How to make performance appraisal floor-.docVIP

 PAGE \* MERGEFORMAT 9 How to make performance appraisal floor? Where the company’s Human Resources Department in recent days I work for the year of the implementation are summarized, and in 2005 the management of human resources planning. Planning of the performance evaluation throughout the company caused an uproar in 2005, our performance evaluation of the theme is: The salary of each employee, 40% for assessment, if corporate earnings are released this year-end 40% of the wages, and vice versa unable to get all of the 40% of salary. All of the company employees are all talking about this assessment program. Performance appraisal becomes a mere formality Where the company’s human resources department from the author’s position in the whole can be seen, the Company’s increasing emphasis on human resources. Human resource management performance appraisal is a core element, the company recognizes the importance of assessment, and performance assessment into a larger energy, the initial goal is to meet the company’s performance management strategy, improving the company’s core competitiveness, enhance the employee performance; through incentive and performance appraisal carried out to further optimize the personnel system. However, the Human Resources Department when carrying out assessment, but listed a thick stack, so that heads of departments to fill a number of complicated data, a simple weighted scoring, even the interviews are not conducted, let alone to the employees employment career planning, and clear the way forward direction and development goals. Give our employees the impression that the performance appraisal is a points deduction of points is a point deduction of wages, the most important thing is why the deduction is not yet clear, everything is in charge of their feelings. The managers do not regard it as a performance appraisal employee performance management tools, feel cumbersome. Such performance evaluation can produce what kind of effec