment scores. If the supervisor thinks it is reasonable, he can change the score, and finally they will reach a * * * understanding of the performance appraisal results, and the employees will sign their own appraisal results for confirmation.
Summarize the requirements of an effective performance appraisal system 1, beginning and ending.
To solve the problem of how to establish a system, we must first know what the purpose of establishing a system is, and the so-called "beginning to end".
The ultimate goal of performance appraisal system is naturally to promote the realization of high performance goals and create a high performance culture. Therefore, the primary task of a good performance system is to achieve strategic landing and ensure that strategic goals can be achieved. This involves the problem of how to decompose strategic objectives, and the balanced scorecard is a good method.
In short, the strategy landing depends on a set of methods: from vision mission to strategy, to tactics, to methods and indicators. The sequence of the whole step is: strategic positioning, strategic review, strategic adjustment and strategic realization.
To measure whether a performance appraisal system is scientific and excellent, the second criterion is whether employees' abilities can be classified. The essence of performance appraisal system is to evaluate the value of employees. The effectiveness of this evaluation will affect the distribution of value, which will completely affect the creation of value. Therefore, evaluating the value created is the second important goal of this system.
The so-called evaluation is to get a clear result truly and objectively. The result itself is not ambiguous, so it can be convincing. Managers usually pursue rewarding diligence and punishing laziness through this point.
As far as team management is concerned, a fair and reasonable evaluation of employees' contributions can make outstanding employees recognized and let insufficient employees know what aspects they need to strengthen. This is what an excellent performance appraisal system can do.
Therefore, in order to achieve this, the average company will speak with numbers and use various quantitative techniques.
In practice, SMART strategy (concrete, measurable, achievable, relevant and time-limited) is one of the widely used tools.
2. Process control
The general company's performance appraisal system may meet two standards, namely, achieving strategic landing and classifying employees' abilities. But even this would not be enough
The biggest impact of focusing on numbers is result orientation. However, when there are problems with the results, people find that it is not enough to manage the results only, but also to manage the causes of the results, that is, the antecedents of the results.
Therefore, the behavior that leads to the result naturally becomes another focus of management. But what determines behavior? Habit: What determines habit? Thinking. Further deduction shows that it is the values of enterprises that determine thinking.
In order to ensure that all employees' values are consistent with those of the enterprise, it is necessary to manage the degree of conformity between employees and the enterprise in terms of values and avoid the disadvantages of looking at the results rather than the process.
3, a good performance appraisal system, the third criterion is to ensure that employees' behavior conforms to the company's values. If an enterprise can do this, it will present a unique and strong corporate culture.
What are the parts of performance appraisal? Performance appraisal generally includes three parts:
1, performance definition.
For employees, performance definition is to determine their behavior direction and goals to be achieved, and it is also an assessment standard and the key and foundation of performance assessment.
The definition of performance should be a comprehensive index, which is consistent with the direction set by the enterprise strategy, while the direction of employees' efforts is biased.
2. Performance appraisal.
On the basis of performance definition, formulate and implement a sound and reasonable evaluation scheme. The evaluation scheme includes the contents, methods, procedures, organizers and statistical processing of evaluation results.
3. Performance feedback.
That is, feedback the evaluation results to the employees being evaluated. Through feedback, employees' work can be communicated between superiors and subordinates, and targeted improvement measures can be put forward for deficiencies.
Conditions for performance appraisal:
Broadly speaking, performance appraisal runs through the whole process of sales management. In order to carry out performance appraisal effectively, the following three basic prerequisites must be met:
1, with clear performance evaluation criteria.
Clear standards are the first prerequisite for effective evaluation. Evaluation criteria are the basic basis for evaluating sales performance. It mainly includes the requirements for the quantity, quality and time limit of the sales target that the salesperson should complete, as well as the evaluation criteria for selection and evaluation.
When formulating evaluation criteria, we should pay attention to the following issues:
First, the evaluation project name, measurement unit and performance calculation method should be consistent with the sales target system to avoid confusion.
Second, the rating scale should be clear. When modifying the evaluation content, make the evaluation content more clear and quantifiable as far as possible so that the evaluator can evaluate it more accurately. For every salesperson, the enterprise will have expectations and requirements for what it does.
