Human resources department management system template collection

Chapter 19 Performance Appraisal Management (3)
There are a large number of grassroots employees, the job contents vary greatly, and the assessment content is also different, but one thing is the same, that is, the ability to work. The purpose of the assessment is to evaluate whether the assessed employees are qualified for the current job.When evaluating the performance of grassroots personnel, it is necessary not only to improve the relevant evaluation system, but also to compile and design the evaluation form and content in a targeted manner, to be as reasonable and fair as possible, to minimize the unfairness of employees, and to achieve performance evaluation. The purpose is to mobilize the enthusiasm of employees.

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Middle and senior personnel management

The middle and high-level personnel (except the general manager and deputy general manager) are the backbone of the company. They are the top leaders of the company and the ordinary employees of the company. They are both managers and staff.Their work performance, ability and attitude are directly related to the work ability, work quality and work attitude of grassroots employees.Its assessment is mainly carried out by the human resources department in cooperation with the general manager of the company.The assessment process of middle and high-level personnel is the same as that of grassroots personnel, but the assessment content and assessment-related forms are different from those of grassroots employees. The assessment of middle and high-level personnel focuses more on the assessment of their leadership and management capabilities.

Middle and senior personnel performance appraisal management system
The performance appraisal management system of the middle and high-level personnel of XX company is listed below for readers' reference.

×× company's middle and high-level personnel performance appraisal management system
Executive department file number
Approver Approval Date
(Continued)
General
Article [-] Through the fair and objective evaluation of the work performance, ability and attitude of the middle and high-level management personnel, the incentive and promotion function of the performance appraisal system shall be fully utilized, so that the middle-level and high-level management personnel can continuously improve, improve their work performance and their own capabilities, and thus Improve the overall operating efficiency of the enterprise.

The scope of the second assessment.

All department managers and above except the deputy general manager and general manager.

Article [-] Examination implementing agency.

The leader of the performance appraisal leading group is the general manager, and the team members include the deputy general manager and the manager of the human resources department.

Specific examination content
Article [-] The assessment content mainly includes three aspects: work performance, core competence and work attitude.The weights they occupy in the entire assessment and evaluation process are shown in the table below:
Assessment Content Work Performance Core Competence Work Attitude
Weight 55% 35% 10%
(1) Work performance assessment is the assessment of the work efficiency and results of the examinee within a period of assessment.

(2) Core competency assessment is to comprehensively assess the work effect of the examinee within one assessment cycle.

(3) The work attitude assessment is aimed at the assessment of the examinee's awareness of the job position and the degree of effort made for it.

Article [-]. The examiner shall assess the grade according to the performance of the examinee within one assessment cycle and the self-report of the examinee.

Assessment method
Article [-] The assessment of middle and senior managers is actually an examination of the operation and management status of each system of the company.For the evaluation of middle and senior managers, the method of evaluation and debriefing is adopted.

Article [-] The assessment of middle and high-level managers is mainly divided into four items: superior assessment, peer assessment, self-assessment, and subordinate democratic assessment.

(1) Superior assessment.The top leaders of the company evaluate all the middle and senior managers of the company, and carry out weighted calculations on the comprehensive evaluation data to determine the final score of the superior assessment.

(2) Mutual evaluation at the same level.The middle and high-level managers conduct mutual evaluation, and carry out weighted calculation on the comprehensive evaluation data to determine the final score of the mutual evaluation at the same level.

(3) Democratic evaluation of subordinates.The direct subordinates of the examinee evaluate it, and carry out weighted calculation on the comprehensive evaluation data to determine the final score of the subordinate's democratic evaluation.

(4) Self-evaluation.The examinee himself will give the corresponding score in combination with the debriefing report.

Article [-] Determination of final assessment scores.

Final assessment score = superior assessment score × 45% + peer evaluation score × 30% + subordinate democratic assessment score × 20% + self-evaluation score × 5%.

(Continued)
Examination Results and Application

Article [-] Assessment grades.

The assessment level is the comprehensive evaluation given by the assessment team to the performance of middle and senior personnel.The assessment level can be divided into five levels: excellent, good, qualified, needs improvement, and unqualified.

