Examine and really produce the psychology of job market of _ of examination method of the performance in performance

Examine and really produce the psychology of job market of _ of examination method of the performance in performance
Understand a student's marks of the examination, the school will often take forms such as monthly examination, sectional examination, end-of-term examination,etc.; But should understand the work performance of the staff in enterprises, how should enterprise's administrator come to do in the test?



Set up the system to assess of the performance, evaluate and measure staff's working behavior and working result in respect of post by method, principle of the system, it is enterprise's administrator, with carrying on an important activity that management communicates between the staff.

Your ldquo; Take an exam of rdquo; My ldquo; Take an exam of rdquo; Everybody ldquo; Take an exam of rdquo;

Refer to ldquo; Take an exam of rdquo; The word, very apt to let people relate to the highly disciplined examination hall, the examiner stands high above the masses, the examinee immerses oneself in the question sheet. However, if the performance is examined just becomes a boss ldquo; Take an exam of rdquo; The staff's tool, does not have meaning at all. One of the most important points of the performance examination is to let every employee participate in, while it is accepted that others checked and rated, not merely can check and rate one's own work, at the same time it can also check and rate on colleague and at genus,make sure last front, everyone is equal, everybody has the right to evaluate and speak.

Because it is closely linked with staff's personal interests to examine with salary, bonus and promote the chance etc. in performance, so receive the staff's special concern, if the actual devotion of result of appraisal and the staff differs greatly, can't make the staff convincing, often aptest to cause the internal contradiction, even initiate the labor service dispute, should accomplish just and objectively, the most important one is to let the staff participate in actively.

The examination form of the performance mainly has appraising through discussion, colleague at the same levels of higher authorities to appraise through discussion, appraise etc. oneself, the administrative staff appraises through discussion through the subordinate, and such special posts as the customer service serve can also set up the outside customer in the form of appraising through discussion etc.. Thus, in give with course that give a mark alone, will go on, discuss, communicate because of some obvious difference everybody, especially on belong to with subordinate,reach common understanding finally by being socialise, not only a summary to working in the past, also favorable to better cooperation, reach a common understanding with the paces, serve company.

Let the performance examined and really produced the performance

The purpose that enterprises examine the performance, on one hand encourage the staff to continue giving play to and improving the ability to work, abundant knowledge and skill, and realize and select the superior and eliminate the inferior; On the other hand, performance examine and staff and performance at the the intersection of group and aspect examine, come, help staff, group, whole ability of organization develop. Realize ldquo among enterprise, staff's man-to-man bet, group and man-to-man bet, group and enterprise; Win-win rdquo; Concern, feedback and communication that is strengthened after the examination are imperative.

Through examining, appraise the staff's every work performance in an all-round way, make the staff understand one's own work performance, relation of making the remuneration, treatment, power of obtaining and improving the work upwards hard, and evaluate bonus, salary,etc. according to the result of appraisal. But the most important thing is, let the staff have an opportunity to participate in company's hypervisor, express one's own opinion, and the deficiency while improving the work on the basis of examining this time, offer all kinds of training according to the not fully up to expectations in present performance levels and work performance of staff. It is essential to find out the basic reason, the ability is limited or working attitude is not good, or other objective conditions have led to the fact the working performance is not fully up to expectations. In order to know these situations, must carry on the one-to-one exchange according to result of appraisal and the staff, while proposing, listen attentively to the staff's idea too.

Do well, feedback, exchange the procedure examine, could let performance assess, help enterprise find out about the intersection of staff and trends effective only, raise working efficiency; Can help it to carry on decision, change one's own vocational selection too to the staff individuals. If the staff realize that though has accepted some training by oneself, the work performance is still unable to reach and expect the goal, should then seek the professional change, or change the work in inside, or reselect the job outwards.

Quantized assessment criteria, have an object in view

Examine the performance, should certainly confirm a standard at first, as analyzing and investigating the staff's yardstick. This standard can generally be divided into absolute standard, relatively standard and objective standard.

The absolute standard is in order to be based on objective reality such as rate of attendance, rejection rate, schooling,etc., and does not regard personal will of the persons who examine or person examined as the standard shifted. As to standard being method compared target compared each other to take, everybody at this moment, it is the yardstick compared, therefore the standard often differs in different colonies. For example each department of regulation has two advanced planned numbers, work the outstanding one will be evaluated in such comparative course out. It marks criterions to be assessor while judging staff's working performance objectively, evaluate event, pay, orientate at basis to each, in order to help assessors to appraise.

Make the performance and examine standard time, should direct against the actual conditions of different posts, and make different examination parameters to different positions, and try hard to quantize the assessment criteria, thinning, use more absolutely standard and objective standards, make the examination content more distinct, the result is more just. Meanwhile, the assessment criteria is announced and made it approved by staff, avoid black case work. The system of rewards and penalties of the examination is not merely for the staff, work with administrator at the same time. Certainly, assessment criteria and the general staff's assessment criteria to the administrator are two totally different concepts.

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