Human resources department management system template collection

Chapter 22 Performance Appraisal Management (6)
(7) Review the market promotion and sales reports of each marketing branch, directly affiliated business department, and directly affiliated offices.

(8) Listen patiently to subordinates' reports on their work and give corresponding instructions.

(9) Review feedback reports on customer complaints, suggestions and other information.

(10) Review sales plan and profit execution report.

(11) Review the value of control reports.

(12) Review the implementation of the training plan.

(13) Check whether subordinates correctly understand the meaning of work and whether they strive to achieve the best performance.

(14) Review whether the work performance of the department meets the expected goals and plan requirements.

Performance appraisal management form for middle and senior personnel
Quarterly assessment form for middle and senior personnel

Quarterly assessment form for middle and senior personnel

Fill in the department file number
Appraiser's name: Position: Affiliated department: Total score:

Assessment items and content reference scores Self-evaluation Superior opinion

leadership
能力
15%
Good at leading subordinates, able to encourage employees to exceed or complete work tasks ahead of schedule by 15 points

Able to flexibly arrange the work of subordinates and successfully complete work tasks 1314 points

Able to lead subordinates to complete work tasks, but no outstanding performance 1112 points

Not to be trusted by subordinates, unable to guarantee smooth completion of department work 710 points

Poor leadership style, subordinates are often dissatisfied or protested, often unable to complete tasks on time and below 7 points

plan
能力
15%
Possess professional planning ability and strive for perfection in work 15 points

Possess excellent planning ability and excellent work performance 1314 points

Possess certain planning ability and good work performance 1112 points

Unable to exert subjective initiative, only able to complete assigned tasks, 710 points

The planning ability is extremely lacking, and the task must be completed with the assistance of others. Below 7 points

jobs
task
and efficiency

15%
Able to complete tasks with excellence and efficiency, with a sense of innovation 15 points

Able to work and have high efficiency 1314 points

The work can be completed on schedule 1112 points

Barely competent for work 710 points

Low work efficiency, frequent mistakes below 7 points

(Continued)
Sense of responsibility

15%
Have a very strong sense of responsibility, often exceeding the work tasks by 15 points

Have a strong sense of responsibility, be able to complete work tasks independently, and sometimes exceed the work tasks by 1314 points

Have a sense of responsibility, do not need supervision, and can complete work tasks on schedule 1112 points

The sense of responsibility is not strong, and the work tasks can be completed on schedule under the supervision of 710 points

No sense of responsibility, unable to complete work tasks on time even under constant supervision

communication

coordination
10%
Have strong communication skills and balance and coordination skills, and often take the initiative to cooperate with others 10 points

Willing to communicate and coordinate with others, able to complete the work smoothly 89 points

Communication skills are acceptable, able to cooperate to complete the work 7 points

Not good at communication and coordination, it is difficult to work cooperatively 56 points

Unable to coordinate with others, often resulting in work not being carried out normally Below 5 points

Authorization
guide
10%
Good at assigning powers and responsibilities, actively teaching subordinates work skills, and being able to guide subordinates to complete their work well 10 points

Assign work or powers and responsibilities flexibly, can effectively impart work skills and knowledge to subordinates, and can successfully complete work tasks with 89 points

Can smoothly assign tasks and responsibilities, and guide subordinates to complete work tasks on time 7 points

Lack of ability to assign work rights and responsibilities and guide subordinates, occasionally difficult to carry out work tasks 56 points

Not good at assigning powers and responsibilities and guiding subordinates, subordinates often dissatisfied and complain below 5 points

jobs
attitude
10%
Integrity, honesty, punctuality, firm stand, and a role model 10 points

Integrity and honesty, normative words and deeds, approachable 89 points

Words and deeds meet the standards, no deviant behavior, and no special performance 7 points

Stubborn, not good at getting along with others 56 points

Often deal with private affairs or leave work without authorization during working hours, less than 5 points

(Continued)
cost
awareness
10%
Strong cost awareness, able to actively save and avoid wasting 10 points

Have strong cost awareness and can save 89 points

Being cost-conscious, you can still save 7 points

Lack of cost awareness, occasionally wasting 56 points

No cost awareness, often waste less than 5 points

Description of the person's strengths and specialties

Is it included in the succession plan

required education and training

Examiner's signature

Remarks: Regarding the "task", the work plan and work summary must be attached for reference and review.

