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Human resources is seen as the most important resource for development, and even can be said is the first resource. The level of performance directly determines the overall value of human resources capacity, there is no performance, it can not achieve the value of enterprise employees, the other is on paper. With increasing competition and globalization of the modern enterprise system and constantly improve the modern enterprise come to realize superior business performance management system for the comprehensive development of great significance, performance appraisal management tools will become a manager of this focus. However, when the company went in real time implementation of performance appraisal system, has encountered many obstacles, some managers in the performance appraisal of understanding there are some errors, some of them are currently used technology is not advanced enough, and performance evaluation of touch, It is for these and many other reasons led to the practice of bias.
人力资源被看作是企业最重要的发展资源，甚至可以说是第一资源。绩效水平的高低，直接决定了人力资源的综合价值能力，没有绩效，便不能实现企业职工的价值，其他的都是纸上谈兵。随着全球化竞争日益加剧和我国现代企业制度的不断完善，现代企业逐渐认识到卓越的绩效管理制度对于企业的全面发展具有重要意义，绩效考核这一管理工具随之成为管理者关注的焦点。
The concept of an enterprise performance appraisal
1 企业绩效考核的概念
Performance appraisal is the production and operation of enterprises in order to achieve the purpose of the use of specific criteria and indicators, to take a scientific approach, the process of undertaking the production and operation of all levels of management and results of the work to complete the assigned task performance and the resulting effect of making many value judgment process. It can be said, is to achieve the performance appraisal of employees is one way to improve the business. Not only through the evaluation of the performance appraisal to determine employee salaries and bonuses, duty lifting and other interests, but also the performance appraisal companies and employees at a deep level as a means of communication, but it can improve the staff's sense of competition, stimulate employee enthusiasm, and ultimately harmonious development of enterprises and employees together.
绩效考核是企业为了实现生产经营目的，运用特定的标准和指标，采取科学的方法，对承担生产经营过程及结果的各级管理人员完成指定任务的工作实绩和由此带来的诸多效果做出价值判断的过程。可以说，进行绩效考核是实现企业员工业务提高的途径之一。
Two performance appraisal in the corporate human resource management role
2 绩效考核在企业人力资源管理中的作用
Performance appraisal as a formal employee evaluation system, through a systematic approach to assessing and measuring principle of employees working in his office to conduct and effect, is the core of human resource management. Performance results can directly affect the salary adjustment, bonuses and job elevating the many vital interests of the employees, it's the ultimate goal is to improve the performance of their staff in order to achieve corporate business purposes. In addition, through the performance appraisal can let employees know that their evaluation of companies, identify their strengths and weaknesses, trying to grasp the direction, which the employees improve their work targeted. Finally, the performance appraisal for managers and employees to build a bridge of communication between managers and employees to promote the understanding and collaboration. Specifically, the role of performance appraisal is mainly reflected in the following aspects:
① effective performance appraisal work for the enterprise to provide a basis adjustment and job changes. Typically, performance appraisal can be more objective and scientific assessment to measure the level of professional quality and working ability, through the results of performance appraisal management and the employing organization can make a synthesis of the staff have a better understanding. On this basis, companies can based on the employee's ability to work, expertise for the rational allocation of jobs, so that employees give full play to their own value and realize people do their best, and ultimately the rapid development of enterprises. Performance appraisal as business managers and employees to communicate between a management activities, are better able to improve enterprise management level.
② effective staff performance appraisal can promote self-discipline and self-management. Performance appraisal of employees is public, so is bound to play a staff incentive. First, it can make employees specifically what to do to achieve the minimum requirements for organizations, so that the realization of the right of employees is an inherent binding, so as to continuously enhance their sense of responsibility and professionalism; Secondly, to achieve a basic constraints based on the effective performance evaluation can motivate staff proactive awareness, in order to more than others and are better able to achieve self-worth, but also help improve organizational efficiency.
③ effective performance management can help employees develop training and career development planning. For individual workers, the performance evaluation results can be for staff development training, development of career planning. Establish performance appraisal files, capable of long-term performance employees understand, it can be targeted to develop training programs to improve employees' ability to work. In the performance appraisal management, you can not just focus on performance evaluation results should also be concerned about the process of tracking employee performance appraisal, employee performance that only a comprehensive understanding of the performance of the process of the case, in order to accurately assess employees' career development trend. Assessment to continuously improve their professional capacity and improve work performance, increase employee at work and effectiveness of the implementation of the initiative, for staff training and career development planning effective basis, can enhance the value of human capital for the company to continue to create value.
④ good performance appraisal can optimize the human resource structure. Maintain a reasonable human resource structure, is not only to maximize the utilization of human resources in the value of performance, but also excellent human resources to prevent the outflow of important ways. Through the performance evaluation of employees to conduct a comprehensive analysis and evaluation, is conducive to the development of talent to grasp the direction of establishing a dynamic talent files. Management's assessment of the enterprise managers to help create a reasonable mechanism for talent introduction and retain business talents, while developing the corresponding policies to promote the rational flow of talent, and ultimately to ensure that the various bodies corporate talent realize their own value, thus contributing to the human resource structure optimization.http://www.ukassignment.org/hrmessay/
3 of corporate human resources management in the status of performance appraisal
With the current development of China's enterprises, many companies have realized the true effectiveness of performance appraisal and talent management-related aspects of a large number of inputs, and some have achieved some success, but there are still some problems.
