Question 1: What is the content of employee performance appraisal? Content of employee performance appraisal
Work attitude
1 Rarely late, leaving early, absent from work, and has a serious work attitude
2 Never slack off or be tired at work
3 Work quickly and efficiently
4 Follow the instructions of superiors
5 Encounter Report to superiors in a timely and correct manner
Basic abilities
6. Be proficient in job content and have the ability to handle affairs
7. Master personal work priorities
8 Be good at planning work steps and actively make preparations
9 Strictly adhere to the principles of reporting, liaison, and negotiation
10 Complete the work within the set time
Professional level
11 Work without errors and at a fast speed
12 Excellent and correct ability to handle things
13 Diligent in organizing, rectifying, and reviewing one's own work Work
14 Do your job well
15 Be able to complete new tasks independently and correctly
Sense of responsibility
16 Have a strong sense of responsibility , and actually complete the delivered work
17 Even if it is a difficult job, as a member of the organization, you have the courage to face it
18 Work hard to handle things carefully and avoid mistakes
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19 Predict the preventability of mistakes and come up with preventive countermeasures
20 Act calmly and never act emotionally
Coordination
21 Cooperate with colleagues and work harmoniously
22 Pay attention to coordination with colleagues in other departments
23 Be willing to help colleagues at work
24 Actively participate in activities organized by the company
Self-inspiration
25 Examine your own strengths and learn new industry knowledge and professional skills
26 Look at the future of yourself and the company from a broad perspective
27 Are you willing to listen to others’ suggestions and opinions with an open mind and can correct your own shortcomings?
28 Show an enthusiastic and uplifting mental state and do not talk out your dissatisfaction at work
29 Even if it is extra work, sometimes I will make thoughts and suggestions
30 Set job goals with a long-term outlook and put them into practice
The above text is excerpted from " Relevant texts from the column "Assessment Reward and Punishment System" in the Chinese Text Database. If you need more relevant text, please go to this column to find it yourself.
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Question 2: What are the three major indicators of performance appraisal? Performance appraisal indicators refer to the process of judging the value creation of the work performance of managers at all levels who are responsible for the business process and results of the enterprise in completing designated tasks through the unit or method that clearly defines the performance appraisal objectives. For example, for corporate employees, it refers to the implementation of corporate employee assessment indicators, including comprehensive inspection and assessment of corporate employees' moral character, work performance, abilities and attitudes, so as to determine their work performance and potential management methods.
The core of human resource management is performance management. The most important link in performance management is performance evaluation, which is reflected by assessing performance indicators. Performance appraisal indicators use a scientific method to combine moral character, work performance, abilities and attitudes with organizational characteristics to divide items and standards for performance evaluation and performance improvement.
Question 3: What are the scoring methods for performance indicators? Please give examples respectively. There are five commonly used performance appraisal scoring methods: ratio method, layer difference method, subtraction method, either/or method and direct ranking method, as well as explanation method and forced distribution method.
1. Ratio method
The ratio method generally refers to dividing the actual completion value of the indicator by the planned value (or standard value), calculating the percentage, and then multiplying it by the weight score of the indicator. , get the actual assessment score of the indicator
The general calculation formula is: A/B*100*related scores (A is the actual completion value, B is the planned value or standard value) Example: Sales target completed Rate = actual retail sales/target retail sales
If the weight of this assessment indicator is 30, the weight score is 30, the sales target completion rate is 80, the score for this item is: 80*30=24 points for In our company's plan, the ratio method is often used in the assessment of the sales department. Sales target completion rate, task completion rate, delivery task completion rate, etc. are all ratio methods, which are one of the most commonly used methods in the sales department.
2. Level difference method
The level difference method divides the assessment results into several levels. In which level the actual execution results fall, the corresponding score in that level is the assessment result. Score
Example: Sales target completion rate of the sales department = actual retail sales/target retail sales
The expected sales target completion rate is above 80, assuming that the weight of this indicator is 15 , the scoring method is divided into the following three types: ① above 100 (including 100), get 15 points ② between 100-90 (inclusive of 90), get 10 points ③ between 90-80 (inclusive of 80), get 5 points ④ 80 Below, 0 points will be scored
Calculate the range within which the monthly target completion rate falls, and the corresponding assessment score will come out
In our company's KPI assessment plan for April 2010, The per capita efficiency growth rate and retail sales growth rate are assessed according to the tiered difference method. The tiered difference method is not often used, and the setting of the interval length and the corresponding score setting are difficult to determine
3. Point deduction method
The point deduction method is a method of deducting points from standard points without adding points.
