What is the content of the performance plan?

Question 1: Briefly describe the content of a good performance plan. Usually, a good performance plan should include the following:

(1) What kind of work objectives should employees achieve during this assessment period?

(2) What is the result of achieving the goal? What are the arrangements for the deadline?

(3) How to evaluate whether these results are good or bad?

(4) How to collect information about employees' work achievements?

Question 2: What complete performance appraisal systems does performance management include: 1, performance index system 2, appraisal operation system 3, and result feedback system?

1. Performance indicator system design: 1. According to the requirements of strategic objectives, the KPI (key performance indicator) at the enterprise level is designed, and then the key performance indicator of the enterprise is decomposed into departments and posts by various methods and technologies. 2. According to the contents of the job description, design the PRI (post responsibility index) of each department and post. 3. According to the competency model of each position, the PCI (post competency index) of each position is designed. 4. Design work attitude indicators of all kinds of personnel according to different positions. Improve the performance index system of the whole enterprise by constructing Chu.

Second, the evaluation operation system: 1, the establishment of evaluation institutions. 2. Design evaluation methods and related evaluation work. 3. Design of evaluation process.

Third, the result feedback system system: 1, the performance appraisal results are combined with the salary. 2. Targeted training.

Question 3: What are the contents of employee performance appraisal? Contents of employee performance appraisal

working attitude

1 seldom late, leave early and be absent, and have a serious work attitude.

Never run away or get tired of work.

3 agile and efficient.

4 obey the instructions of superiors.

Report to the superior in time and correctly.

basic capacity

6. Be proficient in the work content and have the ability to handle affairs.

7 master the main points of personal work

Be good at planning the steps of work and actively prepare.

9. Strictly abide by the principles of reporting, liaison and consultation.

Finish the work within the specified time.

Vocational skills

1 1 works error-free and fast.

12 excellent ability to handle things, right?

13 is diligent in sorting out, rectifying and checking his own work.

14 do your job well.

15 can complete new work independently and correctly.

conscientiousness

16 has a strong sense of responsibility and really completes the delivered work.

17 As a member of the organization, I dare to face even the most difficult work.

18 Try to handle things carefully to avoid making mistakes.

19 predicts the preventive nature of faults and puts forward preventive countermeasures.

Do things calmly and never get emotional.

harmonious

2 1 Cooperate with colleagues and work in harmony.

Attach importance to coordination with colleagues in other departments.

Willing to help colleagues at work

Actively participate in the activities organized by the company.

Self-inspiration

Review your own strength and learn new industry knowledge and vocational skills.

Look at yourself and the company's future with a broad vision.

Can you listen to others' suggestions and opinions with an open mind and correct your own shortcomings?

Show enthusiasm and upward mental state, and don't pour out your work dissatisfaction.

Even if it is extra work, I sometimes put forward ideas and suggestions.

30. Set work goals with a long-term vision and put them into practice.

The above text is taken from the relevant text in the column "Assessment and Reward System" of China Text Library. If you need more relevant texts, please look them up in this column.

wenben 1 14/down dir . ASP？ ClassID= 184

......& gt& gt

Question 4: What is a performance plan? What are the principles for making a performance plan? Performance plan is a process of communication between the assessed and the evaluator on the job performance that employees should achieve. The result of communication is a formal written agreement, that is, performance plan and evaluation form, which is an internal agreement signed by both parties on the basis of clarifying responsibilities, rights and interests. The design of performance plan starts from the top of the company, decomposes performance objectives into subsidiaries and departments at all levels, and finally implements them to individuals. For each subsidiary, this step is the business performance planning process, while for employees, it is the performance planning process.

Whether for the company's business performance plan or the employee's performance plan, we should pay attention to the following principles when formulating the performance plan.

1, value-driven principle

It should be consistent with the purpose of enhancing the company's value and pursuing the maximization of shareholders' return, and highlight the corporate culture with value creation as the core.

2, the principle of process systematization

It is closely connected with management procedures such as strategic planning, capital planning, operating budget planning and human resource management, and is used in an auxiliary way.

3, the principle of consistency

The ultimate goal of making performance plan is to ensure the realization of the company's overall development strategy and annual production and operation objectives. Therefore, in the selection of assessment content and the determination of index value, we must closely focus on the company's development goals and decompose, design and select from top to bottom.

