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1.摘要
一般来说,绩效评估的重要性主要表现在以下几个方面:公司的生产力和竞争力,员工的工作成就;工作绩效;工人的态度(萨基特和沃尔,2001)。本文将分析员工绩效的考核形式和程序，为了使评估顺利进行并达到令人满意的结果。
2 本文内容 (1)前言。1 (2)员工的性能。1 (3)员工绩效考核形式。1 (4)评估过程图。4 (5)性能程序。5
(6)参考。10
研究与调查人员绩效考核。
1 员工绩效考核形式 1.1 简短的评价形式:
员工绩效考核表单包括许多类型：高级人员,技术人员和普通职员。绩效考核的重点根据员工表现是不同的。下面是高级职员的例子。
1.2 评价形式的最终目标
评价形式旨在改善公司的经营状况，并通过这种方法提高高级员工的优点,避免缺点。
1.3 实际的评估形式 高级职员绩效考核形式
评价对象:_______管理水平:_______评价日期:___________
1 Summary
In general, the importance of performance appraisals shows in the following aspects: the productivity and competitive force of the company; working achievement of the employees; the working performance; the attitudes of workers (Sackett and Devore, 2001). The following will present the Staff performance appraisal form and procedures in order to make the appraisal go well and achieve satisfactory results.
2 Table of Content (1) Summary. 1 (2) Staff Performance. 1 (3) Staff Performance Appraisal Form.. 1 (4) Appraisal Process Chart 4 (5) Performance Procedures. 5
(6) References. 10
Research & investigate staff performance appraisal.
1. Staff Performance Appraisal Form 1.1. The Brief of the Appraisal form:
Staff performance appraisal form includes the forms of senior staff, technical staff and ordinary clerk. The focus of performance appraisal is different according to the content of staff performance. The following is taking the example of senior staff. 1.2. The final goal of the appraisal form
The appraisal form is intended to improve company’s operation situation through the method o enhancing strengths and avoiding shortcomings of senior staffs 1.3. The Actual Appraisal Form Senior Staff Performance Appraisal Form Appraisal Object:_______The Management Level:___________ Appraisal Date:___________
2. Appraisal Process Chart
According to Dalal, R. S. & Hulin, C. L., apriority mental block means that many HR have ambiguous knowledge of premise of having performance evaluation (Dalal and Hulin, 2008). 2.1. The goal of Appraisal process chart
The appraisal process chart is intended to give a clearly process to improve the efficiency of appraisal. 2.2. The actual appraisal process chart
3. Performance Procedures
Research & Develop 3.1. Employee grievance Procedure flow chart 3.1.1. The summary of employee grievance procedure flow chart
Employee grievance procedure flow chart is intended to protect aggrieved employees’ reasonable rights. It mainly made up of grievance hearing and appeal hearing. The aggrieved employees have two chances to show their unfair treatment. The subject of supervisors also has the chance to show their opinions to resist the grievance. 3.1.2. The actual flow form of grievance statement Grievance Statement
1. Aggrieved staffs give reasons to grievance and the way to solve it
2. Aggrieved staffs put on the statement to manager and human resources department Usually within 10 days of grievance affair happens Invitation to Grievance Hearing
1.Human resources department should invited the staffs who are aggrieved to a grievance hearing Usually within 10 days of receiving grievance statement Grievance Hearing 1. The grievance hearing should be conducted by manager based on human resources’ advice 2. Aggrieved staffs show their opinion about the grievance they met 3. Relevant supervisors who are subject of the grievance show their opinion about the staffs’ grievance
4. Clerk who are witnesses should attend Notification of outcome of Grievance Hearing 1. Manager will declaim and advise the result of grievance hearing and the decision about the grievance affair
2. Aggrieved staffs have right to appeal Appeal Statement 1. Aggrieved people give appeal statement on grievance and give more detail evidence. Invitation to appeal hearing HR will have an appeal hearing and invite the relevant individuals Within 5 days after grievance hearing Within 10 days of receipt of result of grievance hearing
Manager’s response to the appeal statement 1. The manager will have to prepare a statement that respond to the aggrieved employees’ appeal statement Within 5 days of receipt of appeal statement Within 5 days after grievance hearing
Within 10 days of receipt of response to the appeal Conduct appeal hearing 1. Aggrieved staffs attend 1. Employees who are subject of the grievance should attend
2. witness should be invited to attend Notification of result of appeal hearing 1. The senior manager will confirm the result of appeal hearing, it’s the final result. Within 5 days of ending the appeal hearing
Within 5 days of ending the appeal hearing 2. Employer Disciplinary Procedure flow chart 2.1. The brief introduction of disciplinary procedure flow chart
The disciplinary procedure is intended to improve employees’ action through giving warning or advice. It includes verbal warning, written warning and dismissal. Verbal warning happens when the disciplinary offence is not serious, while written warning happens when the offence becomes more serious. And the dismissal happens when the disciplinary offence is not irreconcilable. 1.2 The Actual Form:
4. Employer Termination Procedure flow chart. 4.1. The brief introduction:
The employer termination procedure happens after the company decide to dismiss the employees.
It is intended to protect the company’s benefit after the procedure. It is mainly conducted by human resources department. 4.2. The Actual Form
5 Conclusions
All in all, career performance appraisal is vital to a company’s success and through the appraisal results, HR managers can take effective measures to motivate employees. And thus, the appraisal procedures are seriously required and should be followed so as to make reasonable and fair performance appraisal. 6 References Sackett, P. R., & DeVore, C. J. (2001). “Counterproductive behaviors at work”. Handbook of industrial, work, and organizational psychology,vol. 1, pp. 145–164 London, UK: Sage. Dalal, R. S. & Hulin, C. L. (2008). Motivation for what? A multivariate dynamic perspective of the criterion. New York: Routledge. pp. 63-100 |
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