When an abnormality is found during the execution of the indicators, points will be deducted according to certain standards. If there are no abnormalities, it will be full points
Example: Sales target completion rate of the sales department = actual retail sales/target retail sales
The project score for the sales department’s target completion rate is 30 points. If the expected completion rate is above 80, points will be deducted when it is below 80. If the sales completion rate is 1 less, 1 point will be deducted until all points are deducted. For example The sales completion rate is 75. The score for this item = 30-5 = 25 points. The score for the project = the score for this item - points deducted
In our company’s assessment plan for the sales department, the point deduction method is mainly used Material use, internal information transfer and external information transfer, activity planning, activity plan execution, promoter preparation and execution, price control and other assessment items that are not easy to quantify
4. Rejection scoring method
The veto scoring method means that there are only two results, and there is no intermediate state. Score is scored for completing the target, and no score is scored for failure to complete
Example: There are only two possibilities for the completion of a certain plan in the sales department. , completed or not completed, there are only two situations for scoring. Completed items will get full marks, and unfinished items will get 0 points
In the previous assessment plan, the veto scoring method was not used. For the recent out-of-stock rate During the inspection, especially if the hand-washing out-of-stock situation is very serious, whether to adopt a veto scoring method, for example, once a store is found to have a hand-washing out-of-stock situation, the score will be 0
5. Direct sorting method
The direct ranking method is to sort employees from the best performing employees to the worst performing employees according to their performance on a certain evaluation factor. Example: Sales target completion rate = actual retail sales/target retail sales
Sort the target completion rates of all assessors with the same position from high to low, and determine the scores according to the order of ranking, such as 100 points for the first place, 50 points for the last place, and those in the middle will follow the ranking from front to back, with scores in The individual scores in descending order between 100 and 50 = 100-50 (M-1)/(N-1), M is a noun, and N is the total number of people ranked
Comparison of ranking methods in the assessment plan Complex, some also involve contribution points. A simpler way is to directly rank according to the completion rate and then set the corresponding scores from high to low according to the ranking from high to low
6. Explanation method
The explanation method mainly requires explaining several situations that may occur in the performance appraisal results, and setting the scoring method corresponding to each situation
Example: Sales Department Appraisal In the plan...gt;gt;
Question 4: What are the contents of employee performance appraisal indicators? Employee performance includes two aspects: 1. Skills. 2. Discipline. The middle level is mainly about management. The most critical aspect of performance appraisal is quantification, and at the same time, leaders must decompose it from top to bottom based on the goals set by the company. The more quantifiable and clear it is, the less rebellious the employees will be. Different industry standards are different, but leaders must take the lead in formulating assessment indicators and quantitative indicators, and then assess after reaching a common understanding.
Question 5: What are the data indicators for performance appraisal of promotion positions? Employee performance includes two aspects: 1. Skills. 2. Discipline. The middle level is mainly about management. The most critical aspect of performance appraisal is quantification, and leaders must decompose it from top to bottom based on the goals set by the company. The more quantifiable and clear it is, the less rebellious the employees will be. Different industry standards are different, but leaders must take the lead in formulating assessment indicators and quantitative indicators, and then assess after reaching a common understanding.
Question 6: What are the specific indicators of performance appraisal? The more detailed the better. At the Chengdu Conference of the Party Central Committee in March 1958, Comrade *** once put forward the basic idea of ??the general line of "must go all out, strive to reach the top, and build socialism more quickly, better and more cost-effectively".
In fact, the "more speed, better savings" in this sentence has accurately included the essence of performance appraisal. Therefore, the general appraisal indicators for units with wider application mainly include the following four points:
1. Quantity: Whoever completes more quantities will produce more quantitative performance, which is quantified as an indicator;
2. Progress: Who can complete the task within the effective time, Only this part of the task can produce performance;
3. Quality: There is no need to explain this, but it is usually difficult to evaluate and quantify the quality assessment in management, and it is mainly based on subjective scoring;
4. Cost: Spend the least amount of money and resources to do the most things. This is the leader’s favorite employee. Some positions may not have the opportunity to consume many resources, but departments such as purchasing will have a relatively large weight.
Progress, quality, and cost are golden indicators for measuring the internal control of productive enterprises, reflecting the strength of the enterprise. There is no wrong way to decompose the indicators from these three aspects. Some enterprises use the completion quantity. Alternative progress indicators.
Non-productive units cannot escape these three points, but it is more difficult to decompose and must be done according to the actual situation.
