Introduction: With the progress of science and technology and the constant updating of knowledge, more and more enterprises have begun to pay attention to the protection of talents. Let me briefly talk about the incentive effect of performance appraisal I brought to you, hoping to help you.
In the new era, with the continuous updating of knowledge and the progress of economy and technology, the development mode of enterprises is slowly changing. More and more enterprises are beginning to realize the importance of knowledge and technology. For many enterprises, talents have been regarded as an important cornerstone of enterprise development. Enterprises begin to compete for talents to ensure that talents are not lost, which requires a good mechanism to manage and control talents, which paves the way for the birth and application of performance appraisal. At present, this management method has been adopted by many enterprises. Assessment, control and management are inseparable, and assessment is one of the foundations. If it can't be assessed, the control and management behind it will be more difficult. Therefore, establishing a good assessment system is the basis for the company to effectively manage its employees.
First, the definition of performance appraisal and its main contents
(A) the definition of performance appraisal
Simply put, performance appraisal is an evaluation, and it is an evaluation of employees' work. If further explained, it is to evaluate the effectiveness of employees' work, understand employees' working conditions, find and solve problems, and then reward or punish employees according to these conditions. Of course, these evaluations should adopt scientific standards and methods.
(II) Main contents
According to the different assessment items, in fact, the assessment content mainly includes two items, namely, specific and quantitative assessment content and non-quantitative assessment content. The specific quantitative content, the most direct is the performance of employees; Other non-quantitative and non-specific assessment contents include employee's work ability assessment, work attitude assessment, employee's potential test and employee's suitability assessment for a certain job. Compared with the specific quantitative work content assessment, the non-quantitative assessment is more difficult, because there are many uncontrollable factors due to the lack of some objective assessment standards.
(1) Job performance appraisal is a quantitative evaluation and inspection of employees' work. The amount of work performance can directly reflect its contribution to the company or enterprise, which also directly reflects the value of employees to the company. This assessment is not only the most direct assessment, but also the most basic assessment in many working relationships.
(2) Investigate employees' working attitudes. Employees' work attitude can directly reflect their love for their work, whether they are willing to engage in this work, whether they work hard, whether they are loyal to the enterprise, and whether they obey the arrangement. Different from the assessment of work performance, this assessment can actually see the contribution of employees, but it can also reflect many problems. Good work attitude is the premise for employees to get good job performance. If employees have a good work attitude, their work ability will be transformed into work performance to a great extent.
(3) Evaluation of employees' working ability. Work ability is first manifested in the efficiency of employees, followed by some coordination ability of employees and their judgment ability in work. These are more reflected in employees' understanding of work, the depth of knowledge and culture, skills, physical fitness and so on.
(4) the potential test of employees, potential is a kind of ability that has not been shown, that is, a kind of ability that has not been used in the work. To know and understand a person's potential requires all-round understanding, and in the process of work, this test is quite difficult.
(5) Examine the applicability of employees. Applicability includes applicability to work and applicability to colleagues. This requires testing employees, understanding their own abilities, and then making reasonable arrangements according to their own abilities.
The above is just a general introduction to the content of performance appraisal. Due to the similarities and differences between the company's nature and environment, the assessment content should be appropriately changed according to the needs of company management, so as to improve the staff's ability and promote the company's development.
Second, the incentive role of performance appraisal in the management process
(A) the role of performance appraisal
The definition and main contents of performance appraisal have been briefly summarized and introduced above, and it is also known that an important purpose of performance appraisal is to better control and manage companies and enterprises. Performance appraisal also has many functions in the actual management process. First, it can help enterprises to better select talents and provide a strong basis for personnel adjustment of enterprises. When a company wants to select talents or adjust personnel, I believe that the first thing many people think of is to understand the evaluation records of the selected people. A person's performance evaluation can directly reflect his work ability and his contribution to the company or enterprise. From his contribution, he can directly understand his attitude towards work, which can help the selector to make a direct and objective judgment and save the inspection time.
Secondly, for the assessed, it can help them improve their working ability and promote their faster growth. Through the evaluation, the assessed can fully understand their work performance, find their own shortcomings from here, and then increase their understanding, and then help them improve their shortcomings, and finally achieve their goal of upgrading themselves.
