1. Clarify the strategic objectives of the enterprise.
We must first determine the development strategy of the enterprise, and then determine the specific business objectives of the enterprise.
2. Determine the department KPI.
The business objectives of the enterprise are decomposed layer by layer to form the key performance indicators (KPI) of the department.
3. determine the employee KPI.
Employee's personal result KPI and personal behavior KPI*** constitute employee's personal performance indicators.
4. Make a performance plan.
In the performance planning stage, managers and employees * * * decide the cycle of performance evaluation. On this basis, employees make a commitment to their work goals.
5. Performance coaching.
Managers should guide and supervise the work of employees, solve the problems found in time and adjust the performance plan. Throughout the performance period, managers need to constantly guide and give feedback to employees.
6. Performance evaluation.
At the end of the performance cycle, the supervisor evaluates the completion of the employee's performance goals according to the pre-established plan.
7. Performance feedback.
Through the performance feedback interview, employees can understand the expectations and actual performance of the supervisor and seek guidance or help from the supervisor. After both employees and supervisors have reached a * * * understanding of the performance appraisal results and improvement points, it is necessary to determine the performance objectives and improvement points for the next performance management cycle, so as to start a new round of performance appraisal cycle.
8. Use of evaluation results.
The results of performance evaluation can be used to improve employees' work performance and skills, so as to determine the rewards, salary adjustment and corresponding personnel changes for employees. 1. The Human Resources Department is responsible for compiling the assessment implementation plan, designing assessment tools, drawing up assessment plans, training assessment personnel at all levels, and proposing countermeasures to deal with assessment results for the assessment committee to make decisions.
2. Supervisors at all levels organize employees to write debriefing reports and conduct self-evaluation.
3. All employees summarize their work performance and behavior (work attitude and work ability) during the evaluation period, and the core is to conduct self-evaluation according to the requirements of the enterprise for their responsibilities and goals.
4. The department head is responsible for conducting an objective and fair assessment according to the daily work objectives, management logs, attendance records, statistical data and personal debriefing of the assessed, fully understanding the performance of the assessed in all aspects, pointing out the expectations or work suggestions of the assessed, and submitting them to the department head for review.
If an employee has two direct supervisors, his main business direct supervisor is responsible for coordinating the evaluation of the other business direct supervisor.
Supervisors at all levels are responsible for spot-checking the evaluation process and results of indirect subordinates.
5. The supervisor is responsible for conducting performance interviews with subordinates. When the direct supervisor and the employee talk about the preliminary results of the performance appraisal, the employee can keep his own opinions, but he must sign the appraisal form. If employees have doubts about their evaluation results, they have the right to reflect or appeal to their superiors or judges.
For employees sent to work in other places, the feedback interview will be conducted by the direct supervisor of the employee's place.
6. The Human Resources Department is responsible for collecting and summarizing all evaluation results, compiling a list of evaluation results and submitting it to the company's review committee for review.
7. The appraisal committee listens to the reports of various departments, discusses and balances the key results, corrects the deviation in appraisal, and determines the final evaluation results.
8. The Human Resources Department is responsible for sorting out the final assessment results, cashing in the results and establishing employee performance assessment files by classification.
9. The heads of all departments talk with their subordinates about the final results of performance appraisal, reach an agreement on the performance of the assessed, affirm the advantages of the assessed, and point out the existing problems and the direction that needs improvement. Both parties shall formulate feasible performance improvement plans and personal development plans to improve the performance of individuals and organizations.
10. The human resources department summarizes and analyzes the effect of this performance appraisal, puts forward new improvement suggestions and plans for future performance appraisal, and plans a new human resources development plan. (1) measurement: measurement principle and method;
(2) Evaluation: evaluation criteria and evaluation data sources; (3) Feedback: the forms and methods of feedback;
(4) Information: the gap between past performance and performance targets, and the places where performance needs to be improved.
The standard of general evaluation is to select the main performance indicators KPI (quantitative and qualitative indicators) to evaluate the outcome goals and behavioral goals in the process of performance realization. E-government performance evaluation refers to the objective, fair and accurate evaluation of the input and output of e-government construction by specialized institutions and personnel based on a large number of objective facts and data, in accordance with special norms and procedures, following unified standards and specific index systems, through quantitative and qualitative comparative analysis and using scientific methods. E-government performance evaluation includes two aspects: one is the relationship between input and output of e-government construction, the other is the effectiveness of e-government construction output; This is because e-government construction should not only have good construction output, but also try to produce maximum output return with the least input.
The main contents of e-government performance evaluation include five aspects, one is the evaluation index system, the other is the index evaluation standard, the third is the index weight, the fourth is the comprehensive scoring method, and the fifth is the data collection method.
Index system: e-government performance evaluation involves the input and output of e-government, which is a comprehensive and complex system engineering. In order to better reflect the input-output performance of e-government, we use the international general project evaluation method-logical framework method to build an evaluation index system, which is divided into three levels: target, output and result, input and activity. At the same time, the determination of the index system takes into account the principles of comprehensiveness and scientificity, the combination of quantitative analysis and qualitative analysis, feasibility and operability, flexibility and goal orientation. Combined with the experience and wisdom of experts, the index system is determined through expert discussion.
Index evaluation criteria: there are quantitative indicators and qualitative indicators in the index system, and the quantitative indicators are directly quantified through the specified parameter values; For qualitative indicators, different grade standards are set for quantitative treatment.
Indicator weight: Weight is also called weight or weighting coefficient, which reflects the relative importance of each indicator. On the premise of determining the index system and scoring standard, the comprehensive evaluation result depends on the index weight, so whether the index weight is reasonable or not is related to the credibility of the evaluation result. In this paper, Delphi method and analytic hierarchy process are used to determine the weight of indicators. It is to "synthesize" multiple evaluation index values into a whole comprehensive evaluation value through a certain mathematical model (or algorithm). Considering how to reflect the performance problem from the comprehensive score, this paper uses the weighted average method and the efficacy coefficient method to carry out the comprehensive score, that is, the weighted sum method is used to score the objectives, outputs and results, and the efficacy coefficient method is used to score the inputs and activities.