Performance appraisal should become an efficient management tool for modern enterprises, therefore, this paper seeks to find and explore a set of feasible, effective and operational performance appraisal methods for different groups, to promote the improvement of the human resources performance management system, and to promote the healthy development of the group company.

Reproduced the following information, for reference only, if there are specific issues to be discussed.

The appraisal of senior management, the main assessment of the following:

1, leadership, as a senior management, it must manage a certain level of the company's organization, therefore, it must have a certain leadership ability.

a, what is leadership? Leadership is to do the right thing, the leader must pursue effectiveness;

b, the leader must lead by example, honesty, the pursuit of fairness and reasonableness;

c, the leader is able to often give the necessary help to the staff, whether or not they know enough about their subordinates.

2, planning, as a senior management, its work in the decision-making is often strategic, therefore, before the implementation of the implementation must be well planned.

3, predictability, in the work, the implementation of the plan will inevitably encounter some difficulties and resistance, senior managers in the development of the plan must be fully considered before, and even should be "sandbox simulation".

4, the ability to deal with crises, today's world, the development of enterprises may be the biggest enemy of the enterprise crisis. Once, "three strains" created a myth of China's health care sales, but quickly to the demise of its deep-seated reasons we will not explore, but its direct cause is because it did not deal with the crisis of the enterprise.

5, management capabilities, senior managers of the work of the organization and the management of the enterprise will be the main, whether it is human resources management, or financial management, etc., are to a certain extent dependent on the management capabilities of senior managers, to try to control the loss of senior personnel.

6, the ability to innovate, enterprises or organizations in the assessment will continue to encounter a variety of problems, as a senior manager, must have a strong ability to innovate, and constantly seek better and newer ways to solve these problems, breakthroughs in the development of the bottleneck.

7, communication and coordination skills, senior managers because of their positions, will be very much in contact with some departments and departments, staff and staff conflicts; due to the work of the resistance, some employees will also seek to communicate with senior managers, to solve their own practical problems; in addition, senior managers and business decision makers communicate with their own departments or organizations also has an important significance for development. important significance.

8, talent training capacity, talent is a business or organization is the most important factor in the long term, as a senior manager of the enterprise, in the usual work should focus on cultivating more talent, these talents will be the future of the enterprise's hope.

9, annual performance appraisal, the assessment team statistics of senior management led by the department's monthly goal achievement, and ultimately summarize the year-end performance indicators.

The assessment of senior management should use the 360-degree appraisal method, by the senior management of the superior and subordinate, coworkers, as well as customers to carry out the assessment. The appraisal of senior management is conducted once a year at the end of each year, preferably before the previous year's year-end awards are honored, but at the same time, monthly statistics on their work and task completion will be kept as appraisal results.

In the 360-degree performance appraisal of senior management at the same time, should also organize a special appraisal team of senior management to carry out another assessment, the assessment team led by the Ministry of Human Resources, together with other departments of the elite, while outside experts. Appraisal team members set up about 10 people, the results of the assessment of the designated other personnel to carry out statistical summaries to ensure that the assessment of the work of fairness and impartiality.

The final appraisal score of the top management will be summarized from the above two appraisal scores.