工作考核的细节（Work assessment details）.docVIP

工作考核的细节（Work assessment details） The principle of performance appraisal Implementation of performance appraisal must establish a set of effective performance appraisal system. Therefore, to adhere to the concept of comprehensive, systematic and dialectic, to effectively put the performance assessment into practice, should be the base point of performance appraisal. 1. Let the performance appraisal thoughts go deep into the employees minds, eliminate and clarify the mistakes and vague understandings of performance appraisal. Performance appraisal to respect employees value creation as purpose, although it is in accordance with the administrative function structure form a longitudinal extension of appraisal system, but it also should be a two-way interactive process, a process that includes assessed and be assessed work communication. Through communication, the examinators deliver work items, goals, and work values to the tested, and the two sides reach consensus and commitment. And with the use of the longitudinal extension of the appraisal system, in the company to form the value creation transmission and amplification mechanism. The performance appraisal cannot be assessed for assessment, the assessment is the means, not the purpose, if the assessment does not motivate the staff to develop and integrate into the companys growth, the results of our assessment can be imagined. Managers who want to use performance appraisal to control their employees often make employees surprised, disgusted and antagonistic. Therefore, it is especially important to promote the modern managers awareness and quality ability of the examinators, so that they can exert traction at all levels of company management. The development of management ability of enterprise managers is an important theme that enterprises cannot ignore. 2. Carry out work analysis and formulate practical assessment criteria. Many enterprises, especially some high science and technology enterprises, engineering desig