Performance evaluation has several purposes:
1, promoting the economic benefits of enterprises. This is what every enterprise pursues, and it is also one of the fundamental purposes of performance appraisal.
2. Decide the remuneration of employees. Taylor's scientific management has been born for decades, but until now, we still often hear many enterprises complain about unfair distribution, which is also one of the important problems to be solved in performance appraisal.
3. Evaluate the ability and potential of employees. See if the employees' working ability is competent for the post; What potential can be tapped?
4. Evaluate employees' working attitude. Ability, but without a good work attitude, can not produce good benefits.
5. Provide a basis for future training. Find out the shortcomings of employees and conduct targeted training in future training.
6. With the change of the environment, constantly revise the job description and qualifications, and prepare materials and lay the foundation for future recruitment and personnel management.
In this way, the content of performance appraisal can basically be carried out from five aspects: performance, attitude, ability, potential and adaptability.
In the performance appraisal, we should pay attention to three aspects:
1. Employee's responsibilities based on this position. For example, a sales manager, based on this position, should submit the sales plan on time and operate according to the sales plan after approval.
2. Contribution to the previous performance. For example, the contribution of a sales manager to the performance of the whole sales department.
3. Contribution to the process. For example, the planner is a link in the business chain, and his contribution to the whole planning process. General performance evaluation can start from these three aspects, whether it is a linear functional enterprise or a matrix enterprise, it can start from these aspects to evaluate the performance of employees.
Attitude is a very important factor in the assessment, because even if you have the ability to work and have a good attitude, you can't achieve your work performance. Only under the premise of having a good working attitude can we exert our working ability through the internal and external environment. Work attitude is a necessary condition to achieve good work performance.
Competency assessment is to find out what employees lack, what needs to be strengthened in future training, and what positions' qualifications need to be revised. Ability can start from these aspects:
1, common sense, specialty and related professional knowledge.
2. Skills, techniques and skills.
3. Work experience.
Potential evaluation is mainly to solve what employees can finally do, aiming at the ability evaluation that employees have no chance to play in their current jobs.
Adaptability evaluation mainly solves the following problems:
The relationship between people and work-people's personality and ability can meet the requirements of work;
Relationships between people-interpersonal relationships between people and organizations and people around them.
In a word, before introducing performance appraisal, we should first make clear the purpose of performance appraisal, and then determine the content of performance appraisal. In order to be targeted.
I hope the above answers are helpful to you!