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How to effectively implement the performance appraisal of water management units

Author: LiuQiuJuan From: www.yourpaper.net Posted: 2010-05-27 19:26:05 Read:
Abstract: an analysis of some problems in the current staff appraisal of water management units, combined with the Gold River Watershed Management in the implementation of performance appraisal practice, think the staff performance appraisal index should be based on their post description of duties, the quantified assessment indexes, refinement, dig out the real purpose of assessment.The implementation of the performance appraisal plays a certain reference role for the whole water units.
Keywords: conduit unit performance appraisal of

The Xinjiang Uygur Autonomous Region institution staff assessment is from the year one nine nine five the full implementation of the.The establishment of standardized institutions of staff appraisal system, is an important measure for the reform of the personnel system, but also an important content of scientific personnel management, legalization.Current institutions of post setting management implementation work, the full implementation of the employment system, at the same time, the establishment of a sound system of post performance appraisal management, assessment, evaluation of staff to perform regular job responsibilities, assessment and evaluation results as the staff to adjust the position, job promotion rank and an important basis for the distribution of wages.Full description of performance appraisal plays a very important role for the implementation of this system, has become an important part of the personnel system reform of the whole more than 200 conduit unit.

There are 1 conduit unit assessment of the problem of

Institutions of staff appraisal in 14 years of practice, to explore, to play a positive role.But there are still many problems worth noting: because the statute itself more qualitative aspects, and the properties of pipe work unit and not quantitative, quantitative and refinement is not enough, also causes some operational aspects, many of the disadvantages and problems gradually exposed.
An annual examination and no real attention and play its role.The weakest link units, because the evaluation index limit, about 85% employees are qualified grade, there is almost no examination unqualified phenomenon.Workers "equalitarianism, dry do more less alike, and does not do the same".Caused the evaluation always formalism and the word.
Two is too general and difficult to grasp the assessment content, assessment standard is not specific enough, difficult to quantify.In Germany, can, attendance, performance is not specific and quantitative, no clear job responsibilities, work standards, job objectives, assessment in fact there is a certain degree of "blind spots".
Three evaluation simply understood as the year-end assessment, the final.Not well combined with the year-end appraisal and assessment at ordinary times or key events, assessment organization members by the assessment by the year-end report scoring, prone to "impression" and "interpersonal relations."Assessment is not comprehensive, the enthusiasm of the assessment by the blow.
The four autonomous regions in 1998 promulgated the "institutions 3% early (leapfrog) promotion post wage grades" policy, indeed for professional and technical personnel have made outstanding contributions to the stimulation.For staff assessment for three consecutive years of excellent early promotion salary grade, in the actual operation process, appear "rotation" phenomenon, will be the three consecutive annual assessment of elite, to carry out distribution between the assessment; even some people don't consider the performance, with the relationship, to take three years of excellent.Lost inspiration and encouragement effect.
Each of the five conduit unit organization are divided into several organs and units, between units, organizations and grass-roots unit of the nature and the content have some difference, but in the assessment unit under the unified with a ruler, a standard evaluation, lack of scientific, implementation and lack of vitality, is not conducive to the enthusiasm the mobilization of workers, not reflect the true meaning of evaluation.

2 performance evaluation in the practical application of

Performance appraisal is the value of the assessment, especially evaluation excellent grades, reached the top, top, top energy gap "effect, is given to those who work in the outstanding performance of staff fully affirmed at the same time, further mobilize the enthusiasm of the people for advanced, therefore, to performance, should be an important principle of performance assessment work.It not only can effectively overcome the "good old", "rotation" and other negative practices, and make the evaluation result more reasonable, and promote the development of the assessment work.
Gold River Basin Management Office in recent years through continuous exploration and operation, staff appraisal work gradually perfect, scientific, effectively promoted the work.
The establishment of evaluation system.In the "Interim Provisions" macro guidance institutions of staff assessment, combined with the water industry characteristics, nature of work, to develop in line with their own needs assessment system.One is to establish "job description", defined the responsibilities and working standard.Do a post the book, have responsibilities, employees will know what to do, for what things; have work standards, staff know to what degree is good.Two is the establishment of assessment leading group.Assessment team level step by step from top to bottom, to ensure that the evaluation result fair, fair, the appraisal team member of staff representatives accounted for the proportion of 1/3, make the assessment to be satisfied.Promotes between units and units, staff and staff of mutual learning, mutual promotion; three is composed of institutions and grass-roots unit with the unit level, division of quantification assessment content refinement, promulgated the "organ of general staff assessment methods" and each basic unit staff assessment methods, and the employees of the unit to discuss the implementation after.Two innovative forms of assessment, and strive to assess effectiveness of
The assessment content to refine, quantify
according to job responsibilities to
An objective and fair evaluation results from the evaluation methods and on the basis of an objective and fair, and conduit unit of assessment can only have two: one is the legal basis, this is "institutions of staff assessment Provisional Regulations", another is the actual performance of the duties.How to compare the two objective and fair, so as to make an objective and fair results, which is the key work, to make them realize the objective and fair, on one hand to certain terms quantify "provisions" of the unit, is according to the characteristics of the industry, working quality, in accordance with the "Regulations" the spiritual essence, the the principled stipulation quantify for convenient operation standard; on the other hand, in the job specification quantify responsibilities, according to the specific job responsibilities and content, formulate the standard system more convenient, on this basis, to each person to fulfill their duties were compared with the standard, and objectively determine the grades of the assessment, such problems can be smoothly done or easily solved many problems, and the.If not first will these two aspects of quantization and refinement, but the general investigation and evaluation, it is easy to break away from specific job responsibilities, in fact there is no qualified unqualified, no good no good.
The assessment content refinement quantization according to the responsibilities of different distinguish
For simple extensive way past examination, take fine, multi-level evaluation methods.The different management post, technical post and ground workers skills, classification management, classification assessment, make up for the shortcomings in the previous assessment of the.According to the "Germany, can, diligent, accomplishment" four elements of different positions have different duties, in accordance with the requirements of the job performance as the focus of the examination, to determine a reasonable proportion of the four elements, the assessment content more rich pertinence."De" mainly refers to the political, ideological and occupation moral performance.All need to any person, make the first assessment of political thought, regardless of any position of the "de" content is to support the leadership of the party, and obey the command, dedication.But to have leadership positions in the people, in addition to the above conditions, but also to see whether they have a certain level of political theory, whether consciously firmly implement the party's line and policies."To" the evaluation mainly refers to the actual work ability.Study on a person's ability to work, apparently to be around their job performance and job requirements of.Different positions have different requirements.Can't take the leading,
Middle-level cadres and cadres, the ground workers skills of junior and senior workers than.As long as can be competent for the current position, to the successful completion of tasks, we can judge the completely have the ability to do a good job."So evaluation industrious", different position is different for diligence requirements.Can not be simply interpreted as every day on time attendance.There are no fixed place, like a driver; others work "all-weather", as the basic unit of measurement of water distribution personnel.The key here is the fulfillment of its responsibilities together, mainly to see whether it was assiduous in his duties."Achievement" the evaluation more inseparable from the job responsibilities.Results are obtained in practical work, left the post responsibility appraisal work performance will appear deviation."Performance" refers to performance, is the comprehensive embodiment of Germany, can, diligence, focus and appraisal, directly related to the assessment order
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