Annual work appraisal form for middle and senior personnel

Annual work appraisal form for middle and senior personnel

Fill in the department file number
() Annual work assessment form for middle and high-level personnel in the company department of ××

Full name
position Name
date of entry

Summary of work report (to be filled out by myself)

(Additional paper can be attached)
signature:

date year month day

Democratic review
Participate in the number of reviewers
Comprehensive analysis and summary of employment situation

Excellent Competent Pass Incompetent

Employees of this department
other people

summary person

(Continued)
Assessment Leadership Team Assessment
Examination Item Examination Content
rating scale
Excellent Good Average Poor

Achievements
Completion within the scope of job responsibilities
Completion of tasks assigned by the company

Completion of annual work plan and goals
Competence
Theoretical level: Master the theoretical knowledge of the system
Business level: Clearly familiar with relevant business and able to complete the business
Coordination ability: arrange work reasonably, scientifically, and coordinate smoothly
Inquiry ability: organize investigation and inquiry, and be able to propose coping strategies
In terms of employment: able to supervise the work of subordinates, know how to authorize, and be able to evaluate the work results of subordinates in a timely manner

Language expression: Oral expression is logical and persuasive

Written expression: able to complete various official document writing independently
The concept of law and discipline: obey the law, be upright and honest
Innovation awareness: can quickly accept new things, be creative
Evaluation comments:

Signature of the leader of the assessment team:

Date: Year Month Day
examinee's opinion

signature:

Date: Year Month Day
Board opinion

Chairman's signature:
Date: Year Month Day
Ability Assessment Form for Middle Managers

Ability Assessment Form for Middle Managers

Fill in the department file number
Assessment date:

The name of the examinee, the department to which the position belongs

Exam content full marks
1 Complete and adequate preparations for filing and implementing the business plan5
2 Be able to look forward to the future development of the company in the long term 15
3 Able to pay attention to the overall development of the company from the perspective of the person in charge5
4 agree with the company's business philosophy 5
5Have keen insight5
6 In order to complete the task, be able to direct the work at the forefront 15
7 Save costs and be able to complete tasks as quickly as possible 5
8 Focus on the construction and implementation of long-term goals 5
9 Strictly follow the deadline to complete the task 5
10 adapt to the situation, can use different methods to complete the target task 5
11 Able to speak and make proposals from the standpoint of the company5
12 Ability to make plans with a long-term perspective5
13 Ability to collect and organize useful information 10
14 Able to exchange information with other departments 5
15 Able to actively coordinate development with other relevant departments5
16 Can clearly grasp the strengths and weaknesses of subordinates, and will authorize them in due course5
17 When arranging work, be able to be in the right place 10
18 Passionate about cultivating subordinates 5
19 Able to listen patiently to rationalization suggestions from subordinates 5
20 physical fitness 5
21Be careful and prudent in the use of money10
22 Willing to communicate internal opinions 10
23 No frills news 5
24 No collusion with customers 5
25 Can quickly accept new things and new ideas 5
(Continued)
26 Willing to learn, eager to absorb new technologies and knowledge 5
27 with an international perspective5
28 often predict the future 5
Total Review Score
Examiner's signature
评分标准：“优秀”151180分；“良好”121150分；“中等”101120分；“及格”超过100分（含）；“不及格”未满100分（不含）。

Comprehensive quality assessment form for middle managers

Comprehensive quality assessment form for middle managers

Fill in the department file number
Assessment date:

The name of the examinee, the department to which the position belongs

Examination Item Examination Specific Content Examination Score
Leadership can be trusted by subordinates, can set an example, and will authorize 5432 1
Plan Performance Based on the long-term outlook, prepare and implement plans 5432 1
Decisive without hesitation, able to make a quick decision 5432 1
The foresight function predicts the future and draws up corresponding strategies 5432 1
Execution ability Clear goals, decisive and powerful execution 5432 1
Communication ability Can fully express one's own ideas, smooth communication inside and outside the company 5432 1
The sense of responsibility is trustworthy and has a strong sense of responsibility 5432 1
Sense of interests Can be keenly aware of gains and losses of interests 5432 1
Interpersonal relationships can be loved and respected by subordinates and colleagues 5432 1
Self-improvement Study hard to explore new knowledge and new fields 5432 1
International vision Have an international vision and a broad horizon 5432 1
Coordination ability Ability to establish necessary working contacts with other relevant departments 5432 1
Innovation ability can innovate working methods and achieve good results 5432 1
Intelligence concept Sensitive to intelligence, with excellent intelligence gathering ability 5432 1
Overview
Scoring criteria: 6670 points for super ability; 6165 points for strong ability; 5660 points for weak ability; average ability

5155; the ability difference is less than 50 points (inclusive).

Subordinate to superior comprehensive ability assessment form

Subordinate to superior comprehensive ability assessment form

Fill in the department file number
Name of examinee Name of examinee

Job title of the examinee Job title of the examiner

The assessed time range is from year-month-day to year-month-day
Examination Date Year Month Day

Assessment process
Subordinates complete this form by themselves and shall not disclose it to anyone;

After completing the filling, indicate the name and position of the person and the examinee, and send it to the Human Resources Department;

After the human resources department summarizes the assessment opinions and scores, it will be used as a reference for internal audit and handed over to the general manager, and will not be fed back to the examinee;
If it is necessary to give feedback to the examinee under special circumstances, the wishes of the examinee should be solicited in advance.Please indicate your true personal wishes in the following options:
□ Feedback to the examinee in a registered form;
□ Feedback to the examinee in anonymous form;
□No feedback to the examinee;
The Human Resources Department will keep the wishes and results of the examiners highly confidential.

Comprehensive ability: excellent 201250 points; good 151200 points; competent 101150 points; needs improvement
96100 points; incompetent 5099 points

Employees should rate the following assessment contents one by one according to the performance of the examinee. (The highest score is 5 points, the lowest score is 1 point)
极优：5分；良好4分；称职：3分；需改进：2分；不称职：1分。

Comments are required for the evaluation of the above five levels, and corresponding improvement suggestions should be provided for the evaluation of less than 3 points.

Professional Skills Knowledge Scoring

Mastery of job requirements, skills and procedures

Familiarity with the industry and products
The degree of familiarity with the policies, actual conditions and development directions related to the field of work

Proficiency in using tools and professional knowledge in work, such as: mastery of foreign languages, computers, etc.

Awareness of subordinates' work and responsibilities

Comments:

(Continued)
Proactivity and Creativity Score

Ability to actively and creatively attempt to achieve work goals

Ability to work proactively without repeated urging
Ability to make the best use of limited resources

Ability to take the initiative and strive to exceed plans and goals
Able to continuously improve self-cultivation
Have the courage to challenge traditional models and be willing to try creatively
Good at discovering resources
Comments:

Scores of degree of attention to customers

Ability to continuously focus on customer expectations and needs

Grasp the first-hand information of customers and apply it to the improvement of our own products and services
Be able to actively respond to customer needs and propose practical improvement methods
Ability to communicate effectively and implement actions with a customer-centric focus
Gain the trust and respect of customers
Comments:

Ability Scores for Educating, Training and Supervising Subordinates
Build and maintain an efficient work team
Able to communicate well with employees and encourage subordinates to share information and resources
Comprehensive, timely, and timely completion of job evaluations

Provide frequent constructive feedback and guidance to subordinates

Willing to assist subordinates to formulate challenging plans and goals

Establish smooth two-way communication channels with subordinates

Comments:

(Continued)
Judgment and Time Score
Can accurately judge and take into account the corresponding results of the selection
Ability to make decisive decisions based on work progress

Ability to control risks and complete work tasks on time

Able to tackle significant issues and have problem-solving skills
Able to detect potential problems
Comments:

Communication Score

Willing to listen patiently to the opinions of subordinates and willing to express their attitudes and opinions on relevant information

Willing to seek and respond positively to others' opinions

Ability to express ideas clearly and simply in written and oral form
Ability to write material at a high level
Ability to assure the professional credibility of written material

be able to cite relevant examples in conversation
Ability to work collaboratively with others
Comments:

