How should we assess our employees

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How should we assess employees?

first, problem raising

like many management problems, how to solve employees' wages and bonuses is not a very easy thing. Because once our method cannot be recognized by most employees, it is easy for employees to complain about the company, and even conflict between employees, resulting in a significant decline in work efficiency and production efficiency...

the reason why employees can't be satisfied is mainly in two aspects:

first, it may be because our manager's inadvertent oral promise makes employees believe it, And I'm looking forward to it...

new employees may not be very satisfied with their wages and salaries when they first arrive. However, generally speaking, even if you are satisfied, you have to say something like "the salary is a little low" to show that you are "condescending to drive"; Whenever we encounter such a problem, we should say, "you may feel that the treatment is a little low, but how many people choose you? I think you are lucky!" Then he gave a hint: "it's good if you can get this position. Don't be too picky without any rotation angle!" Even when the salary problem is really unavoidable, We should also make it clear to others: "The current salary may be a little low, but this is only the probation period. After the probation period expires, we will assess your technical level, labor attitude and actual contribution. At that time, your salary will be much higher than now, but the back cover of this mobile phone is made of meteorite material found in Namibia in 1836; of course, it may also be lower than now, or even terminate the labor relationship; in short , it all depends on whether you work hard! " If there is such an explanation, the new employee will definitely seriously consider: what attitude should I take to work and how should I work hard

if he is an inexperienced supervisor, maybe he just said a kind of polite words like "you work first, we'll discuss it after a period of time", but this will still be regarded as a kind of "verbal acquiescence" by employees; Once they have a firm foothold in the enterprise, they will take this to bargain, leaving you in a dilemma! At this time, once our handling method cannot be recognized by them, it is easy for employees to complain about the company, and even conflict between employees...

how to solve it? This involves an assessment problem

secondly, we may not be able to provide convincing evidence that confirms the composition conditions and regularity of -pbo2 oxide film to objectively evaluate the performance of employees; For example: whose work is excellent? Whose work is not excellent? How much better is a good one than a bad one? How to make the staff convinced? This also involves an assessment problem

in addition, I also put forward in my "Three Character Classic of enterprise management": "salary matters, matters are not small, posts and posts should be evaluated. The number of wages, the number of posts to be given, who will take up the post, depends on competition. The number of wages, unknowns, key points, depends on the evaluation." In fact, appraisal is also appraisal

so, what is assessment? What are the functions of assessment

II. Definition, function and type of assessment

1. Definition of assessment

it is an evaluation system and method to evaluate employees' job behavior and work effect through systematic methods and principles

2. The role of assessment

1) provide basis for employees' salary adjustment and bonus payment

performance appraisal will give a conclusion to all employees being assessed. Whether this conclusion is descriptive or quantitative, it can provide an important basis for wage adjustment and bonus payment; This conclusion is open to employees themselves and should be recognized by employees. Therefore, taking this as a basis is also persuasive

2) provide basis for staff's job adjustment

job adjustment of employees includes promotion, demotion, job transfer and even dismissal. The results of the assessment can objectively make a clear judgment on whether the employees are suitable for this position. The job adjustment based on this judgment will often make the employees themselves and other employees easier to accept or agree

3) let employees know the true evaluation of the enterprise

although we may often meet with employees, and may often talk about some work things, such as plans, tasks and so on; However, it is still difficult for employees to understand the true evaluation of the enterprise. As a formal and regular evaluation system, because the evaluation results are public to them, but how many people know it, employees have the opportunity to know the enterprise's evaluation of themselves. This can prevent employees from deviating from their position and role in the enterprise, so as to reduce unnecessary complaints

in addition, assessment can also make employees clear about the expectations of the enterprise, and the enterprise can also accurately obtain the work information of employees, providing a reliable basis for improving the relevant policies of the enterprise, etc

we have understood the definition and function of assessment. Then, what types of assessment are there

3. Type of assessment

1) effect type

focus: the assessment content is mainly work effect; Focus on "what you did", focusing on the results rather than behavior

suitability: suitable for the assessment of specific production and operation staff,

advantages: standards are easy to formulate and easy to operate

disadvantages: it is short-term and expressive, and it is not suitable for the assessment of managerial and transactional work

2) quality type

focus: the assessment content is mainly the quality shown in the work; Focus on "how about this person"

comments: loyal, reliable, active, creative, confident, cooperative spirit, etc

suitability: suitable for workplace training, tapping potential, motivation, etc

disadvantages: the comments are relatively false, the operability is poor, and it is difficult to master

2) behavioral

focus: the assessment content is mainly work behavior, focusing on "what to do? How to do it?" Focus on process rather than results. (because he is only an executor, the decision-maker should be responsible for the results.)

advantages: standards are easy to formulate and operate

suitability: suitable for the assessment of managerial and transactional work

disadvantages: not suitable for specific production and operation staff

there are many assessment methods, such as grade assessment method, which divides the work content into several modules and standards into several grades, evaluates with comments such as "excellent, good, qualified, unqualified, good, relatively good", and then summarizes; For example, the objective assessment method is to determine the content, time limit and assessment standard of the work to be completed, and assess it according to the comments of "grade assessment method"; There are also "series method, comparison method, group method, forced proportion method, comment method, important event method, comprehensive method, etc., which have their own advantages and disadvantages;

however, there are many factors that affect the fairness of the assessment, such as the error of standard understanding, halo effect error, personal bias error, recent influence error, etc.

more importantly, whether the assessment can be carried out smoothly depends on whether the basic management of the enterprise is appropriate. (please note that the suitability here only refers to the level and difficulty of assessment, not whether it can be assessed, but how it can be assessed! We must not be divorced from the reality of our own enterprise and simply compare with other enterprises;)

then, how to establish an assessment system

III. how to establish an assessment system

1. Grasp the principle of selecting assessment content:

a. be consistent with the corporate culture and management concept

the assessment content is actually the requirements and objectives for employees' work behavior, attitude, performance, etc., which is to tell employees what the enterprise encourages and opposes; To truly become the behavior orientation of employees

b. focus on:

choose the main content of the post work for assessment, not all aspects; The contents that are difficult to assess should be handled carefully

c. irrelevant content without assessment:

we must remember: we are assessing the work of employees, and we must not assess any other things that do not affect the work, such as personal hobbies, living habits, behavior, etc. if these affect or hinder the work, the result will naturally affect the assessment of the work; (end)

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