4, the principle of highlighting the key points

The more job responsibilities employees have, the more corresponding work results they will have. However, when setting key performance indicators and work objectives, we should not cover all aspects, but highlight the key points and choose those performance indicators and work objectives that are more relevant to the company's value and more closely integrated with job responsibilities, rather than the concretization of the whole work process.

5. Feasibility principle

Key performance indicators and work objectives must be within the control of employees' rights and responsibilities, that is, they must be consistent with employees' rights and responsibilities, otherwise it will be difficult to achieve the goals and tasks required by the performance plan. At the same time, the set goals should be challenging and arduous, but they can be achieved. The goal is too high, impossible to achieve and not inspiring; Too low is not conducive to the growth of company performance. In addition, in the whole process of performance planning, we should seriously study advanced management experience, solve the obstacles encountered in implementation in combination with the actual situation of the company, and make the key performance indicators and work objectives close to reality and practical.

6, the principle of full participation

In the design process of performance plan, we must actively strive for and adhere to the participation of employees, managers at all levels and management. This kind of participation can expose the potential conflicts of interests of all parties, and it is also convenient to solve these conflicts through some policy procedures, thus ensuring that the performance plan is made more scientific and reasonable.

7, the principle of full incentive

Make the assessment results closely linked to the incentive mechanism such as non-material rewards and punishments, improve the proportion of outstanding performers to others' salaries, break the egalitarianism in distribution, reward the excellent and punish the poor, reward the diligent and punish the lazy, encourage the advanced and spur the backward, and create a corporate culture with outstanding performance.

8. Principle of objectivity and impartiality

It is necessary to maintain the transparency of performance, implement frank, fair and cross-organizational performance evaluation and communication, and evaluate performance systematically and objectively. For employees with basically the same nature and difficulty of work, the setting of performance standards should be kept roughly the same, so as to ensure fair assessment process, accurate assessment conclusion and fair and reasonable rewards and punishments.

9, the principle of comprehensive balance

Performance planning is the only means to evaluate the overall job responsibilities of the post, so it is necessary to reasonably allocate the evaluation content and weight of key performance indicators and work objectives in order to achieve a reasonable measure of all important responsibilities of the post.

10, working characteristics principle

Different from the salary system, each position has a performance plan, and one of the primary design ideas of the salary system is to divide different positions into a limited rank system. Therefore, the characteristics of similar but different positions are completely reflected by the performance management system. This requires that the content, form and target setting of performance plan should fully consider the respective characteristics and * * * situation of similar positions in different businesses and departments. ...& gt& gt

Question 5: What aspects does performance management include? The so-called performance management refers to the continuous cycle process in which managers at all levels make performance plans, implement performance coaching, evaluate performance, conduct performance feedback interviews and improve performance targets for departments and employees at all levels in order to achieve organizational goals. The purpose of performance management is to continuously improve the performance of organizations and individuals.

Question 6: What is the content of performance management and the basic process of performance appraisal?

1, performance diagnosis and evaluation (management diagnosis, performance research)

2. Determination of performance objectives (business plan and work plan)

3. Performance management scheme (design and adjustment)

4, performance evaluation and analysis (training, simulation implementation)

5. Improvement of performance coaching (improvement of low performance problems)

6, performance appraisal implementation (organization)

Question 7: What are the contents of performance pay? First, the main forms of performance pay

1, hourly wage. It is a form of salary that pays labor remuneration according to the unit time wage standard and the actual working hours of workers. There are common hourly wages, daily wages and monthly wages in China.

2. Piece rate. It is a form of salary that pays labor remuneration according to the quantity or workload of qualified products produced by workers and the piece-rate unit price specified in advance. Piece rate is the conversion form of hourly wage.

3. Bonus. It is a material reward to give workers excessive labor remuneration and increase income and reduce expenditure. There are monthly awards, quarterly awards and annual awards; Recurring bonus and one-time bonus; Comprehensive award and individual award.

4. Allowance. Under special conditions, it is a form of wage that gives material compensation to workers for extra labor consumption or extra expenses. Mainly: post allowance, health care allowance, technical allowance, etc.

5. Subsidies. This is a form of salary paid to workers to ensure that their living standards are not affected by special factors. It is not directly related to the labor of laborers, and its distribution is mainly based on relevant national policies and regulations, such as price subsidies and living allowances in remote areas.

6. Wages under special circumstances. It is a form of paying wages to workers under abnormal working conditions. It mainly includes: overtime pay, personal leave, sick leave, marriage leave, family leave and other wages, as well as wages during the performance of national and social obligations.