This expectation can be roughly divided into two aspects: on the one hand, the expectation of work performance, on the other hand, the expectation of ability level. The former is called work standard, which is the measure to evaluate performance; The latter is called functional condition, which is the standard to evaluate work ability. These two standards should be correctly formulated according to the work nature and functional qualification level of each salesperson or sales team.
Third, when formulating various evaluation standards, we should make full use of collective wisdom, let the evaluated participate in the formulation of evaluation standards, and be objective and fair.
Fourth, choose absolute evaluation criteria. Avoid letting different appraisers appraise employees in the same position, and try to let the same appraiser appraise them, so that the appraisal results among employees can be compared. Avoid comparing the evaluation results of employees in different positions, because people in different positions have different evaluators, so the comparison between different positions is of little significance. Due to the differences in the potential and qualifications of sales areas, the evaluation based on the comparison between sales personnel is unreasonable. Therefore, relative standards may not only damage the unity of the sales team, but also can not correctly judge the actual ability and performance of the sales staff.
2. There must be complete information.
In order to effectively evaluate the sales staff, we must fully grasp the relevant information, which must comprehensively and accurately reflect the difference between the actual situation and the predetermined standards. If the information is incomplete, an effective performance appraisal cannot be formed. Therefore, performance appraisal must have sufficient and accurate information supply.
Ensuring complete and necessary information supply requires sales staff to keep daily work records. Sales information mainly comes from sales reports, sales invoices, sales visit records, sales expense bills, etc.
On the one hand, the company should sort out all kinds of records according to the purpose and standard of evaluation, and urge relevant personnel to fill in all kinds of record reports in time and truthfully. On the other hand, it is necessary to establish a perfect information system, scientifically process all kinds of data and draw correct evaluation conclusions.
3. There must be a scientific and authoritative evaluation institution.
Appraisal organizations include appraisers and appraisal methods. If the appraisers lack the necessary training, the perfect evaluation system will never be effectively used. An effective evaluation institution should be authoritative and scientific.
The authority of appraisal institutions requires appraisers to be rigorous in style, adhere to principles, be proficient in business and be trustworthy. According to different management levels, appraisers can be divided into three levels: decision-making level, coordination level and execution level.
The decision-making layer generally refers to the enterprise decision-maker, the coordination layer generally refers to the regional sales manager and other personnel, and the executive layer generally refers to the immediate superior of the sales staff.
The scientific nature of evaluation organization comes from the continuous training of evaluation personnel.
The main purposes of evaluation training are: to uniformly adjust the evaluation standards used by appraisers; Clear evaluation rules; Deepen the understanding of evaluation methods; Deepen the understanding of evaluation system and purpose.
Methods of performance evaluation:
1, rating method
Grade evaluation method is a commonly used method in performance evaluation. According to the job analysis, the job content of the evaluated post is divided into several independent modules, and each module describes the work standards needed to complete the work of the module in clear language. At the same time, the standard is divided into "excellent, good, qualified, unqualified" and other grade options, and the evaluator evaluates the completion of each module according to the evaluator's actual work performance. The total score is the employee's evaluation score.
2. Target evaluation method
Target evaluation method is a performance evaluation method based on the completion of the work target of the evaluated object. Before the work begins, the evaluator and the evaluated should reach an agreement on the content, time limit and evaluation criteria of the work to be completed. At the end of the period, the appraiser will make an appraisal according to the appraiser's work and the original appraisal standard. The objective evaluation method is suitable for enterprises to try out management by objectives projects.
3. Sequence comparison method
Sequential comparison method is a method to evaluate employees in the same position.
Before the evaluation, we must first determine the evaluation module, but we are not sure about the working standards to be achieved. All employees in the same position are compared in the same evaluation module. According to their working conditions, those with good jobs rank first and those with poor jobs rank last. Finally, add up the ranking figures of several modules of each employee, which is the evaluation result of the employee. The smaller the total, the better the performance appraisal results.
4. Relative comparison method
Similar to the sequential comparison method, it is also a method to evaluate employees in the same position. The difference is that this is a comparison between employees, and any two employees should be compared. After comparing the two employees, the employee with better job is marked "1", and the employee with poor job is marked "0". After all the employees compare with each other, add up their scores. The greater the total, the better the performance appraisal results. Compared with the sequential comparison method, the relative comparison method should not have too many employees at a time, ranging from five to ten.
