绩效面谈之争（Competition for performance interview）.docVIP

绩效面谈之争（Competition for performance interview） Performance management is a continuous process of consultation and guidance to staff to provide constructive feedback and goal orientation in terms of performance, the direct supervisor must play the role of a coach in the annual evaluation of the role, not just the performance management as an annual assessment. After the customer service department staff Li Xiaoru sent messages, the human resources manager Li Ruolan feel ashamed. Li Xiaoru complained to the HR: to do monthly performance appraisal, but never see the assessment results played a role to enhance the quality of their work has no effect. She cited a recent and direct superior customer service manager Wu Jing interview as an example, think it is a waste of time. In fact, the companys performance management system is focus on refining the KPI index, does the examination results and year-end bonuses of employees. Li Ruolan said, but our middle management only pays attention to the performance appraisal, rather than one from the beginning to the end of the year throughout the year management. In addition, in the interview process, each department manager are not given due attention, this time will lead to conflict. Change the evaluation form of the efforts The morning of February 21, 2006, the customer service manager Wu Jing to distribute a few pages of the performance appraisal form for 7 employees of this company is two days, to remind the routine of the end of the month performance appraisal cycle, requiring employees in two days to fill out and submit it to her. At the same time, Wu Jing also told her subordinates: the company will be implemented at the start of the year the monthly examination results and annual bonuses, and elimination of peg. To Wu Jings surprise, in the afternoon, the complex evaluation form all all turned back to her, the self rating scores were between 70-80 points, this is a no good and no ordinary scores. Let her know is, there are