Third, performance appraisal also plays a great role in salary management. According to the results of performance appraisal, the company can effectively manage the company's salary system, as well as the rationality of the system, the correlation with employee performance, and whether it can motivate employees to work. , can be adjusted reasonably according to the results. According to the performance appraisal results of employees, we can know some abilities and qualities of employees, which can provide a strong basis for the company to adjust and formulate employees' salaries.
Finally, performance appraisal also has a certain binding effect. According to the assessment results, it can also restrain the work behavior of employees, so that the company can take the initiative to a certain extent, better control the company's production and operation, and rationally allocate and use employees, thus promoting the company's performance and ensuring the company's good development.
Of course, there must be incentives if there are constraints. For companies or enterprises, performance appraisal can play an incentive role. Through the evaluation of the evaluation results, the managers of the company are urged to find ways to improve the company's performance. According to the assessment results of employees, a certain reward and punishment system can be implemented, which also plays a certain incentive role for employees and promotes their work enthusiasm. With the improvement of work enthusiasm, further promote employees to complete tasks. This will further enhance the company's performance and make the company's management and development present a virtuous circle.
(B) the incentive role of performance appraisal
To realize the incentive function of assessment, a good assessment system is essential. Only when employees are satisfied with the assessment system can they fully mobilize their enthusiasm, and then better serve the company and make the company develop better. So the incentive function is to mobilize the enthusiasm of employees first.
The good development of an enterprise is inseparable from the enthusiasm of employees. Stimulating employees' enthusiasm through the performance appraisal system is to reposition employees' thoughts, make them realize their position in the development of the company, and understand that their interests depend on the good development of the company, thus stimulating their enthusiasm for work. These are not enough. Some measures have been taken at the spiritual level, and of course there are also material aspects. This is also the most effective way to adjust employees' performance and salary, which is believed to be beneficial and harmless to arouse employees' enthusiasm. On the other hand, the incentive function of assessment is also reflected in the protection of talents. When motivating employees, we should also consider helping employees to upgrade, that is, let employees know their development space and prospects in the company. Therefore, incentives are not only simple material incentives, but also the driving force for developing space. Only when employees have a sense of belonging and existence in the company can they be more loyal to the company, obey the arrangement of the company and serve the company better.
Furthermore, the incentive function is also reflected in the process of creating a good working atmosphere in the company. A good performance appraisal system should involve both employees and managers, and employees and managers should maintain certain communication. Both parties have the right to raise objections to the evaluation system, and also have the right to propose amendments to the evaluation system. When both parties are satisfied with the assessment system, the working atmosphere of the company has naturally been greatly improved.
(C) the realization of performance appraisal incentive mechanism
Knowing the incentive function of the assessment system, the next step is to realize its incentive function, so it is necessary to establish a reasonable assessment system and incentive mechanism. To motivate employees, the main body of motivation is employees. Therefore, to achieve this role, we must take employees as the main body, let employees have a sense of belonging, understand their difficulties and help them solve them. Let employees fully participate in the decision-making process of the company's development, let employees know their position in the company and increase their sense of existence, which is also the affirmation and recognition of employees.
Of course, in order for this kind of incentive to play a better role in employees, it is necessary to combine spiritual rewards with material rewards. It must be said that employees work in the company in order to obtain certain benefits, so certain material rewards can effectively motivate employees. Employees need different things in different working hours and working environments, so it is necessary to fully understand the needs of employees in different periods and give employees some corresponding rewards accordingly, which requires managers to fully understand the situation of employees and implement rewards.
The most important thing to realize the incentive function is to have a good incentive mechanism. We should ensure that this mechanism is conducted in a fair, just and open environment. We must let motivated people know their fair environment. An unfair environment will make employees feel disgusted and their work attitude will become more negative. We should fully listen to the opinions of employees and improve the system in real time.
Three. Concluding remarks
Performance appraisal system is a measure taken by the company in management, and it is an appraisal system to improve the company's performance, promote the company's development and help employees improve. The establishment and application of this system is also closely related to the development of the company. Different companies have different needs and abilities for employees because of the similarities and differences in the nature and working environment. Managers should modify and improve the assessment system according to the development needs of the company and the needs of employees. Only in this way can we give full play to the role of this system, and then achieve the purpose of improving the company's performance and promoting the company's development.
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