Article [-] In principle, the company stipulates the relationship between assessment grades and percentile scores and the definition of assessment grades. The specific contents are shown in the following table:
Level Examination Score Definition Meaning
1 More than 90 points Excellent actual performance significantly exceeds the expected goal, and has achieved outstanding results in all aspects involved in the goal or job responsibility requirements
28089 points Good actual performance has met or exceeded the expected goal, and achieved relatively outstanding results in the main aspects involved in the goal or job responsibility requirements
37079 points qualified The actual performance has basically reached the expected goal, neither outstanding performance nor obvious mistakes

46069 points need to be improved The actual performance has not reached the expected goal, and there are deficiencies or mistakes in many aspects or major aspects

5 less than 60 points failed
Dismissal or downgrade The actual performance is far from the expected goal, and there are major deficiencies or mistakes in many aspects or major aspects
No.11 The mid-year and year-end assessments of middle and senior managers, and the quarterly and monthly assessments of internal employees in each department follow the mandatory distribution of the company's ratio, and appropriate adjustments can be made during the specific operation process.

by-laws
No.12 The human resources department of the company is responsible for the formulation of this system, and it will be implemented after being approved by the general manager.

No.13 Human Resources Department is responsible for the interpretation of this system.

Contents of performance appraisal for middle and high-level personnel
For the assessment of middle and high-level managers, the job content of each post should be clarified first.Below we focus on the content of some departmental performance evaluations for readers' reference.

HR Director Performance Evaluation
HR Director Performance Evaluation
Executive department file number
Approver Approval Date
daily business
(1) Organize and formulate the policies and guidelines of the Human Resources Department under the instructions of the company's leaders.

(2) Regularly organize the formulation, modification and improvement of the company's various rules and regulations to standardize and scientificize management.

(3) Formulate employee education and training plans, cultivate and train management personnel, and reserve talents for enterprise development.

(4) Go deep into the grassroots to understand the movements of employees in various departments, discover talents in time, and be a good staff member for enterprise leaders.

(5) Responsible for the preparation of departmental budget plans and supervise their implementation.

(6) Regular meetings are held regularly to arrange, inspect and summarize work, and to report to relevant leaders in a timely manner.

(7) Responsible for formulating implementation plans for important topics within the jurisdiction of the department, and contacting, adjusting, and assisting superiors in implementing the plans.

(8) When encountering major affairs, timely pass relevant information to subordinates through meetings, summarize collective wisdom, and make correct decisions.

(9) Regularly organize assessments, praise advanced individuals, and do a good job in the construction of the department.

(10) Grasp the dynamics of the enterprise and always look for ways to help the enterprise develop.

management and supervision

(1) Responsible for supervising the implementation of various management systems and rules within the management department.

(2) Responsible for correctly explaining the goals and importance of work to subordinates to ensure the realization and completion of departmental goals and plans.

(3) Arrangement of human resources is decent, according to the employment plan, reasonable deployment and review of employees.

(4) Encourage subordinates to cooperate with each other to form a collective force to ensure that the team management work is carried out in an orderly manner.

(5) Understand the needs of employees, formulate different solutions for different needs, and guide employees' behavior correctly.

(6) Effective use of resources can maximize the effectiveness of manpower and material resources.

(7) Make reasonable adjustments to internal personnel and establish a scientific and hierarchical personnel structure.

(8) Carry out and implement the consulting management mode, establish and maintain good interpersonal relationship.

(9) Organize the employees of the department to conduct business training to improve their management and business capabilities, and fully mobilize the enthusiasm of each employee.

Guidance and coordination
(1) Instruct employees to understand the policies and regulations of all aspects of the company.

(2) Do a good job in the ideological work of the company's employees to ensure that employees correctly understand and agree with the company's policies, goals, plans and work procedures.

(3) As a member of the organization, establish a harmonious working relationship with superior and subordinate colleagues and other relevant personnel.

(4) Pay attention to the ideological dynamics of employees, mobilize their enthusiasm for work, and ensure the completion of various tasks.

(5) Care about subordinates, do a good job in communication with subordinates, and provide assistance for subordinates' reasonable requirements or needs.

(Continued)
(6) Coordinate the transfer of personnel among various departments, and provide good services for each department.

(7) Provide objective assessment and evaluation of subordinates' work ability and work performance.

(8) Give corresponding guidance and help according to the working ability of the subordinates.

(9) Be able to quickly accept new trends, new ideas and new management methods.

(10) Establish a good internal and external interpersonal network to make the work go smoothly.

(11) Establish a good image and set an example for employees at all times.

Aspects of the review report
(1) Submit a report to the general manager on employee wages, funds, and welfare standards.

(2) Provide the department's policy guidelines, plans and financial budget reports to the general manager.

(3) Responsible for submitting department cost control plan reports.

