人力小抄（Human cheat sheet）.docVIP

人力小抄（Human cheat sheet） The fourth chapter is performance management Check and evaluate the effectiveness of the performance management system: 1, discussion method. 2. Questionnaire survey. 3, check the work record method. In order to test the applicability and feasibility of the evaluation method in management system, we can use the method of checking various original records of performance management to make a concrete evaluation. 4, the overall evaluation method. Performance appraisal: from the content of performance management, performance appraisal can be divided into three types: quality leading, behavior leading and effect leading. (1) quality oriented performance appraisal, using the characteristic standard, to evaluate the potential of employees (such as psychological quality, ability, quality). Quality oriented evaluation is difficult to grasp, and the evaluation of operational reliability and validity is poor, involving employee beliefs, values, motivation, loyalty, integrity, and a range of ability and quality. (2) performance evaluation according to behavior oriented, adopting behavioral criteria to evaluate employees work behavior. Behavior oriented evaluation focuses on the work process rather than the result of work. The standard of evaluation is easier to determine, and the operation is stronger. Behavior oriented is suitable for evaluation of management and transactional work, especially for interpersonal contacts and frequent job positions. (3) [] the effect oriented performance test. The results of the criterion, and to appraise the employee or organization result. Because the evaluation focuses on the output and contribution of employees or teams, that is, the performance of the work, and the criteria for evaluation are easy to determine, and the operation is very strong. This kind of evaluation method is lagging, short-term and performance, it is more suitable for production and operation, and the work can be measured by the job, work staff ap