Performance appraisal is an important part of performance management. Through performance appraisal, it can ensure that the performance of the enterprise and its subsystems (departments, processes, work teams and individual employees) can be consistent with the strategic objectives of the organization and promote the process of realizing the strategic objectives of the organization. Its ultimate goal is to make the organization sustainable, and constantly improve the performance and ability of enterprises and employees in the process of development.
If you choose a course in a university, it depends on your interest, or on your future career.
What is the relationship between budget management and performance appraisal? I personally think that different departments are responsible for budget management and performance appraisal, as follows;
Budget management refers to the use of the center for financial budget management. Individual companies will be independently managed by various departments, so budget management is the annual (quarterly/monthly) budget of their own departments. Specifically, there are project details, what is the estimated cost of each project and so on.
The performance appraisal in the human resources module should be led by the personnel department, and the leaders of each department should examine and approve the performance appraisal contents of their own departments. Performance evaluation score is one of the components of salary, and its evaluation results have a direct impact on salary, promotion and year-end bonus.
The relationship between the two is that one is to estimate what has not been done and the other is to summarize what has been done. The focus is on the ability to predict and summarize, which is understood by the above individuals for reference.
What are the main courses of international financial management in universities? The object of this major is international monetary and financial relations, including international currency circulation and international financing. Its goal is to explain the history and present situation of the development of international financial relations and reveal the basic laws of international currency circulation and international financing.
Generally speaking, this major includes the following aspects:
1. Balance of payments and international reserves. Specifically, there are: the concept of balance of payments; Contents and compilation principles of the balance of payments; Balance of payments adjustment and foreign exchange control; Composition, function and management methods of international reserves.
2. International currency circulation. Specifically: foreign exchange, exchange rate, international settlement, foreign exchange market, foreign exchange transactions.
3. International financing. Including: international lending and capital transfer; International financial markets, etc.
4. International monetary system and international financial institutions. Including the formation and development of the international monetary system; The nature and function of international financial institutions.
Main courses: political economy, western economics, finance, international economics, monetary banking, international financial management, securities investment, insurance, commercial bank management, central banking, investment banking theory and practice, etc.
What are the key performance indicators of company managers' performance appraisal? Specific functions need specific analysis, and are generally decomposed according to enterprise-level indicators.
First of all, the performance appraisal of vehicle management should be combined with the actual situation of the company, and the purpose of using the company's vehicles should be clear. These vehicles are mainly trucks, cars or both. The actual situation is different, the details of our performance management will be different, because the information given is not clear. Now, suppose the company owns its own truck and pays the driver's salary instead of contracting car rental. Then, the starting point of the company's purpose is to deliver them on time and safely at the most suitable and economical vehicle operating cost.
Develop KPI indicators, the main variables for performance consideration:
1, linked to the daily cost of trucks, has two main parts:
The first is the cost of vehicle maintenance: it is very simple to obtain objective and true information. Find experienced mechanics and repair shops, consult more and get first-hand information. There are a lot of tricks in it, and we need to replace it. The top management of the company must know more about this control, which can save a lot of money. In fact, many company vehicle managers are "operating" with drivers. For example, originally only 20 liters of lubricating oil were needed, and 30 liters were reimbursed. The extra 10 liter was sold out or kept by myself, or the engine oil used for private cars was mixed into the company van for reimbursement, or the parts of brand A were originally 100 yuan, but the actual price was 120 yuan. The parts that don't need to be replaced are also announced for replacement, and the good parts are replaced and sold by themselves. . . . . . As a manager, we must plug these loopholes when formulating the system; The monthly maintenance cost of a car is actually relatively fixed. As the car ages, this cost will increase slightly. If the service life is approaching, you should consider changing cars.
The second is the cost of oil and highway tolls. These information can be obtained from financial data, and the arrangement is reasonable, so that repeated delivery and missed delivery can be avoided. Of course, this has a lot to do with the arrangement of the business documentary, but the rights and responsibilities of the vehicle management personnel must be negotiated with the business documentary. For example, one day the merchant said that the goods would be delivered, and the next day another customer would go to the same place very close, so the vehicle management personnel must discuss with the merchant whether to deliver the goods together the next day, so as to save money. In addition, if the arrangement is unreasonable and the driver is tired, it will also affect the safety and the driver's mood, resulting in adverse consequences such as delayed delivery, delayed return and detour, which will push up the company's vehicle operating costs.
