1. When determining the implementation of the performance appraisal scheme, it is necessary to obtain the authorization of the company's management, let more people participate, and refer to the opinions of various departments when formulating the appraisal scheme.

2. It should be paid enough attention by the company's management and department managers.

3. At the beginning of the performance appraisal, communicate with various departments and intuitively reflect the working status of employees, so that the performance appraisal can really play an incentive role.

4. The performance appraisal scheme should make employees really see the benefits. When dividing basic salary and performance salary, we should divide different grades according to different positions.

The process of formulating perfect management measures for company performance appraisal;

1. Get authorization from the upper level and "blow" from the bottom to pave the way for the early stage;

2. Conduct preliminary communication with the heads of various departments, so that the heads can formulate job responsibilities according to the post configuration of the departments;

3. Let each person in charge draft the assessment objectives, contents, assessment methods and data sources of each post according to the post responsibilities;

4. Formulate the draft performance appraisal system, submit it to all departments for review and discussion, and submit it to the leaders for approval after no comments;

5. Verification and continuous improvement of the implementation effect of performance appraisal;

Performance management

It refers to the continuous cycle process in which managers and employees at all levels participate in performance planning, performance coaching and communication, performance evaluation, performance result application and performance goal improvement in order to achieve organizational goals. The purpose of performance management is to continuously improve the performance of individuals, departments and organizations.