(4) Provide corporate human resource planning and development reports.

(5) Put forward the enterprise training plan and implementation report.

(6) Put forward the enterprise employee performance appraisal plan and implementation report.

(7) Review the human resource development effect report.

(8) Review the training implementation effect report.

(9) Review the report on the flow of personnel in the enterprise.

(10) The work summary report is timely, accurate and true.

Marketing Director Performance Evaluation
Marketing Director Performance Evaluation
Executive department file number
Approver Approval Date
business work
(1) In the market supply and demand information, see the essence through the phenomenon, and provide suitable products to the market in time.

(2) Be able to formulate reasonable plans for new product market development, public relations, etc., to meet consumer needs as much as possible.

(3) Effectively organize commodity circulation, reduce turnover links, and transfer products to consumers as soon as possible, so as to reduce operating costs and improve economic benefits.

(4) Through market research and forecasting, understand consumer demand and changing trends.

(5) Have a long-term development concept, expand product popularity through various channels, enhance brand effect, and establish a good brand image.

(6) Establish a harmonious relationship with the public and lay the foundation for the company to explore new markets.

(7) Flexible use of various promotion methods to establish sales channels suitable for market circulation.

(8) Organize relevant personnel to analyze the competition situation, understand the company's competitors and their operating advantages, characteristics, etc., organize to formulate a competitive marketing plan, and stabilize the company's market position.

(Continued)
(9) Establish a reasonable and scientific talent structure, and form a hierarchical, dynamic and balanced personnel structure.

(10) Analyze market opportunities and set marketing goals and strategies according to the overall goals and resource status of the enterprise.

(11) According to the specific situation of the enterprise, write a marketing strategy plan.

(12) Reasonably coordinate the activities of internal personnel and enterprises with other related industries.

(13) Establish harmonious information communication with superiors, parallel departments, subordinates and customers.

(14) Timely organize marketing staff to visit existing customers and potential customers.

(15) Assist direct customers to optimize purchasing and inventory policies.

management and supervision

(1) Be able to direct and prohibit orders to ensure the realization of corporate goals.

(2) Able to give full play to the strengths of each person, mobilize the enthusiasm of various marketing personnel, and form a collective force.

(3) Establish a systematic sales network, effectively manage distributors, and mobilize their enthusiasm for sales.

(4) Understand the needs of subordinates and guide their behavior correctly.

(5) Clarify the work goals of the department, and assist employees to formulate personal goals through goal management to make personal goals consistent with organizational goals.

(6) Properly handle work problems and temporary additional work tasks.

(7) Good at motivating subordinates to work efficiently and encouraging subordinates to work together.

Guidance and coordination
(1) As a member of the organization, establish a harmonious working relationship with superior and subordinate colleagues and other relevant personnel.

(2) Correctly and timely adopt two methods of material incentive and spiritual encouragement to mobilize the work enthusiasm of subordinates.

(3) Seriously solve difficult problems for customers and establish a good relationship between the company and customers.

(4) Objectively assess subordinates' work ability and other aspects, and actively train and educate subordinates to improve their quality and ability.

(5) Educate the employees of the marketing department to understand the company's policies.

Aspects of the review report
(1) Save the materials for executing the profit plan.

(2) Strictly control media expenses.

(3) Review the product manager's budget.

(4) Make suggestions at the most favorable time to implement the strategy.

(5) Analyze media costs.

(6) Evaluate the profitability of customers and regions.

(7) Propose sales-oriented financial reports.

(8) The overall work performance meets the expected goals or plan requirements.

(9) The work summary report is true and accurate.

Planning Director Performance Evaluation
Planning Director Performance Evaluation
Executive department file number
Approver Approval Date
business work
(1) Adjust internal personnel to form a reasonable, scientific and hierarchical personnel structure.

(2) Prepare departmental employee education and training plans, train and train management personnel, and reserve talents for enterprise development.

(3) Prepare departmental budget plans and supervise their implementation.

(4) Reasonably arrange the work of subordinates so that the work can be carried out efficiently and orderly.

(5) Correctly understand the work objectives, instructions and policies of the enterprise, and formulate corresponding implementation plans.

(6) Correctly analyze the internal and external information of the enterprise, and put forward a clear policy of activities.

(7) Grasp the market share of the company's products, and put forward clear development policies for different regions.

(8) Grasp the competition between the enterprise and other enterprises, respond to market competition, and issue clear and appropriate instructions.

(9) Responsible for correctly explaining the work objectives and importance to subordinates.