The responsibilities of vehicle management personnel cannot include maintenance management, but procurement or other material management personnel can be responsible for daily maintenance. After this separation, the above behavior is prevented as much as possible. Of course, different companies have different situations, so we must use them flexibly.
The assessment ratio is about 40%
2. Safety, which is even more important than maintenance cost, especially the safety of personnel. For others, such as fines for violating traffic laws and even accidents, detailed rules can be formulated to allow each car to violate the rules once a month. If there are too many, how to reward and punish them, and what to do if there is a major accident. . . ;
The specific gravity is 2-3%.
3. Delivery on time;
The ratio of 1-2% is better.
4. Others, such as restricting the private use of buses and caring for vehicles. . . Wait, it's better to account for about 20%.
Other considerations: If the driver pays for the company, suggest that his boss has the right to influence the driver's bonus and salary, so that the driver can be managed easily. If possible, drivers had better hire local people.
Different companies, the actual focus may be slightly different, but it is nothing more than considering the three key indicators of economy, safety and punctuality. We can operate closely around these three indicators. After the detailed information investigation is made, it must be tracked in place irregularly for a trial period of 1-2 months. If adjustment is needed, it will be adjusted accordingly to ensure its effectiveness.
If I were you, for the sake of avoiding risks and reducing management difficulty, I would take other benefits, such as renting a car and giving the driver a little loading and unloading subsidy, so that at the same or even lower cost (if you hire a driver, many common ideas are that the car company can drive anyway, and the company will pay a lot of money, which is intangible), management is much less difficult and easy to operate. Of course, this may be another matter. Different companies have different methods of operation.
In addition, if the vehicle manager is a relative of the boss of the company, there are actually many hidden rules. Needless to say, you also understand that performance management should take this into account or carefully consider while pursuing the maximum benefit and safety of the company, especially the "foundation" of performance makers in the company is unstable (the boss should support it, but the actual effect is another matter), and there are many variables.
Is performance management the same as performance appraisal? Jiuhe Consulting believes that performance appraisal is only a part of performance management, which belongs to the category of performance management, and performance management is a very important part of human resource management. Jiuhe Consulting provides performance management consulting for enterprises.
Which major in the university wants to study management? Hello, as far as I know, there are students majoring in business administration and some economic majors who want to take this course and the pass rate is not high. You must study hard.
What is the conceptual difference between "performance management" and "performance appraisal"? The difference between the two can be seen from two angles. First, performance management is a relatively complete concept, and performance appraisal is only a link of performance management; Second, the purpose of performance management is to improve performance. If performance can be improved without evaluation, there is no need for evaluation. Therefore, performance evaluation is only a means to support the purpose of performance management.
How to move from performance appraisal to performance management Abstract: In real life, although almost all enterprises are carrying out some form of performance appraisal every year, it is rare to realize the theoretical value of performance appraisal. On the contrary, in the assessment process, perfunctory and routine situations are not uncommon. Obviously, there is an obvious deviation between the actual operation and the theoretical value of performance appraisal, and this deviation is quite common in enterprises. Therefore, it is of great theoretical and practical significance for enterprises to correctly understand the problems existing in performance appraisal and actively seek an effective performance management system.
Performance management and assessment summary how to write a model report of enterprise performance assessment summary
Summary report of performance appraisal in the first half of 20xx year
In March of 20xx, the Human Resources Department analyzed the advantages and disadvantages of the company's previous performance appraisal through in-depth investigation and a large number of interviews with employees, and based on the reality, formulated a new "performance appraisal management system", which assessed employees' work performance from the trinity of "attitude, ability and performance" based on employees' post value and performance contribution. In the implementation of performance appraisal, we should constantly explore and summarize and gradually improve the management methods of performance appraisal.
Up to now, four monthly assessments and/kloc-0 semi-annual assessments have been completed from April to July. Through the implementation of assessment, the rewards and punishments for employees have been effectively realized, and the implementation of the new performance appraisal system has achieved good results. While making achievements, we are also soberly aware that there are still many shortcomings in this system and many problems in its implementation. How to further optimize the assessment system, promote the assessment of work value by various departments and establish it.
