5 Steps For The Ideal Preformance Appraisal Form
每formance Appraisal
如何制定完善的员工绩效评估表。
And getting the form right is essential to effective employee performance management.
绩效管理and Appraisal
传统智慧说，没有完美的员工绩效评估表。
对于如此多的遗憾的鉴定形式，传统智慧几乎看起来很正确。
It's not.
员工绩效评估表格有一个理想的模型。
And getting the form right is essential to有效的员工绩效管理由于评估表格是避雷棒，不仅吸引了每个人的注意力，而且还将组织能源关注最优先事项的问题。
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五个主要评估表格组件
理想的形式有五个关键部件覆盖
- Organisational competencies
- Job competencies
- 主要责任
- Goals and major projects
- Individual achievements and accomplishments
组织和工作能力
员工绩效评估表的前两部分侧重于工作原理，个人达成了成绩的方式。
在这里，我们识别并评估了工作的行为要素。
To start, top management should identify a small number, usually about a half-dozen or so, of the competencies expected from every member of the organisation, regardless of the individual's job or level in the company.
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普遍能力包括
- 客户焦点
- Communication Skills
- 学习和持续改进
- Team Player
- Interpersonal Skills
The other behavioural element of an employee performance appraisal assessed in a perfect form is job-specific competencies.
The talents and skills required for success as a professional individual contributor like a programmer or accountant or engineer aren't identical to those needed for success in a leadership job.
在专业人士的工作中，作为分析思想和成就方向的这种技能可能是不可或缺的，而在领导工作中，可能会更加重视开发和培训人才和人民管理和指挥技巧。
当然，会有重叠 - 技术技能和决策是对两个工作组织重要的能力。
But the ideal employee performance appraisal form will allow for the identification of those competencies that have a high correlation with job success in the specific position the employee holds.
安全肯定会出现在经营者地位的评估表格上;如果员工在销售部门工作，则会更好地评估关系建设。
Organisational competencies and job-specific competencies are the first two elements of an exemplary employee performance appraisal form.
结果组件
That covers the HOW component of the job. Now let's look at the WHAT component - the results the person actually accomplishes.
再次，有两大组成部分：重点就业职责和目标和主要项目。
重点工作职责
第三个要素，重点就业职责，代表了个人工作的主要方面，该职位的大岩石理想地将在写作良好的工作描述中列出。
Got obsolete job descriptions?
No problem.
只需在这部分员工绩效考核表格中提供了太空，为经理和员工识别简单的动词/名词，形成现任工作的最重要的职责或责任：评估患者，保证客户满意度，火车运营商，开发营销计划，卖鞋子等
很少有工作有超过六个重点工作职责。
如果您提出更多，您可能列出了以完成关键责任所执行的次要任务和职责。
目标和主要项目
目标和主要项目代表那些涵盖工作结果方面的其他元素的另一半。
目标是大问题。
它们超出了位置描述中列出的重点工作职责;超出可预测的更便宜/更快/更好的期望。
事实上，真正的目标是变革，他们是有远见的和长期的。
They transform the nature of the position itself. "Keeping the network up and running," for example, is a well-stated key job responsibility.
In comparison, "Developing a system that eliminates network failures," is a formidable goal that will totally alter the nature of a network administrator's job.
除了具体的职位描述职责外，组织中的许多人也会在一年内承担特殊项目或作业。
他们的贡献经常在年度评估中是唯一的。该表格的目标和主要项目也是评估和承认这些捐款的地方。
Get to Grips With Performance Management in Just One Day!
成就与成就
理想员工绩效评估表格的最终因素是研究表明是最重要的。
简要枚举个人最重要的成就和成就。
自20世纪50年代初的原始GE研究以来，研究人员确认增长和发展更多地从建立一个人的独特优势，而不是跨越缺陷的企图。
There's your perfect form: two sections that deal with organisational and job-specific competencies, two more that concentrate on key job responsibilities and goals, and a final summary of the most important things the individual did to further the organisation's mission, vision and values.
When you've got those elements in your form, you've developed a perfect employee performance appraisal form.
This article was contributed by Dick Grote
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