(10) Formulate long-term goals or plans of the department, and supervise their implementation.

(11) Always consider the development of the enterprise, and strive to implement and implement the long-term plan of the enterprise.

(12) Frequently explore ways to rationalize and systematize the department.

(13) Formulate implementation plans for important topics within the jurisdiction of the department, and adjust, contact and assist superiors in implementing them.

(14) When encountering major affairs, timely pass relevant information to subordinates through meetings, summarize collective wisdom, and make correct decisions.

Management supervision
(1) Supervise and urge the team management work to be carried out in an orderly manner to ensure the completion of various tasks.

(2) Understand the needs and motivations of subordinates, and guide their behavior correctly.

(3) Clarify the department's work plan and goals, assist subordinates to formulate personal goals, and make personal goals consistent with organizational goals.

(4) Always consider the development of the enterprise, confirm and implement long-term plans.

(5) Gain insight into the main points of business principles, policies, and plans, and inform subordinates.

(6) Responsible for the design and coordination of various management measures, so that subordinates can find problems and correct mistakes in time.

(7) Whether the report of supervisory management personnel is timely and sufficient.

(8) Assign appropriate amount of work to subordinates, and clarify work quality requirements and date limits.

(9) Grasp the psychological state of subordinates, and implement different solutions according to their needs, expectations, problems and difficulties.

Guidance and coordination
(1) Conduct objective assessments of subordinates' work abilities and work performance in all aspects.

(2) Actively educate and train subordinates to promote the improvement of their work skills and quality.

(Continued)
(3) Help subordinates understand the policies and regulations of all aspects of the company.

(4) Timely point out the mistakes in the work of subordinates and correct them.

(5) Establish and maintain a good internal and external interpersonal network to make the work go smoothly.

(6) Implement consultative management effectively and effectively.

(7) Quickly accept new things, new trends and new management methods.

(8) Ensure coordination and consistency in policies, objectives, plans, procedures, and schedules.

(9) Coordinate the work among various functional departments to make the enterprise produce the best benefits.

(10) Pay attention to the work situation of subordinates, give guidance and help, and help subordinates improve their overall quality.

(11) When analyzing problems and seeking solutions, they can fully consider the rationalization opinions of subordinates.

(12) Before criticizing a subordinate, do not be dominated by other people's thoughts, first listen to the subordinate's thoughts and opinions alone, and conduct correct analysis and interpretation.

Aspects of the review report
(1) Review the feasibility of various planning reports submitted by subordinates.

(2) Listen carefully to the reports of relevant personnel on their work.

(3) Supervise whether the work performance of the department meets the expected goals or plan requirements.

(4) Responsible for the collection, collation, analysis, preparation and preservation of various information and market sales reports.

(5) Provide true and accurate work progress reports to superiors in a timely manner.

(7) Propose the detailed theory and implementation report of the enterprise's strategic planning.

Production Director Performance Evaluation
Production Director Performance Evaluation
Executive department file number
Approver Approval Date
business work
(1) Personally manage and arrange the work of department personnel, so that the personnel structure is scientific and reasonable, and the production process is smooth and unimpeded.

(2) Inspect each production site every day, discover and solve existing problems in time.

(3) Take the lead in equipment maintenance guidance and maintenance.

(4) Cooperate with the personnel department to conduct technical training for employees in the use and operation of equipment in a timely manner.

(5) Regularly hold a meeting of all employees of the production department to remind and admonish the employees.

(6) Supervise the implementation of attendance and performance assessment.

(7) Responsible for the organization, formulation and effective implementation of facility renewal and renovation project plans.

(8) Supervise and inspect the conservation of energy such as water and electricity in person to fully reduce production costs.

(9) Personally be responsible for the prevention and control of natural disasters such as fire prevention, wind protection, and rain protection to ensure production safety.

(Continued)
(10) Formulate various equipment operating procedures, and strictly implement standardized and standardized management.

(11) Formulate departmental employee education and training plans, train and train management personnel, and reserve talents for enterprise development.

(12) Responsible for correctly explaining the work objectives and importance to subordinates.

(13) Be able to detect in time and prevent potential problems in the work in advance.

(14) Responsible for the collection, analysis and corresponding processing of the information of all relevant personnel.

(15) Always explore ways to rationalize and systematize the department.

(16) Accurately and timely grasp all aspects of information required by the enterprise.

Management supervision
(1) Manage the production site in strict accordance with the production regulations, and show no mercy in front of the system.

(End of this chapter)