企业日常绩效考核实施步骤（Enterprise daily performance appraisal implementation steps）.docVIP

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企业日常绩效考核实施步骤（Enterprise daily performance appraisal implementation steps）.doc

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企业日常绩效考核实施步骤（Enterprise daily performance appraisal implementation steps）

企业日常绩效考核实施步骤（Enterprise daily performance appraisal implementation steps） The implementation of the performance appraisal process can be said to be a priority among priorities in the performance management, the validity of the whole performance management plays a vital role, so the process of how to implement and should pay attention to the problem, it is each of US participation in the assessment of the supervisor and the employee are very concerned about the problem. With the feedback of performance appraisal management practices and related problems of all types of enterprises, the author thinks that the implementation process of performance appraisal mainly includes five major parts, namely: set goals, standards and weights, performance counseling, evaluation, feedback and interview results, the links are discussed below. A, performance goal - employee participation 1, on the understanding of the goal of performance The so-called performance goal, specifically, refers to the employees future performance to achieve the goal, it can help the employees to pay attention to those organizations for more important projects, encourage better plan to allocate the key resources (time, money and energy), and stimulate the do in order to achieve the target action plan. And personal performance goals from the overall objectives of the organization, Department of decomposition and inheritance, through a specially designed process makes the target maneuverability, this process step by step to decompose the goal to each unit organization. The overall objectives of the organization are converted to specific targets for each level of the organization, from the overall objectives of the organization to the business units, to the goals of the Department, and finally to the personal goals. While the individual performance targets from the individual work plan, from the annual plan to quarter plan, finally down to the monthly plan. Method for 2, target 1) according to the strategy of