This is for assessing enterprises or departments. When assessing individuals, it is usually It means "morality, ability and diligence", and the leader adds "integrity". "More, faster, more economical" reflects the individual's "performance", "diligence" is easy to assess, and "ability" and "morality" are very vague concepts. , it doesn’t matter if you say you can do it or not, it usually depends on the “performance” face
The assessment is about applicability. If someone gives you so many words to code, who knows how many of them can be applied to you, so I only give directional answers;
The assessment pays attention to usability, which is generally speaking, execution ability. Units with strong execution ability do not need any assessment at all. Just relying on their own existing rules and regulations is enough to cope with the company's problems. Management is more than adequate. The current assessment system is being promoted so quickly. These are some tricks used by some idiot leaders to play with people. Assessment is not the purpose. It is just to make corporate management look more fast-food and pseudo-high-end tricks;
The assessment also pays attention to practicality. It took a lot of effort to borrow and move so much from the Internet, but in the end how much service can it provide to the enterprise and what effect can it have? Is it just a reward or punishment of dozens of yuan per person per month? money? If you think it is useless, it is better to save some manpower and material resources;
By Kai Xiaokai
Question 7: What are the performance appraisal indicators of data analysts? What exactly should be assessed?
Managing employee performance is to improve everyone's ability to create performance. According to relevant expert research, employees' ability to create performance has three forms of existence:
The first form of existence is the "ability holding state". That is, what aspects of performance do employees have the ability to create? How strong is this ability? wait. We call the performance appraisal indicators of employees’ “capacity holding status” “ability assessment indicators”.
The second form of existence is the "capacity display state", that is, the enthusiasm and initiative shown by employees when they exert their abilities in the process of creating performance: He has such abilities, but he Are you willing to work hard? The so-called "capacity display state" refers to the intensity of the employee's sense of responsibility during the work process. Subjective initiative, professional ethics, etc. We call the performance appraisal index of employees’ “capacity display” “attitude appraisal index”.
The third form of existence is the "ability transformation state". That is, the actual effect of the abilities displayed by employees in the process of creating performance: If you are capable and work hard, have your efforts finally been transformed into the performance the company needs? We call the performance appraisal indicators of "capability transformation state" "performance appraisal indicators".
The assessment content that employee performance management should focus on is "ability", "attitude" and "performance". So, what is the dialectical relationship between "ability", "attitude" and "performance"?
Before starting work, we will first examine the employee's "ability status" - ability level.
At work, we see the employee's "state of ability" - his attitude. After work, we investigate the employee's "capability transformation state" - how his performance is.
As we all know, when former national team coach Milu was training the Chinese football team, he had a famous saying written on his hat - "Attitude determines everything." Why Lao Mi said this? His thinking is obvious: the Chinese team's ability is so low: it is too difficult to improve within one and a half years! You can only settle for the next best thing and make the best use of your existing capabilities. In this situation, Milu certainly wants to highlight the importance of work attitude. This is a practical case that illustrates the dialectical relationship between "ability", "attitude" and "performance".
What are the principles for designing assessment indicators?
Some foreign management experts have summarized the design specifications of performance appraisal indicators into one English word: "SMART". In fact, "SMART" here is not a word, but a set of symbols composed of the prefixes of five words. Each letter has a meaning:
S (specific) means that the design of performance appraisal indicators should be refined to specific content. , that is, content that is in line with the team’s leading performance goals and changes with changes in the situation.
M (measurable) means that performance appraisal indicators should be designed to be indicators that employees can operate through labor and whose results can be quantified.
A (attainable) means that the performance appraisal indicators should be designed to be goals that can be achieved through the efforts of employees and within the time limit.
R (realistic) means that performance appraisal indicators should be designed to be "observable, provable, and reality does exist" goals.
T (time-bound) means that performance appraisal indicators should be time-limited and focus on efficiency indicators.
This paragraph points out the basic principles for designing employee performance appraisal indicators. Based on the logic of his thoughts, we conclude that there are three main principles that should be followed when designing employee performance appraisal indicators:
1. We must pay attention to the correlation with team performance
Modern enterprises are cooperative labor Organization, this requires that business management must pay attention to the cultivation of team spirit and strengthen the awareness of cooperation. To achieve this, it is useless to just encourage, call on, and enlighten people without touching on the issue of interests. It is necessary to form a material basis for team cohesion and form the pressure of "if there is insufficient unity and cooperation, there will be few personal interests; without unity and cooperation, there will be no personal interests." That is to say, as the saying goes, "a big river has water and a small river is full, a big river has little water and a small river is dry." . This pressure must specifically reflect the distribution of benefits through employee performance management before it can have an impact.
When dealing with these two things, firstly, there must be a strict functional distinction, and they must not be confused or neglected; secondly, we must pay attention to the cooperation between them, grasp the heat and intensity, and strive to complement each other.
