The company held performance appraisal implementation plan design explanation training

Release time：

2011-11-22 00:00

Source：

On the afternoon of November 17, the company held a performance appraisal program design explanation training in the fourth meeting room. More than 100 members of the project leadership team, implementation team members and staff, and all middle-level cadres participated in the training. The training was delivered by Mr. Zou Zhiqiang, the external project manager. Chen Yong, deputy leader of the project team, presided over the training and summarized the preliminary work. The project team leader Yang Wanjia attended the meeting and made an important speech.

Mr. Zou Zhiqiang, the project manager, explained how to design the performance appraisal plan, and conducted interactive training using the key indicators formulated by the supply department and the composite plant as cases.

Chen Yong, deputy leader of the project team, summarized the previous work and put forward five requirements in conjunction with the extraction of key indicators. One is to formulate indicators to be specific and clear. Second, the indicators must be quantifiable. Third, the index value should be achievable through a certain amount of effort, not too high or too low. The fourth is to conduct top-down and bottom-up communication before determining the indicators to ensure the operability of the indicators. Fifth, the indicator value must be time-limited.

Project team leader Yang Wanjia delivered an important speech. He pointed out that leading cadres at all levels, especially unit leaders, must fully understand the importance of human resource management and the establishment of a qualification system, and must not feel good about themselves. The purpose of the company's establishment of this system is to let everyone find a runway that suits them. He further emphasized that appraisal is a means to test work performance and effectiveness. All departments must combine actual conditions to formulate key indicators that are simple, feasible, operable, quantifiable, and scientific. He further requested that all units must implement the top-ranking responsibility system, formulate learning and promotion plans for each position as soon as possible, formulate KPI indicators for each department and position in accordance with the time limit, and educate and guide all employees to spend more time on leisure and entertainment. Used for learning and improving work ability and quality.