Ten Tips for Creating a Terrific Appraisal System

绩效考核

绩效评估-面对事实：创建新的绩效评估体系是一项艰巨的任务。

It's even more difficult if the organisation doesn't have a logical, well-tested, step-by-step process to follow in developing their new procedure.

绩效管理与考核

根据我在帮助几十家公司创建实际有效的绩效评估系统方面的经验，这里有十条建议可以帮助任何一家公司创建一个新的绩效评估系统，该系统将提供有用的数据，并得到所有系统用户的热情支持。

一个 - 积极参与最高管理层

Without top management's commitment and visible support, no program can succeed.

最高管理层必须：

Establish strategic plans
确定价值观和核心竞争力
Appoint an appropriate Implementation Team
展示绩效管理的重要性
积极参与这个过程
在管理决策中使用评估结果

二是建立理想体系的标准

Consider the needs of the four stakeholder groups of any appraisal system:

必须评估绩效的评估人员
正在评估其绩效的评估对象
必须管理系统的人力资源专业人员
Senior Management group that must lead the organisation into the future

在一开始就确定他们的期望有助于在系统最终设计时确保他们的支持。

问每个小组：“你需要考虑这个系统的粉碎成功是什么？”不要满足于此。

Three - Appoint an Implementation Team

This task force should be a diagonal slice of both appraisers and appraisees from different levels and functions in the organisation.

实施团队负责完成成功系统的两个主要要求。

首先，制定适当的评估表格，政策和程序。第二（任务经常被忽视）确保成功部署。

Four - Design the Form First

The appraisal form is a lightning rod that will attract everyone's attention. Design the form early and get lots of feedback on it.

不要相信任何人告诉你表格并不重要。他们错了。如果您正在内部设计新表格，请确保它评估两种行为和结果。

Five - Build Your Mission, Vision, Values, and Core Competencies into the Form

Performance appraisal is a means, not an end. The real objective of any performance management system is to make sure that the company's strategic plan and vision and values are communicated and achieved.

应包括所有组织成员的核心能力，描述和评估。

如果你的使命宣言在绩效评估系统中没有清晰可见，那么很可能会导致玩世不恭。

只有当人们持有对他们的责任持着责任时，价值才变得真实。

Six - Assure On-Going Communication

Circulate drafts and invite users to make recommendations.

通过公告和定期更新使开发过程可见。

使用调查，浮动试验气球，请求建议并记住基本原则

"People support what they help create."

培训所有评估人员

Performance appraisal requires a multitude of skills - behavioural observation and discrimination, goal-setting, developing people, confronting unacceptable performance, persuading, problem-solving, planning, etc.

Unless appraiser training is universal and comprehensive, the program won't produce much.

并且不要忽视所有的最重要要求：需要勇气。

八大方向所有的评价对象

The program's purposes and procedures must be explained in advance - and explained enthusiastically - to everyone who will be affected by it.

Specific skills training should be provided if the new performance management procedure requires self-appraisal, multi-rater feedback, upward appraisal, or individual development planning.