question 1: what are the contents of employee performance appraisal? Employee performance appraisal content
work attitude
1 seldom comes late, leaves early and is absent from work, and has a serious work attitude
2 never cheats on work and is not tired
3 works quickly and efficiently
4 follows the instructions of superiors
5 reports to superiors in time and correctly
Basic ability
6 is proficient in job content, Have the ability to handle affairs
7. Grasp personal work priorities
8. Be good at planning work steps and actively make preparations
9. Strictly abide by the principles of reporting, contact and consultation
11. Finish the work within the set time
Business level
11. There are no mistakes in the work, and the speed is fast
12. Excellent ability to handle things. Correct
13 Be diligent in sorting out, rectifying and examining your own work
14 Do your own work well
15 Be able to complete new work independently and correctly
Have a strong sense of responsibility
16 Be sure to complete the delivered work
17 Even if it is a difficult job, as a member of the organization, I have the courage to face
18 and try my best to handle things carefully. Avoid the occurrence of faults
19 Predict the preventive nature of faults and come up with preventive countermeasures
21 Work calmly and never get emotional
Coordination
21 Cooperate with colleagues, Work in harmony
22 Attach importance to coordination with colleagues in other departments
23 Be willing to help colleagues at work
24 Actively participate in activities organized by the company
Self-inspiration
25 Review your own strength, And learn new industry knowledge and professional skills
26 Look at yourself and the company's future with a broad vision
27 Whether you can listen to others' suggestions and opinions with an open mind and correct your own shortcomings
28 Show an enthusiastic and uplifting mental state and don't pour out your dissatisfaction at work
29 Even if it is extra work, sometimes you make thoughts and suggestions
31 Make post work goals with a long-term perspective and put them into practice. If you need more relevant texts, please go to this column to find them yourself.
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question 2: which of the three indicators of performance appraisal refers to the process of judging the value creation of the work performance of managers at all levels who undertake the business process and results of the enterprise by defining the units or methods of performance appraisal objectives. For example, the enterprise staff refers to the implementation of enterprise staff assessment indicators, including the comprehensive inspection and evaluation of enterprise staff's morality, work performance, ability and attitude, so as to determine their work performance and potential management methods.
the core of human resource management is performance management, and the most important link in performance management is performance evaluation, which is reflected by evaluating performance indicators. Performance evaluation index is to divide moral character, work performance, ability and attitude into items and standards by combining organizational characteristics in a scientific way for performance evaluation and performance improvement.
question 3: what are the scoring methods for performance indicators? Please give examples to illustrate that there are five commonly used scoring methods for performance appraisal: ratio method, level difference method, subtraction method, either-or method and direct sorting method, as well as explanation method and forced distribution method.
1. ratio method
ratio method generally refers to dividing the actual completion value of an indicator by the planned value (or standard value), calculating the percentage, and then multiplying it by the weight score of the indicator to obtain the actual assessment score of the indicator
The general calculation formula is: A/B*111%* related score (A is the actual completion value, B is the planned value or standard value) Example: sales target completion rate = actual retail sales/target retail sales
If the weight of this assessment indicator is 31%, the weight score is 31, and the sales target completion rate is 81%, the score is 81%*31=24. For our scheme, the ratio method is widely used in the assessment of the sales department, and the sales target completion rate, task completion rate, and delivery rate.