In view of the high correlation between employee performance management and entity performance management, we emphasize that when designing employee performance appraisal indicators, we must consider:
First, employee performance management is based on entity performance Management...gt;gt;
Question 8: What are the indicators and standards for performance appraisal of sales staff 1. Assessment principles
1. Performance appraisal (quantitative) Behavioral appraisal (qualitative).
2. The quantitative approach must be strictly based on the company's revenue performance, and the qualitative approach must be fair and objective.
3. Assessment results are linked to employee income.
2. Assessment standards
1. The sales staff performance appraisal standard is the company's operating income indicators and targets for the current month, and the company will adjust them every quarter.
2. Salesperson behavior evaluation standards.
(1) Implement and comply with the company's various work systems, attendance systems, confidentiality systems and other company regulations.
(2) Behavioral performance in performing the work of this department.
(3) Behavioral performance in completing work tasks.
(4) Behavioral performance that abides by national laws, regulations and social ethics.
(5) Others.
Among them: Those whose behavioral performance is qualified in the current month will be awarded 0.6 points or more, those whose behavioral performance is good will be awarded 0.8 points or more, and those whose behavioral performance is excellent will be awarded a full score of 1 point. If there are a few outstanding performers in the month, the maximum score for the outstanding performers will be 1.2 points.
If anyone violates national laws and regulations, seriously violates company regulations, has a work accident, or makes a serious mistake at work during the month, the behavioral assessment score will be 0 points.
3. Assessment content and indicators
The sales staff performance appraisal form is shown in the table below.
Salesperson Performance Appraisal Form
Assessment Project Assessment Indicator Weight Evaluation Standard Score
Work Performance Quantitative Indicator Sales Completion Rate 35 Actual Completed Sales ÷ Planned Completed Sales Amount 1. Add 1 point, no points will be deducted if there is negative growth
New customer development 15. Add 2 points for each new customer
Qualitative indicator market information collection 51. Complete the collection of market information within the specified time, otherwise 0 points will be given
2. The effective information collected every month shall not be less than × pieces, and 1 point will be deducted for each missing piece.
Report submission 51. Submit the relevant reports to the designated place within the specified time. If the report is not submitted within the specified time, 0 points will be awarded.
2. The quality score of the report is 4 points. Those who do not meet this standard will be given 0 points.
For each violation of the sales system implementation 5, 1 point will be deducted for this item.
Work ability analysis and judgment ability 51 Score: Weak, unable to make correct analysis and judgment in a timely manner
2 points: Average, able to conduct simple analysis and judgment on problems
3 points: Strong, able Analyze and judge complex issues, but cannot flexibly apply them to actual work
4 points: Strong, able to quickly make more correct judgments on the objective environment, and can flexibly apply them to actual work Achieve better sales performance
Communication ability: 51 points: able to express one's thoughts and ideas more clearly
2 points: Have certain persuasive ability
3 points: Able to effectively resolve conflicts
4 points: Able to flexibly use a variety of conversation skills to communicate with others
Flexibility 5: Respond to changes in the objective environment and be able to flexibly Take appropriate measures
Work attitude Employee attendance 21. If the monthly employee attendance rate reaches 100, full points will be awarded. If the employee is late once, 1 point will be deducted (3 times or less)
2. If you are late for more than three times in a month, the score for this item will be 0
If you violate Daily Behavior Standard 2 once, 2 points will be deducted
30 points for sense of responsibility: the work is sloppy and cannot be completed in quality and quantity. Work tasks and work attitude are extremely non-serious
1 point: Consciously complete work tasks, but sometimes shirk responsibility for mistakes at work
2 points: Consciously complete work tasks and Take responsibility for your own actions
3 points: In addition to doing your own job, you also take the initiative to take on additional work within the company
Service Awareness 3 If there is a customer complaint, 3 points will be deducted
4. Assessment methods
1. Employee assessment time: the first working day of the next month.
2. Employee assessment results are announced on the third working day of the next month.
3. The amount of income linked to employee assessment is: 20% of the monthly salary; 15% of the performance appraisal amount; 5% of the behavioral assessment amount.
4. The calculation formula for employee assessment-linked income is: z=
The meaning of the specific indicators in the formula is as shown in the table below.
The meaning of the specific indicators in the formula
The meaning of the indicators
A. Performance appraisal quotas for different departments
B. Behavioral appraisal quotas
C performance appraisal indicators for the current month
5. Employee assessment is linked to the floating income...gt;gt;
Question 9: What are the main scoring methods for performance evaluation indicators? The scoring method for performance evaluation is mainly based on the calculation formula of the indicators. As a result, a score is assigned to the assessment indicator. There are five commonly used scoring methods for assessment indicators: stratification method, subtraction method, ratio method, either/or method and explanation method.