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Expert Q & A performance evaluation

Reed and other links. A good introduction of performance appraisal program, nor is it one can do a good job, there are suggestions that the normal thing, exposing contradictions exam than the resistance encountered in the implementation process much better. Performance Evaluation of Five is likely to appear like this: a small number of staff working very hard, practical, but the poor performance of some other staff have been very fruitful, but often make some small mistakes, and work is not practical. How can I ensure that evaluation results and very close to the actual situation fair? Fan: We talk about performance appraisal, usually from three aspects into Ren job performance, work attitude, ability to work. Only working attitude, not job performance is not a good staff; Similarly,[link widoczny dla zalogowanych], job performance is not only a good working attitude is not good employees. And in the long run. Attitude can also affect job performance, impede their ability. Also affect other employees. To ensure the fairness of performance appraisal results, one must be comprehensive and not one-sided emphasis on one aspect; second is to set realistic targets, through job analysis, develop a realistic assessment standards and business development strategies to be consistent ; third is set to a reasonable weight, and a dynamic adjustment. Issue six: the practice in the assessment,[link widoczny dla zalogowanych], the department manager that several situations may arise: for all departments or are playing low-scoring high marks; high marks on the person you like, do not like people playing on the low scores, to opportunity to eliminate dissidents; not attach importance to assessment, half-heartedly, the data obtained from the personnel department untrue. How to avoid these situations happen? Fan: The existence of these phenomena is inevitable. We have to do is to try to quantify and refine the indicators. In the evaluation of the system and try to improve on the development process, reducing human nature. Managers to avoid all high marks, from a technical point of view, can take a way, that is, the average scores of pre-set sector, 1; 15 ~ 1:11 O the average person can not exceed 80 minutes, you can artificially widen the gap; the rate of personal likes and dislikes,[link widoczny dla zalogowanych], can be used from top to bottom, left and right assessment approach; if the Human Resources Department received the status of true long-term data exist, or should we look for reasons to start their own human resources, such as indicators, system settings reasonable? work is not some bureaucratic? question seven: When the performance results with other people's evaluation of the staff when there is a conflict, such as we rely on the test results after the actual evaluation of the staff is very good, what is Why? Fan: performance results and the evaluation of other employees there is a conflict between, first, the evaluation was assessing those employees who are not assessing people. And there are two possibilities, one is assessing people, leadership assessment and colleagues evaluated an employee is often the starting point of a staff of ~ is not the same; the second is that this employee is a nice guy, but does the general work performance. In this regard, human resources need to distinguish and identify the specific circumstances. Question eight: the weak results for the staff performance appraisal. Manager, human resources, when in its communication needs to pay attention to what the problem? Fan: First pay attention to procedures, unless it is dismissed employees, the general first by direct communication with staff at higher levels, and then talk to the Human Resources Department; s second, specific, not just say poor examination results, and should cite specific examples or data, there must be convincing; third, only to point out deficiencies, but also shows the advantages of staff and improved methods; Fourth, select the appropriate occasions, as a separate exchange; the fifth is to choose the right time, the best examination results are available immediately and staff exchanges. Nine in the performance evaluation of the human resources department, in addition to help managers set goals, to the department heads and staff to do the performance appraisal training, can do anything, can the performance of sector performance and helpful staff it? Need communicate with each employee it? Fan: In the performance appraisal process, the role of human resources have the following four aspects, namely the protection of the organization, from the Performance Management Committee to the evaluation group to assess the establishment of the meeting, we need human resources participation; the second is on the process of protection, a reasonable performance evaluation process, the implementation of the assessment whether the place is a powerful guarantee. Third, the protection mechanism is to establish a fair and reasonable feedback and complaint mechanisms do not need to communicate with each employee, but the exchange mechanism must be established communication channels must be smooth; Fourth, with the result for monitoring to ensure fairness of assessment results and effectiveness of human resources development should also be continuously adjusted according to the company evaluation index. If you have any questions performance appraisal, please contact \E-mail: zhiyezazhi @ sina,[link widoczny dla zalogowanych], corn. November200311
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