2. Level difference method
Level difference method is to divide the assessment results into several levels, in which level the actual implementation results fall, and the corresponding score in this level is the assessment score
Example: sales target completion rate of the sales department = actual retail sales/target retail sales
The expected sales target completion rate is over 81%, assuming the weight of this indicator is 15%, Scoring methods are divided into the following three types: 1 111% or more (including 111%), 1.5 points, 2 111%-91% (including 91%), 1 points, 3 91%-81% (including 81%), 5 points, 4 81% or less, and 1 points
to calculate the interval in which the monthly target completion rate falls. The per capita efficiency growth rate and retail sales growth rate are assessed according to the level difference method, which is not often used, and it is difficult to determine the setting of interval length and corresponding score
3. Deduction method < P > Deduction method is a method of deducting the standard score without adding points. In the process of implementing the indicators, if there is any abnormality, the points will be deducted according to certain standards. If there is no abnormality, it will be full marks < P > For example, the sales target completion rate of the sales department = actual retail sales/target retail sales < P > The project score of the sales target completion rate is 31 points. If the expected completion rate is above 81%, the points will be deducted below 81%, and if the sales completion rate is less than 1%, 1 points will be deducted until the deduction is completed. For example, if the sales completion rate is 75%, the score of this item =31-5=25, and the score of this item = the score-deducted score
In our assessment scheme for the sales department, The deduction method is mainly used in the assessment items that are difficult to quantify, such as material use, internal information transmission and external information transmission, activity plan, activity plan implementation, promoter preparation and implementation, price control, etc.
4. Rejection scoring method
Rejection scoring method means that there are only two results, there is no intermediate state, and the target score is scored if it is not completed.
For example, there are only two possibilities for the completion of a certain plan in the sales department. There are only two ways to score if it is completed or not. The completed items get full marks, and the unfinished items get 1 < P > In the previous assessment schemes, the veto scoring method has not been used. For the recent out-of-stock rate investigation, especially the hand-washing out-of-stock situation is very serious, whether to adopt the veto scoring method, For example, once a hand-washed out-of-stock store is found, the score is 1
5. Direct ranking method
Direct ranking method is to rank employees from the best to the worst according to the performance of an evaluation factor. For example, sales target completion rate = actual retail sales/target retail sales
Rank the target completion rate of all examiners with the same position from high to low, and determine the score according to the ranking order. For example, the first place is 111 points, and the last place is 51 points. For those who rank in the middle, the scores decrease from 111 to 51 in turn. The single score = 111-51 (m-1)/(n-1), where m is a noun and n is the total number of people ranked
The ranking method in the assessment scheme is more complicated, and some of them also involve contribution scores. It is simpler to do so according to completion. Set the corresponding scores from high to low
6. Description method
Description method mainly needs to explain several possible situations of performance appraisal results, and set the corresponding scoring method for each situation
Example: in the appraisal scheme of the sales department ... > >
Question 4: What are the contents of employee performance appraisal indicators? Employee performance includes two aspects: 1. Skills. 2. Discipline. The middle level is dominated by management. The key to performance appraisal is quantification, and at the same time, it is necessary to lead the top-down decomposition according to the goals set by the company. The clearer the quantification, the less rebellious employees will be. Different industry standards are different, but leaders must take the lead in formulating assessment indicators and quantitative indicators, and they will be assessed after reaching a * * * understanding.
Question 5: What are the data indicators for evaluating the performance of promotion posts? Employee performance includes two aspects: 1. Skills. 2. Discipline. The middle level is dominated by management. The key to performance appraisal is quantification, and at the same time, leaders should decompose it from top to bottom according to the goals set by the company. The clearer the quantification, the less rebellious employees will be. Different industry standards are different, but leaders must take the lead in formulating assessment indicators and quantitative indicators, and they will be assessed after reaching a * * * understanding.
question 6: what are the specific indicators of performance appraisal? The more detailed, the better. At the Chengdu meeting of the CPC Central Committee in March, 1958, Comrade * * once put forward the basic idea of the general line of "go all out, strive for the upper reaches, and build socialism quickly and economically".