Responsibility Score

be on time for meetings

Reliability

Able to devote oneself to work with enthusiasm

Ability to save and effectively control expenses

Be able to be an example to others
Comments:

(Continued)
planned scoring

Able to formulate reasonable and effective work plans

Able to accurately define the deadline, scope and difficulty of work and projects

Ability to anticipate problems and develop countermeasures

Comments:

Work Quality Rating
Attention to detail and accuracy of work

Ability to complete work efficiently and on time

Ability to complete work on time and with expected professionalism
Comments:

Team spirit score
Able to work with department staff to effectively complete work goals and plans

Able to share information with superiors and subordinates, and willing to assist colleagues to solve problems arising at work

Able to give full authority to subordinates
Ability to share the joy of success with others
Comments:

The examiner briefly describes the comprehensive ability of the examinee:
Examiner's signature:
When evaluating the performance of middle and high-level personnel, it is not only necessary to evaluate their leadership ability, but also to evaluate their work efficiency, work attitude, sense of responsibility, communication and authorization ability, etc.Especially when assessing their ability to communicate and authorize, they need to pay special attention to the opinions of their subordinates, so that they can avoid the passive situation that they can only work but not authorize and command as much as possible, making them not only a good employee, but also a good employee. excellent manager.

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It is normal for performance appraisal to be affected by various factors in the process of appraisal and implementation, resulting in error in the result, but if the error is too large, the effect of the appraisal will be greatly reduced.Among them, human factors affect the results the most. In order to effectively reduce errors, the evaluation personnel should be trained.The misunderstandings that the reviewers are likely to fall into include the following points, which require special attention:

(1) Halo effect.When conducting performance appraisal, one must not engage in favoritism and cheating, and should not hold prejudices against the person being evaluated.

(2) Primacy effect.Evaluators should not carry their own subjective desires in the evaluation, and should not have preconceived impressions during the evaluation, and should conduct a fair and objective evaluation of the actual work performance and performance of the evaluated person.

(3) Proximity effect.In order to avoid errors caused by the recency effect, a more effective method is for managers and employees to jointly record daily key events.Although it will take a lot of time to do so, the recorded materials can ensure that the work performance of the examinee throughout the process is included in the final performance appraisal.

(4) Central tendency error.The evaluation work should be carried out in strict accordance with the evaluation standards, and the evaluation should be given according to the results achieved, so as to avoid the possibility that the evaluators will rank most of the evaluators in the middle position.

(5) Herd mentality.You must stick to your own opinions, make independent judgments, and not be easily manipulated by others' opinions, nor follow others blindly.Only in this way can we start from different perspectives and truly evaluate the work performance and performance of the person being evaluated.

(6) Personal bias.The evaluation work should be supervised by higher-level executives, and those who do not meet the
Behaviors that meet the assessment standards and requirements shall be corrected in a timely manner; at the same time, the assessment results shall be checked and corrected.In this way, the evaluation information of employees can be avoided from being distorted.

(7) PERFECTIONISM.To solve this error, first of all, let the assessors clarify the principles and operation methods of the assessment; secondly, the number of self-assessments can be appropriately increased.Compare the results of the self-evaluation with those of the assessors. If there is a large discrepancy, the results must be carefully analyzed to find out the reason.

After the performance appraisal is over, the company raises salaries and promotes those with good performance, and criticizes and gives feedback to those with poor performance through face-to-face interviews.At this time, the performance appraisal management work is still not over, and the performance appraisal also includes two stages of evaluation and development.

It is not easy to know people, and it is even more difficult to employ people.When an enterprise finds that an employee is in an unsuitable position during actual work, it should adjust the position of the employee, which is called personnel transfer work.Personnel change work includes: promotion, demotion, sending to other places to entrust important tasks, resignation, etc.To carry out personnel change work, it is necessary to clarify the specific requirements of the position and position, and then select voluntary and competent personnel to take up the position. In addition, it is necessary to configure the work team.Only by employing people at the right position, at the right time, at the right time, at the right time, and with reasonable collocation, can employees be happy and good at work, and the enterprise will continue to develop.Personnel change management is to complete various personnel change procedures to avoid potential risks.

(End of this chapter)