Corporate culture must involve all employees, not the person who is the leader of corporate culture. Therefore, if we promote corporate culture, we should strictly require all departments to carry out it according to the progress and quality, which will evaluate the progress and effect of literary and artistic activities. This evaluation should be combined with the evaluation or profit of the department. The employees themselves will be evaluated. This assessment should be closely combined with the long-term profits of employees, such as dividends at the end of the year, shares, retirement pensions and so on. Otherwise, this assessment will have no scope. For example, in Ali, the assessment of values accounts for 50% of the weight value, which is quite lethal.

As for the assessment standard, for individuals, it is usually considered as the behavior standard dissolved from the enterprise concept. How to determine the specifications can refer to Alibaba's assessment methods. How to do it depends on the details. Companies need to do performance appraisal, and the first thing to do is the performance culture of enterprises. Shape the value concept of performance appraisal! Let employees know the effect of performance appraisal and rewards and punishments. If a company wants to pay in hell, it should get the application of its employees, especially the understanding and promotion of middle and high level. According to the performance appraisal, the overall goal can be achieved or completed in advance, and the mutual benefit between the enterprise and itself can be realized. It is also the premise of reasonable implementation of performance management to let all employees clearly understand performance appraisal and mobilize their enthusiasm.

Adhere to the performance culture: "First, the following cases will be evaluated, and the evaluation will not be objective;" Second, improve the corporate culture infrastructure and enhance the initiative and enthusiasm to complete the plan! To establish a target performance appraisal management system, "target performance" is an important level in the management structure of 12. It is necessary to understand the system construction of performance management system. The human resources management department will analyze the actual effect of all performance appraisal. Performance management is a form of information management. It is necessary to sort out the key links such as workflow and clarify the key points of performance appraisal. The evaluation index value should not be comprehensive, but should be focused. The evaluation index value of a department should not exceed 7, so how can we have the energy to do a good job?

I think this situation is more appropriate, because I installed the system, which coincides with my major. The number of articles I speak is too long. I pay attention to my previous works and write them myself. However, it is very likely that the materials are different from those of enterprises, but the core concepts and embedding methods can be universal. If you don't understand, you can trust me privately. The more you have no foundation, the easier it is to do it. Don't worry about people who disagree, and don't be afraid of being refuted. In the end, such people will benefit from the intelligent management system. They will naturally benefit from not resisting pronunciation.