In fact, the phrase "save as much as possible" in this sentence has accurately covered the essence of performance appraisal. Therefore, the appraisal indicators of a general unit with a wide range of applications mainly include the following four points:
1. Quantity: whoever completes more quantity will produce more quantitative performance, and quantification is the indicator;
2. Progress: Who can complete the task within the effective time, and this part of the task can produce performance;
3. Quality: This need not be explained, but it is usually difficult to evaluate and quantify the quality assessment of management, which is mainly based on subjective scoring;
4. Cost; Spend the least money and resources to do the most things, which is the leader's favorite employee. For some positions, there may be no chance to consume much resources, but departments such as procurement will have a greater weight.
schedule, quality and cost are the golden indicators to measure the internal control of productive enterprises, reflecting the strength of enterprises. It is not wrong to decompose the indicators from these three aspects. Some enterprises replace the schedule indicators with the completed quantity.
Non-productive units can't escape these three points, but it's more difficult to decompose them, so they can do it according to the actual situation.
This is to evaluate enterprises or departments. If you evaluate individuals, it is usually "virtue, ability and diligence", and leaders should add "honesty". "How fast and how good the province is" reflects the individual's "achievements", "diligence" is easy to evaluate, "ability" and ".
assessment pays attention to usability, and the popular point is execution. Units with strong execution don't need any assessment at all. It is enough to rely on their own existing rules and regulations, which is more than enough to cope with enterprise management. Now, the promotion of the assessment system is so fast, which is some tricks used by some brain-dead leaders to play people. Assessment is not an end, but a pseudo-high-end trick to make enterprise management look faster.
the assessment also pays attention to practicality. It takes a lot of effort to borrow so much from the Internet, but in the end, how much can it serve the enterprise and what effect can it produce? Is it just that each person will be rewarded and punished with tens of dollars a month? It is better to save some manpower and material resources if you feel useless;
By Kai Xiao kai
question 7: what are the performance appraisal indicators for data analysts?
managing employee performance is to improve everyone's ability to create performance. According to the research of relevant experts, there are three existing forms of employees' ability to create performance:
The first existing form is "ability holding state". That is, what kind of performance can employees create? How strong is this ability? Wait. We call it "competency assessment index" as the performance assessment index of employees' "competency holding state".
the second existing form is "ability display mode", that is, the enthusiasm and initiative shown by employees when they display their abilities in the process of creating performance: he has such abilities, but is he willing to work hard? The so-called "ability to play" is the intensity of the sense of responsibility shown by this employee in the course of work. Subjective initiative, professional ethics and so on. We call it "attitude evaluation index" as the performance evaluation index of employees' "ability to play".
the third existing form is "ability transformation state". That is, the actual effect of employees' ability in the process of creating performance: you have the ability and work hard, so have your efforts finally turned into the performance that enterprises need? The performance appraisal index of "ability transformation state" is called "performance appraisal index".
The assessment contents that employees' performance management should pay attention to are "ability", "attitude" and "performance". Then, what is the dialectical relationship among "ability", "attitude" and "performance"?
before starting work, we will first examine this employee's "ability holding state"-ability level. At work, we saw the employee's "ability to play"-attitude. After work, we investigate the employee's "ability transformation state"-how is the performance.
As we all know, when former national team coach Milu was training China football team, he had a famous saying written on his hat-"Attitude is everything". Why did Lao Mi say this? His thought is obvious: China's ability is so low: it is too difficult to improve within one and a half years! The second best thing is to make the best use of existing capabilities. In this situation, Milu should of course highlight the importance of work attitude. This is a practical case that can show the dialectical relationship among "ability", "attitude" and "performance".
what are the principles for designing assessment indicators?
Some foreign management experts sum up the design norms of performance appraisal indicators into an English word: "SMART". In fact, the word "SMART" here is not a word, but a set of symbols combined with the prefixes of five words, with one letter and one meaning:
S(specific) refers to the content that the performance appraisal index design should be refined to the specific content, that is, the content that hits the team-led performance goal and changes with the situation.
M(measurable) means that performance appraisal indicators should be designed as indicators that employees can operate through labor and the results can be quantified.
a (manageable) refers to the goal that performance appraisal indicators should be designed to be achieved through the efforts of employees and within the time limit.
R(realisti