What is Performance Examination.docx

1、What is Performance ExaminationWhat is Performance Examination?LIANGDONG JI20048503CONTENTIntroduction2Key words.2Main body.3Summary10Reference11What is Performance Examination?Introduction: Following the era of IT, human resources development and utilization have become more and more important for

2、companies worldwide. The companies and social organizations must pay more attention to competition for human resources, the cultivation of new talents, human resources performance appraisal. Performance appraisal is an important tool to improve the performance of companies and incentivize employees

3、performances. It is also becoming more and more important in human management. Performance appraisal can impact on promotion and training work.Through regular evaluation, we can help employees know what aspects they have improved, and which areas where there hasnt been enough.I will discuss the poin

4、ts about: 1. Understanding performance appraisal 2. The purpose and function of performance appraisal in human resources.3. Performance appraisals problems and present situation in enterprise4. Set effective performance appraisal principles, measures and skill Key words： Human resources , Performanc

5、e examination Main body:Performance appraisal is an objective for enterprises established strategy; it uses specific criteria and indicators for evaluation; employees work behavior and work performance, It uses assessment results for a positive guide to recommend processes and methods for staffs fut

6、ure work behavior and work performance. It is a systematic project. There are strategic objectives and target responsibility systems, the index evaluation system, evaluation standard and evaluation method etc. The core result is to improve corporate profitability improvement and enhancement of the c

7、omprehensive strength; its going to make human resources more useful. Why do enterprises make plans for performance appraisal? Because the performance appraisal provide the basis of employee promotions, demotions, transfers and dismissal; it is a feedback from the organization of the employees perfo

8、rmance, it is an evaluation for the employees and teams contribution to the organization; it is provides the basis for staff remuneration; assessment for the recruitment selection and the distribution of the work; it helps the understanding of the needs of staff and the teams training and education;

9、 it is evaluation for training effect and staffs career planning. It provides information for evaluating the work plan, budget, and human resources planning, etc. This is the purpose of the enterprise performance appraisal. So, what are the roles of performance appraisal in human resource management

10、? 1. Performance appraisal is the basis of personnel appointments; 2. Performance appraisal is basis for determine personnel deployment and post lift; 3. Performance appraisal is the basis of personnel training;4. Performance appraisal is the basis of compensation distribution;5. Performance apprais

11、al is the need of employee career development;6. Performance appraisal is a method of employees on incentive; 7. Performance appraisal is the premise of equal competition.Human resource management in my country starts relatively late, some enterprises have developed very rapidly in recent years, but

12、 the enterprise human resources management did not follow with the speed of economic development. Enterprises dont pay attention to the employees performance appraisal system, there is a lack of supervision and incentives for staff, making staffs work enthusiasm lower, restricted the development of

13、the enterprise to a certain extent. The first category of enterprise performance appraisal system has been become internationalized, and has been standardized. The second category of enterprise performance appraisal is becoming standardized and systemized. Modern enterprise systems, employees perfor

14、mance appraisal has become a core issue of human resource management. After my analysis, I have discovered that existing enterprise performance appraisal in my country doesnt have a clear, single examination method; examination results dont show the serious problems encountered To avoid such issues,

15、 an established and effective performance appraisal method needs to adhere to some principles. What are these principles?1. The principle of fairnessFairness is a precondition of establishing and implementing personnel appraisal system. If unfair, it is impossible to make the examination useful.2. T

16、he principle of strictness.If the examination is not strict, it will become useless. An examination that is not strict, not only cannot fully reflect the staffs actual circumstances, but also produce negative consequences. Examination principles of strictness include: it must have a clear standard f

17、or inspection; it must have a serious attitude; it must have a strict examination system and strict procedures and methods.3.The principle of single head evaluationAn examination for the staff at all levels; their immediate superior must examine the examinees. The immediate superior best knows, rela

18、tively, examinees actual performance (performance, ability and adaptability); also it is possible to reflect the real situation in the workplace. Indirect superiors cannot change comments, which are made by immediate superior. But the indirect superior can adjust the assessment result. For examinati

19、on and assessment, a single head has been clear about the responsibility for examination and assessment, and make the evaluation system and organizational command system easier to control, and it will become more advantageous to strengthen the function of management.4.The principle of public knowled

20、ge.The examiner should know appraisal conclusion to him, this is an important means to assure appraisal democracy. On the one hand, it can help the examiner to understand their own strengths and weaknesses. Also it can make convincing which inspection result is bad, hard work and aspirant. On the ot

21、her hand, it also helps prevent possible bias in the appraisal and a variety of error, making sure the assessment is fair and reasonable.5.Principle of reward and punishmentsOn the basis of the appraisal result, we should according to the work performance, good or bad, we are going to give them a re

22、ward or penalty, promotion or demotion, and this reward or penalty not just with verbalized incentives. There should also be incentives through ways such as salary, bonus, associated with a material interest, so we can achieve the real purpose of appraisal.6.The principle of objective evaluationPers

23、onnel performance appraisal needs to be evaluated to the specified standards. Objective evaluation data is vital, avoiding subjectivity and emotion.7.The principle of feedbackExamination results (notes) must be appraised back to the examinee, if not the appraisal would be useless. The examination an

24、d assessment of education. At the time when the results of feedback, we should explain evaluation and comments for the examination, make sure achievements and progress, explain deficiencies, providing recommendations for the future.8.The principle of differenceAppraisal level should have distinct bo

25、undaries, according to different evaluation comments in such aspects as salary, promotion, use should reflect obvious difference, make the assessment an encouragement of the potential upward mobility of the worker.Concrete measures, of course different company has different measures, for example to

26、explain, such as motivational incentives and reward schemes for employees, give feedback for employees on performance, training and development staff. In the academic system, there are many kinds of methods dealing with performance management; each evaluation method focuses on different important th

27、ings. There is no right or wrong, only suitable or not. I am going to explain most of management methods:1 GRS (Graphic Rating Scale);This is the most simple and useful one of the most common performance appraisal technologies, general use graphic rating scale table to fill score.2.ARM (Alternative

28、Ranking Method);This is a more commonly used sorting appraisal method. Its principle is picked out who the best or the worst performance behavior in the group, compared with other performances this is absolutely examination is much more simple. Therefore, alternative ranking method is respectively s

29、election and sorting of the best and worst, and then select second-best and second-worst, like this, until all examiner completely personnel arrangement, the result is performance appraisal which is according to the good or bad arrangement. Alternate ranking table can also be used when operating per

30、formance appraisal.3 PCM (Paired Comparison Method);This is a more detailed assessment performance level by sorting method, its feature is each evaluation factor need to compare personnel between the two comparison and sorting, make sure everyone has compare with all other people in the each evaluat

31、ion factor, all of the assessed have been full of sorting in the each element.4 FDM (Forced Distribution Method);It is set distribution proportion before the performance testing, and then arranges employee assessment results to the distribution structure.5 CIM (Critical Incident);It is a kind of met

32、hods by the employees behavior and behavior results to performance evaluation, general executives will make notes about his subordinate employees in the work of very good behavior or very bad behavior, and then in the inspection point in time (every quarter or every half a year) make a interview for employee, according to the records to discuss about his performance appraisal.6 BARS (Behaviorally Anchored Rating Scale)