5. Group evaluation method
Group evaluation method refers to the method of performance evaluation by two or more managers who are familiar with employees' work. The advantage of group evaluation method is simple operation, time-saving and labor-saving, but the disadvantage is that it is easy to make the evaluation criteria fuzzy and subjective. In order to improve the reliability of group evaluation, the contents, basis and standards of the evaluation should be announced to employees before the group evaluation. After the evaluation, explain the evaluation results to employees. When using group evaluation method, it is best to combine it with employee's personal evaluation. When there is a big gap between the results of group evaluation and individual evaluation, in order to prevent the deviation of evaluation, the evaluation team members should first understand the specific work performance and performance of employees before making an evaluation decision.
6, important event method
Evaluators usually pay attention to collecting "important events" of the appraisee, in which "important events" refer to the excellent performance and poor performance of the appraisee, and these performances should be recorded in writing. There is no need to record ordinary work behavior. According to these written records, the evaluation results are finally formed. This evaluation method is generally not used alone.
7. Annotation method
Comment method refers to the method that appraisers write comments to evaluate the appraisers. The contents of the comments include the work performance, performance, advantages and disadvantages and the direction that needs to be worked hard. Comment method is widely used in China. Because this evaluation method is subjective, it is best not to use it alone.
8. Forced proportional method
The forced proportion method can effectively avoid the evaluation error caused by the personal factors of the evaluator. According to the principle of normal distribution, the proportion of excellent employees and unqualified employees should be basically the same, and most employees should belong to employees with average performance. Therefore, the number of excellent personnel and the number of unqualified personnel can be mandatory when assigning evaluation. For example, the proportion of excellent employees and unqualified employees each accounts for 20%, and the other 60% belong to ordinary employees. The forced proportion method is applicable to the situation that there are multiple employees in the same position.
9. Scenario simulation method
Scenario simulation method is a simulation work evaluation method. It requires employees to complete activities similar to those that may be encountered in actual work in front of the evaluation team, and the evaluation team evaluates the work ability of the assessed according to the completion. This is a way to evaluate the work potential.
10, comprehensive method
Comprehensive method, as its name implies, is to comprehensively use various performance appraisal methods to improve the objectivity and credibility of performance appraisal results. In practical work, few enterprises adopt a single evaluation method to implement performance evaluation.
Summary: There are many methods, but we must formulate suitable performance appraisal methods according to the actual situation of the enterprise, otherwise it will affect the enthusiasm of members and have a counterproductive effect.
What does a simple performance evaluation model include? 1, define working procedures and working standards.
2. Make clear the evaluation items of this cycle.
3, can correctly evaluate the evaluation tools and methods of employees.
4. A professional (at least professionally trained) evaluation working group.
5. The assessment process of employees within the specified time.
6. Apply the evaluation results according to the pre-specified system.
7. Summarize and analyze this assessment, formulate the assessment items for the next cycle and convey them to employees.
Performance standard is the basis of performance appraisal, which must be? There is no standard to evaluate. Of course, a set of standards is needed.
What's the difference between performance appraisal, performance appraisal and performance appraisal? The concepts of performance appraisal, performance appraisal and performance appraisal are similar. At present, many people use terms such as performance appraisal, performance appraisal, performance appraisal and performance appraisal in all kinds of teaching materials or related academic works, among which the word "performance appraisal" is more appropriate, especially referring to the procedures, steps, ways and methods specifically designed in all aspects of performance management activities.
Performance evaluation and performance management;
1. From the concept connotation, the concepts of performance appraisal, performance appraisal, performance appraisal and performance management seem to be not very different from performance management, but from the extension, performance management is a relatively complete concept, which refers to all activities from performance planning to the formulation of evaluation standards, from the concrete implementation of evaluation to information feedback, summary and improvement.
2. Performance appraisal is only an important link in performance management activities. It is a process in which evaluators measure, evaluate and evaluate the behaviors and results of employees or teams according to specific procedures and methods and predetermined quantitative indicators and standards.