Performance-appraisal-and-employee-satisfaction

PerformanceappraisalandemployeesatisfactionAbstract:Theperformanceappraisalisoftenreferredtoasperformanceappraisalorperformanceisfortheenterpriseworkundertakenbyeachemployee,qualitativeandquantitativeapplicationofscientificmethods,theactualeffectonstaffbehaviorandtheircontributiontotheenterpriseorvalueevaluation.Performanceappraisalasaneffectivebusinessmanagementtools,intheenterprisemanagementplaysaveryimportantrole,isthecoreofhumanresourcemanagement.Thisarticleonthecurrentperformanceappraisaloftheproblemstodoadetailedanalysis.Totackletheproblem,thepaperproposestheperformanceevaluationofallanglesfromthecontroltoensureeffectiveperformanceappraisalinplace,andultimatelyplaytheroleofhumanresourcemanagement.Keywords:PerformanceEvaluationwithanalysisoftheproposed21stcenturyistheeraofknowledgeeconomy,aseconomiccompetitionintensifies,itisincreasinglyrecognizedthathumanresourcesarethecurrenteraofeconomicdevelopmentofthefirstresource.AsthehumanresourcesmanagementinthedevelopmentofChineseenterprisesbecomemoresophisticated,performancemanagement,humanresourcesmanagementasanimportantcomponentofthepositionwithintheenterpriseisalsomoreimportant.Humanresourcemanagementperformanceappraisalisoneofthecoreissueistoprotectandpromotetheorderlyoperationoftheinternalmanagementmechanism,themanagementobjectivesoftheenterprisemustbecarriedoutbyamanagementbehavior.OrganizationalbehaviorUnitedStateswherescientistsYuehanYiLasitsviewthatperformanceassessmentcanachievethepurposeofthefollowingeightareas:staffpromotion,demotion,transferandseparationoftheassessment;organizationemployeeperformanceevaluationfeedback;employeesandteamtoassessthecontributionoftheorganization;toprovidethebasisforemployeecompensationdecisions;fortherecruitmentselectionandassessmentoftheworkallocationdecisions;understandthestaffandteamtrainingandeducationneeds;understandingofstaffandteamtrainingandeducationneeds;theworkplan,budgetandhumanresourcesplanningassessmentstoprovideinformation.Employeeperformanceappraisalisaneffectivemeansofbusinessmanagementistheprimarymeansofbusinessmanagementinthecoreofirreplaceable.However,therearealotofbusinessperformanceevaluationandbusinessdevelopmentstrategyforthephaseoutofline,businessperformanceevaluationsystemisonlyanemptyshellitimpossibletoachievethepurposeofstaffappraisal,andevencounterproductive,leadingtobraindrain.Therefore,theworkoftheenterprise'sperformanceappraisalanalysistoidentifyproblemsandsolvetheseproblemsbecomeimperativetowork.1CurrentProblemsandPerformanceAssessmentAnalysis1.1pairsofinadequateunderstandingofperformanceappraisal(1)Thattheperformanceappraisalisonlyhumanresourcesmatter.Manyenterprisesbelievethattheperformanceappraisalisperformancemanagementcontent,andperformancemanagementisoneofthefunctionsofhumanresourcemanagement,sothatHRperformanceevaluationisonlyamatter.Corporateexecutivesonlytheinstructionsontheimplementationofperformanceappraisalisnotspecificallyguidance;HumanResourcesfunctionsincommunicationwiththeotherhowtoimprovetheperformanceappraisalcannotbeactivelycooperate.(2)Insufficientunderstandingoftheobjectivesofperformanceappraisal.Manycompaniesnowemphasizetheintroductionofadvancedassessmenttools,andleadershipthattheassessmentisJiangyoufalie,theultimategoalofperformanceappraisalisnotaclearunderstanding.Thefundamentalpurposeofperformanceappraisalistopromotetheeffectivenessandefficiency,improveperformance;performanceevaluationistoimprovethefundamentalpurposeistoworkinaccordancewiththeprovisionsofassessingwhetherthestafftocompletetasks.Thequalityisnotthepurposeofexaminationresults,buttoanalyzethereasons.(3)Thattheperformanceevaluationexistindependently.Althoughperformanceappraisalisanessentialbusinessmanagementcore,butnottoindependentexistence,itneedsasabasisforotherrelatedwork.Thefinalappraisalisjustapartof,andthisassessmentmustbebasedonafewtobeeffectivebasedon:reasonableperformancegoals,clearperformancestandards,performancecounselingandobjectiverecordofperformance,performanceimprovementandemployeeskillsdevelopment.Onlyonthebasisofthesework,performanceevaluationwillbeobjectiveandfairinorderforstafftoaccept,butalsoagreaterpracticalsignificance.1.2Thepurposeofperformanceappraisalisnotclear(1)Goalsettingfuzzy,setduringthelackofeffectivecontrol.Workschedulehassetatargetcolumn,hasaskedeachoftheassessmentsystemmusthaveclearobjectives.Iftheenterprisestoimplementperformanceappraisal,thentheywouldknowexactlywhytheimplementationofperformanceappraisal.However,theactualimplementationpointofview,thecurrentperformanceappraisalofthepurposeofmanycompaniesisnotclear,manycompaniesdonothaveaclearpurposeofperformanceappraisal,andsometimesevenforassessmentandevaluation,businessevaluationappraisalsidebysideandnotfullyclearunderstandingoftheperformanceappraisaljustamanagementtoolinitselfisnotthepurposeofmanagement.Mostenterprisesintheworkscheduleisbasicallyacolumnfilledgoalsettingarecomplete,butthisdoesnotreflecttheworkcompletedthespecificconditions,sothatassessmentcannotstart.(2)Thepurposeoftheenterpriseperformanceappraisali