Second, the common forms of employee performance pay

Employee performance can be divided into individual performance and team performance, and the corresponding performance pay can also be divided into two modes: individual performance pay and collective performance pay.

Personal performance pay is to give labor remuneration according to personal performance level, emphasizing the reward of personal work performance and giving differentiated pay. Its typical forms mainly include planned reward, performance salary increase and bonus plan. In practice, this salary system based on personal performance can effectively promote the enthusiasm, creativity and initiative of employees. Therefore, it has been adopted by many enterprises at home and abroad.

As an incentive model to support teamwork, collective performance pay strictly refers to the implementation of performance pay that is not based on employees' individual performance and aims to affect employees' salary. In practice, enterprises generally implement the collective performance pay model at the team level or the whole enterprise level.

Third, the main forms of year-end performance pay

1, performance bonus

This is a variable bonus. According to the individual's annual performance appraisal results and the company's performance, it reflects the difference in the proportion and amount of performance bonuses. Under normal circumstances, the payment rules are open, such as how many months of basic salary is equivalent to a certain level of targetbonus (that is, personal performance and company performance are bonuses when achieving goals) (and the higher the level, the higher the proportion of bonuses in total income), but as for the performance appraisal results of each person, each enterprise handles them differently, some are open to all employees and some are not.

2. Red envelopes

Generally, the boss has the final say, and there are no fixed rules. It may depend on the intimacy between the employee and the boss, the boss's impression, qualifications and contribution to the employee. Usually not public. Private enterprises are common. Most Asian businessmen use the second method, and some employees can also get red envelopes.

3. Others

In addition to paying cash, some companies also include travel incentives, gift insurance, car stickers, room stickers and so on.

No matter which way the enterprise issues the year-end bonus, there is a principle of * * *, that is, the year-end bonus should not only safeguard the enterprise's own interests, but also take into account the psychological expectations of employees. Only by giving consideration to both can the year-end bonus be distributed fairly, which can play the role of reward and incentive and lay a good foundation for the company's operation in the second year. Near the end of the year, the bonus payment scheme should not be considered. When making the company plan at the beginning of the year, the corresponding systems such as assessment indicators, assessment methods and payment rules should be formulated at the end of the year.

Question 8: What is the main content of performance management? First, the concept of performance management:

In order to realize the development strategy and goal of the organization, the scientific method is adopted to comprehensively monitor, assess, analyze and evaluate the work performance, behavior and labor attitude of employees, fully mobilize the enthusiasm, initiative and creativity of employees, continuously improve the behavior of employees and organizations, improve their quality and tap their potential.

Second, performance management is to improve performance through the continuous business management cycle between managers and employees, and the means adopted is PDCA cycle:

Performance plan—

Activities: Work with employees to determine performance goals, development goals and action plans.

Time: performance period begins

Performance implementation and management—

Activities: observation, recording, summary, feedback, discussion, guidance and suggestions.

Time: Performance Period

Performance evaluation—

Activity: Evaluate employee performance results.

Time: end of performance period

Performance feedback interview-

Activity: The supervisor discusses the evaluation results with the employees.

Time: end of performance period

Question 9: What are the main contents of the performance improvement plan? 10 performance improvement refers to the process of identifying the deficiencies and gaps in the performance of organizations or employees, finding out the reasons, formulating and implementing targeted improvement plans and strategies, and constantly improving the competitive advantages of enterprises and employees. Main contents: (1) areas to be improved; (2) the reasons for the development of these aspects; (3) Current level and expected level; (4) ways to develop these aspects; (5) Set a deadline for completing the goal.

Question 10: What does the performance management system include? The so-called performance management refers to the work carried out by managers and employees at all levels in order to achieve organizational goals. This is a continuous cycle process, including performance planning, performance coaching and communication, performance evaluation, efficiency incentive and evaluation application.

In the whole process of performance management, performance communication runs through.

The main contents of performance management include:

Performance plan: the superior and the subordinate discuss the work plan and objectives together and reach an agreement.

Performance coaching communication: the superior coaches the subordinates to complete the work and keep the communication smooth.

Performance evaluation and feedback: superiors and subordinates evaluate the work completion and give targeted feedback and suggestions to help subordinates improve their performance.

Performance incentive and application of assessment results: motivate employees according to performance and carry out in-depth development of human resources application.