How To Establish A Perfect Assessment System For Human Resources

< p > personnel assessment system < /p >

< p > systemically integrate the original form of monthly assessment and labor attitude evaluation, and then professionally and scientifically assess personnel assessment system.

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< p > 1. labor attitude assessment: < /p >

< p > according to the pension payment system, the quarterly labor attitude is assessed, and the labor attitude is not evaluated in the daily assessment.

The assessment of labor attitude is essentially a basic working standard for assessing whether employees meet the requirements of the company. This standard is a cultural standard, including five aspects: basic behavior standard, responsibility, dedication, dedication and team spirit.

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< p > 2. performance appraisal: < /p >

< p > job performance appraisal is an assessment of daily business performance. It is a performance management and evaluation process implemented by all levels of administrative heads.

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< p > this examination is pformed from the original monthly assessment system, and the month is changed to < a href= "http://www.91se91.com/news/index_z.asp" > quarterly < /a >.

This is a result oriented assessment system, emphasizing the actual work performance, including the direct performance of work and the practical ability to work.

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< p > 3. competency qualification survey: < /p >

< p > the system cadre department is responsible for inspecting the qualification qualification of cadres and staff at all levels, which is a routine work and has a systematic investigation every half a year.

It is mainly to investigate and evaluate the qualification level of cadres and employees, to provide a reserve pool for cadre selection, and to provide dynamic and abundant archives for training, developing and using employees.

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< p > second performance appraisal system: < /p >

< p > performance appraisal system is to deepen and optimize the original monthly assessment system, absorb the advantages of its concept and < a href= "http://www.91se91.com/news/index_s.asp" > framework < /a >, and put forward new contents and improvement requirements.

For the performance appraisal of high and intermediate level cadres, the corresponding job debriefing and evaluation system will be worked out separately.

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< p > 1..

Compared with high and intermediate level cadres, the middle and primary level employees refer to the following official employees of the three level departments of the large system and the deputy managers of the other two level departments (excluding time workers, temporary workers and metrological personnel).

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< p > 2. assessment form.

According to the main duties and work content of the post, make assessment elements.

The actual work performance (facts or data) is evaluated by comparing the assessment criteria with the form of quantitative tables.

The quantitative tables are practical and operational, and retain larger space for evaluators to fill in the evaluation opinions.

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< p > 3. assessment contents.

The core is job performance, which includes the pformation of job capability or job skill, that is, the ability to display.

It mainly includes two aspects: one is direct and quantifiable performance achievement; the other two is the measurable performance characteristic of reflecting ability.

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< p > 4. assessment elements.

According to the principles of classification, the corresponding assessment elements are identified. The development focuses on checking the progress and quality of projects. < a href= "http://www.91se91.com/business/" > marketing < /a > category focuses on sales and market potential, and the achievement of professional key examination objectives, and the affairs category focuses on the quantity and quality of daily work.

We must strive for simplification of factors and point to area, and assessment elements must be highly measurable and easy to evaluate.

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< p > 5, assessment criteria.

Refers to the general assessment scale in the company. The mastery principle is: S ("excellence") means that the actual work is far beyond the target requirement; A ("very good") means that the actual work exceeds the target requirement or that some aspects meet the requirements far beyond the target requirements; B ("good") means achieving the target requirements; C ("need improvement") means that some aspects fail to meet the target requirements; and D ("bad") means that the main aspects have not met the target requirements.

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< p > 6. assessment criteria.

Refers to the performance criteria for evaluating specific assessment elements, usually expressed as measurable targets, ratios, or detectable quality standards. The former is recognized by the two sides at the beginning of the assessment period, while the latter is put forward by the relevant functional departments.

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< p > 7. assessment basis.

Refers to the basis of reflecting the performance level of employees.

The objective and accurate facts or data displayed in the work are collected mainly in the business activities, and the facts are mainly recorded and collected by the examiners from the work process.

The evaluation opinions of relevant collaboration departments are also used as reference basis for performance appraisal, and can be obtained through formal channels through standardized forms.

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< p > 8. results.

According to the assessment factors, the performance of employees is evaluated, and the grade of performance appraisal is determined according to the benchmark.

In the design of the system, we must give full consideration to the validity and reliability of the assessment results. The validity of the results can accurately reflect the true level of work performance, and reliability means that different examiners can maintain consistency in the results of the same job performance.

The assessment result is not only a concept of grade, but also a normative evaluation opinion made by the examiners.

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< p > third qualification system.

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< p > competency based competency inspection is based on job description, taking job qualification criteria as the standard, evaluates employees' work adaptability, ability tendency, potential and professional quality, so as to ascertain the competency of employees in their positions, raise their strengths and weaknesses, and gradually clarify their career growth and development channels, including the direction of cadre training.

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< p > 1..

The superiors' inspection of subordinates is based on their stable ability characteristics and professional quality characteristics.

Inspecting subordinates is the daily work of higher authorities, and is also an important responsibility of managers. The process of inspecting subordinates is a process of caring, guiding and training subordinates.

Employees' adaptability to posts can also be raised to superiors.

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< p > 2..

The focus of the survey is on the "worker" rather than the "social person", that is, the quality and ability factor of the organization. These factors are only related to the qualifications of the employee.

When inspecting, superiors should stop taking personal bias. Monthly personnel assessment should make more demands on employees from the perspective of company, and give full play to its guiding and binding functions, so as to achieve the approval of all employees on corporate culture.

After the improvement, the performance appraisal system mainly carries on the specialized examination to the staff's work performance, strengthens the work result oriented, guides the staff to work unceasingly progresses, < /p >

< p > constantly improving the level of performance.

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< p > 3. quarter performance appraisal should attach more importance to process management and control: < /p >

< p > we can change the cycle of performance appraisal to quarterly, and gradually lead people to the idea and method of target management. We should pay attention to the formulation of the early stage goals and the final assessment, but at the same time, we should pay more attention to process management and control.

We can design monthly work plan and inspection system, monthly communication system, monthly work meeting system, work week recording system, etc., and pay attention to the periodical work record and work guidance for employees.

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< p > 4. strengthens the training of examiners and leads the qualification examination system; many examiners do not have enough roles in carrying out the examination system, resulting in quite a lot of problems.

Therefore, in the process of implementing and constantly improving the new performance appraisal system, relevant trainings must be conducted for examiners.

It also leads people to examine the qualification examination system. After examination, the examiners will hold the examination and pass the examination, and at the same time supervise their assessment activities, and conduct regular examination of their qualification.

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< p > 5. all departments should carry out improvement work in "inheritance": < /p >

Under the guidance of the overall improvement idea, all departments should adhere to the positive factors in the original system and methods, and carry out improvement work combined with the business characteristics of departments. < p >

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< p > 6. the main proponents of cadres and cadres to improve their work.

The Ministry of human resources management has put forward guidance on the level of thought, system and method, and has reached consensus with cadres and cadres.

Under this premise, all cadres and cadres should take up the organizational responsibility of the improvement work, and the human resources management department will provide relevant support in time.

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< p > 7. improvement work and wage reform work complement each other.

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< p > the relationship between personnel assessment and wage system is essentially the relationship between value evaluation and value distribution, which is very close.

The two things that appear to be independent in the improvement of appraisal and wage reform are actually complementary and mutually integrated.

We should co-ordinate and promote each other to achieve high-quality tasks.

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