Providing a platform for fair competition in posts and improving the quality of personnel and the overall management service level will be an important task of the human resources department in the second half of the year. Based on the actual situation, the assessment items in the first half of the year are summarized as follows:
I. Monthly performance appraisal: Monthly performance appraisal: Up to now, the company's monthly performance appraisal has been on the right track, and all departments can skillfully complete the monthly performance appraisal of employees and gradually improve their performance, which has played a positive role in promoting employees' hard work. There are also many problems. Question 1: Some employees still can't make work plans seriously, and the established assessment methods can't effectively evaluate the work performance of the month. Question 2: the plan at the beginning of the month cannot be completed, and the work plan or weight will be revised at the end of the month. The heads of individual departments are unable to exercise self-discipline. Question 3: There is no basis or insufficient basis for the assessment and evaluation of individual departments, the score is impression, and the work performance record shows that the video memory is insufficient. Question 4: Some leaders have not carefully examined the work plans of their subordinates. Question 5: The assessment of individual departments is still used to being a mere formality, not making progress, and taking the evaluation of employees' work as a burden. Question 6: Up to now, the temporary workers in northern Shaanxi Project Department have not carried out any monthly assessment. Measures suggested by HR in the face of many problems: 1. Strengthen the training of performance appraisal operation knowledge, assess all participants, investigate their mastery of the current appraisal system and operation, check unqualified personnel, and focus on counseling and urging improvement. 2. Each department needs to strengthen the planning and review of the monthly work plan, incorporate the performance supervision and assessment of subordinate employees into the daily important work of department heads, and the human resources department will conduct the assessment and supervise its effective implementation. 1 3, 4, 5, hold a performance appraisal meeting for all employees every quarter to jointly solve the existing problems. All departments need to establish a system to record employees' performance, evaluate and supervise employees' continuous improvement in time. The Human Resources Department will focus on checking the differences between the work plan of each department head at the beginning of the month and the evaluation form submitted at the end of the month.
At the end of the month, the person in charge who repeatedly revised the completed tasks or weights put forward punishment opinions. 6. Communicate with Northern Shaanxi Project Department to confirm whether to increase the daily assessment of temporary workers.
Second, the assessment in the first half of the year: the assessment in the first half of the year (that is, the middle of the year) involved 46 employees. Among them, there are 27 employees in Xi 'an headquarters, 3 employees in decoration company and 6 employees in Shanbei Project Department/KLOC-0. Through the implementation of the mid-year assessment, the assessment level is excellent 2 *** 0 people, accounting for 0%; There are *** 3 people whose evaluation grade is excellent 1, accounting for 6.5% of the total number of people evaluated; There are *** 2 1 person whose evaluation grade is good 2, accounting for 45.7% of the total number of people evaluated; There are *** 12 people with good evaluation grade, accounting for 26% of the total number of people evaluated; Eight people passed the evaluation grade, accounting for17.4% of the total number of people evaluated; 2 people were unqualified, accounting for 4.4% of the total number of people evaluated; There are 0 people with poor evaluation grade, accounting for 0% of the total number of people evaluated. Reward and punishment measures for mid-year assessment: According to the provisions of the company's mid-year assessment management measures and the actual situation, the mid-year performance salary base is set at 3,000 yuan, and the actual performance salary is obtained according to the corresponding grade and performance salary coefficient of each person's total assessment score (that is, the average of the sum of the three indicators of "performance, ability and attitude"). Calculation formula: Mid-year performance bonus = 3000 * post performance wage coefficient, in which: Li Dangqing, the project department, passed the mid-year assessment 1. Considering the personnel demand of the project department, it is suggested that Li Dangqing be promoted as the director of the office of the northern Shaanxi project department as an encouragement, and the salary will not be adjusted for the time being. Through the implementation of mid-year performance appraisal, it is not difficult to find that the mid-year performance appraisal method also shows a lack of video memory, and employees' knowledge of performance appraisal is seriously lacking, which makes it impossible to promote the implementation of performance appraisal more effectively. Question 1: The mid-year performance appraisal method also shows that the video memory is insufficient and needs to be improved. Question 2: The employees of our company have a serious lack of understanding of performance appraisal, which needs comprehensive improvement. Measures to be taken by HR: 1, 2. Revise the mid-year/year-end assessment methods, formulate new assessment methods, and objectively and smoothly complete the year-end assessment. At least two training courses on personnel management will be held before the end of the year, and the heads of all departments will be placed in personnel management positions to inspect their personnel management knowledge, help them perform their personnel management functions, and promote the continuous improvement of the company's human resource management level. For the problems summarized above, we will focus on solving them in the second half of the year and propose different solutions to different problems. It is hoped that through gradual improvement, the overall improvement of the company's performance will be better promoted, so as to achieve the ultimate goal of performance appraisal. Human Resources Department 20xx August 20th