1. Job analysis;
2. Design of performance appraisal scheme;
3. Trial operation of performance appraisal scheme (emphasizing the necessity of feedback of appraisal results);
4. After running for a period of time, it is necessary to conduct an employee satisfaction survey to understand employees' opinions on this performance appraisal scheme;
5. After the satisfaction survey and analysis, make appropriate modifications to the performance appraisal scheme, and then formally publish and implement it.
Two. For example, the main contents of employee appraisal include:
1. Performance evaluation.
Performance appraisal is to evaluate the contribution or value of members in an organization. It is generally believed that achievements and achievements are objectively comparable, and it is only fair and possible to evaluate people by achievements and achievements. For the operators of enterprises, it is hoped that the behavior of each employee can help realize the business objectives of the enterprise and make contributions to the enterprise. The contribution and value of employees to the enterprise can be grasped through evaluation. Therefore, for an organization, performance is the concrete embodiment of the quantity, quality and efficiency of tasks.
2. Ability evaluation.
Ability refers to the basic skills and qualities that a person needs to engage in a certain job. For an organization, we should not only pursue realistic efficiency, but also pursue possible efficiency in the future. I hope to promote some capable people to more important positions, so that people in existing positions can play their abilities. Therefore, ability evaluation is not only a means of fair evaluation, but also a means of making full use of enterprise human resources. At best, performance appraisal can only answer how the employee is doing in the current position, but can't answer whether the current position is suitable for him. Ability evaluation is to evaluate the ability of employees at work, such as whether an employee judges correctly and quickly at work and how to coordinate with others. According to his "ability" in his work and referring to standards or requirements, we can determine how his ability is played, whether it is big or small, strong or weak, and so on. And make an evaluation.
3. Attitude evaluation.
Work attitude is the "intermediary" between work ability and work performance. Refers to the spirit of diligence and dedication of employees, mainly refers to the enthusiasm, creativity, initiative, discipline and attendance of employees. At present, in the division of four evaluation factors commonly used in many units, this understanding is too simple to evaluate the degree of diligence. High attendance is a sign of diligence, but it is not an intrinsic thing. Generally speaking, the stronger the ability, the better the performance, but there is a phenomenon that prevents you from equating the two, which is a common phenomenon in enterprises: a person is very capable, but he has no contribution to the work. The other party's ability is not strong, but he is conscientious and good at this. Two different work attitudes produce completely different work results, which has nothing to do with ability, but with work attitude. Therefore, it is necessary to evaluate the "work attitude", and enterprises cannot tolerate employees' lack of enthusiasm and enthusiasm for their work. Therefore, in personnel evaluation, we should focus on evaluating the professional quality of employees and combine formal and superficial attendance with substantive and internal attendance.
Personnel assessment, that is, the assessment and evaluation of organizational members, is an important part of staffing work and an important part of the entire organizational management system. Any organization must attach great importance to and do a good job in personnel evaluation if it wants to achieve its goals effectively.