① enterprises lack a deep understanding of performance appraisal. Many companies do not form a comprehensive performance evaluation concepts, they simply think that performance appraisal performance scoring, just as a form of performance appraisal, the concept has not fundamentally change, nor can the results of performance appraisal comprehensive and rational analysis, which lost its original purpose of performance appraisal purposes. Effective performance management company should be able biggest feature of each individual performance appraisal and strategic objectives of the company's overall combined so that employees be able to find themselves through performance management potential advantages and shortcomings. Able to act on a correct understanding of practice, and practice to guide development in the right direction. Performance appraisal in order to truly play its effectiveness, it must establish a correct and profound understanding.
② staff performance appraisal of the initiative is not high. Many managers believe that performance appraisal is HR thing, and did not see it as the whole management process as a tool. They not only on the performance evaluation of the significance of lack of awareness, and the company's performance orientation is also problematic. The main purpose of performance appraisal of employees in order to achieve improved and enhanced, find the problem rather than just criticism. This will not only make employees burden in her heart, they tend to be afraid because of poor performance evaluation results and produce resist their emotions, because of the lack of knowledge of performance appraisal, leading participants to performance appraisal management initiative is not high.
③ For the purpose of implementing performance appraisal did not do accurate positioning. Accurate positioning purpose of performance appraisal is to know exactly through the performance appraisal to deal with what the problem is, only for the purpose of assessment in order to enhance the accurate positioning of implementers and participants motivation. Part of the business managers mistakenly believe that performance appraisal is used to apportion the standard wages, there's even only for end bonus. Just imagine, with such a purpose of performance appraisal performance appraisal is bound to make a form exists in the flow in the enterprise. Therefore, enterprise managers and workers should be made for the purpose of performance appraisal accurate positioning, the only way possible to make a better performance appraisal implemented.#p#分页标题#e#
④ performance appraisal management technology and capacity is not strong. Management is a science, it is an art, of course, performance appraisal management is no exception. In the performance appraisal management practice appears unsatisfactory situation, we illustrate the performance appraisal management is not only through the implementation of a system able to solve the problem, but managers need to master the relevant technology and this technology has run capability. The practice of corporate performance evaluation, assessment criteria set by the technology is not strong enough and accurate performance of one. Most of our business is from the work performance and work attitude to assess these two aspects, so that assessment standards are not clear, at the same time, the use of most of the qualitative criteria, and did not make its specific quantitative. So, in the use of performance appraisal criteria, there is poor operability and accuracy is not high, and ultimately affect the enterprise performance appraisal results.
4 enterprise management performance appraisal Strategical
① to improve participants' understanding of performance appraisal. Enterprises in promoting the process of performance management system, performance management should raise awareness of managers by increasing their awareness so that they become a demonstration of the power of performance appraisal. Managers work to promote performance management as a major force to be able to make a demonstration of subordinates, invisible also increased staff awareness of the importance of performance appraisal. For employees, companies should adopt various forms of publicity and training, using a variety of channels to publicize performance appraisal management staff significance and importance, it is entirely possible through the company's billboards, employee handbooks, performance counseling and other forms of training to achieve. Especially for the training of new employees, so that they start into the company recognized the performance appraisal management is an important part of corporate culture where.
② to improve the performance appraisal participants initiative. Allow participants to enjoy the benefits of performance appraisal is to improve their initiative and the most effective way. However, the benefits of performance appraisal and will not be reflected in a short span of time, which requires companies a lot of effort in the initial implementation of the performance evaluation process for employees to experience the performance appraisal system to their own benefit, thus will play a multiplier effect. Companies can set some incentive measures to improve the initiative, such as clearly defined performance appraisal management's responsibility attribution. In a good performance appraisal system, performance appraisal is everyone's responsibility, not just the responsibility of HR and managers. Attribution of responsibility to the people will not let employees take responsibility for others bear the psychological pressure, which to some extent, improve their initiative.
③ clear performance appraisal purposes. Performance appraisal implementers should be clear: performance appraisal performance appraisal is not just in order to get the results, and more importantly, through the performance appraisal and ultimately long-term development and improve overall quality of workers. Through the performance appraisal is a way to motivate employees, in large part, to make efforts to motivate workers to work hard to promote the enterprises to the desired direction.
④ improve performance appraisal skills and abilities to develop scientific appraisal standards. Companies can combine training programs to enhance the management skills of managers in this regard, including the performance appraisal management skills. In the performance appraisal management, managers and subordinates a lot of communication is essential, so companies should focus on strengthening the training in this area, such as providing guidance materials and books, organizing seminars. Scientific performance appraisal standards are performance management techniques and capabilities, one must analyze business and jobs on the basis of the specific circumstances, to set the standard for enterprise performance evaluation, performance evaluation criteria that should have implemented the qualitative and quantitative combined, easy to understand, easy to operate and other properties.
5 Conclusion
In summary, good human resources management in the performance assessment, not only to enhance the internal cohesion and combat effectiveness of workers, improving their work enthusiasm, to achieve the continuous improvement of business performance; externally, can improve the corporate image, forming unique corporate culture, enhance the enterprises in the domestic and international competitiveness of enterprises in development to an invincible position. Therefore, in order to achieve the sound development of enterprises to enter the state, we must do a good job in human resource management performance assessment as a top priority.
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