How to write an annual performance review examine and compare products ?

 

I will explain the parts that you should pay particular attention to when evaluating performance.

Whether you’ve achieved or not achieved your goals, be sure to look back at what the process was like to get there. If you don’t understand the progress, performance evaluation will be difficult to be effective. A concrete self-assessment should give you new insights.

Performance evaluation and promotion are evaluated separately

The results of performance evaluation are mainly used as evaluation indicators such as bonuses. Therefore, it is not directly linked to promotion or salary increase. However, employees think that poor performance evaluation may affect promotion. To maintain motivation, make sure that you understand that the evaluation targets are different. We recommend that you clearly indicate and disseminate the evaluation criteria and evaluation method for the personnel evaluation system in advance.

Material request ranking of the personnel evaluation system

 

Performance evaluation of civil servants and national civil servants

Performance evaluations are adopted by civil servants, especially national civil servants. I will explain how it differs from the operation method of general companies.

Evaluation points for civil servants

In 2009, a personnel evaluation system was introduced for civil servants. As a result, both national and local government employees will evaluate their performance twice a year and their abilities once a year.

The points evaluated in the personnel evaluation are as follows.

■ Performance evaluation

Evaluation of work performance performed after grasping the achievements that the staff has made when performing their duties.

■ Ability evaluation

Evaluation of work performance performed after understanding the abilities that employees have demonstrated in performing their duties.

Performance evaluation and ability evaluation are used to determine the appointment and dismissal of staff and salary. Years of hiring and exam types are not reflected in appointment/dismissal or salary decisions.

Is the performance evaluation not suitable for civil servants?

There are some negative opinions that civil servants, especially national civil servants, cannot be evaluated correctly in performance evaluation. The reason is that the essence of the duties of a civil servant is slightly different from that of a company.

Sales and results are important for companies, but in the case of civil servants, there are some public servants that require results, but the results are not limited to all public servants. There are various types of public affairs, such as those that require processing even with some risk. 

And those that require careful judgment with refraining from prompt processing. Depending on the content of public affairs, it may not be possible to judge the achievement of results or goals, so it is difficult to apply a performance evaluation system to public servants.

As the name implies, performance evaluation is the evaluation of performance, that is, ability. Perform fair personnel evaluations to help improve the motivation of each employee and improve the productivity of the company.

In order to improve the efficiency of performance evaluation and goal management, it is recommended to introduce a personnel evaluation system. Please refer to the following articles for a comparison of prices and features of the latest popular products.

What is performance evaluation (performance review)? How to set goals and items, advantages and disadvantages

What is performance evaluation?

Performance evaluation is a system that evaluates how much a company has contributed to sales and performance in units such as individuals or departments.

In addition, the definition of “performance” to be evaluated is expanding.

Specifically, it covers not only direct profit acquisition by sales positions, but also contributions in the process up to the acquisition, such as technical positions and marketing positions, and contributions in maintaining the organizational structure and improving operational efficiency. is.

Benefits of performance evaluation

What are the benefits of a performance valuation as defined above, and what are the benefits to the company?

In this part, we will explain the merits of performance evaluation in three parts.

1. Increase the productivity of your organization

The first benefit is improved efficiency, or productivity, in the organization.

Performance evaluation is carried out with the goal of quantitative results over a certain period of time, so having goals that lead to evaluation will improve employee motivation and can be expected to improve performance more efficiently.

In addition, improving business performance will create a virtuous cycle for the company, such as further returning to employee motivation.

2. It will be an opportunity to bring out the abilities of employees

The second merit is that when used in combination with a goal management system, it will be an opportunity to bring out the potential of employees.

This is because of the nature of evaluating the quantitative results of performance evaluation, performance evaluation becomes more effective when used in conjunction with a goal management system such as MBO.

Specifically performance is due to the nature of the goal performance management system in which employees independently consider individual goals and determine the goals by reporting them to their superiors, which allows employees to proactively respond to their own goals. It is necessary to turn PDCA, such as what kind of approach should be taken.

This means that you may be able to unlock abilities that you haven’t been able to do before.

By drawing out the potential of employees, there will be merits not only from the perspective of human resource development but also the motivation of individual employees and improvement of the company’s business performance as a concentration.

The following articles provide a recommended performance comparison of the tools needed to maximize the effectiveness of such goal performance management.

Goal performance management tool comparison table Introduction purpose Main function Initial cost Monthly security cooperation service Co: TEAM Comprehensive type Inquiry 1on1 Goal management support Personnel evaluation Inquiry.

Inquiry SlackGoogle Calendar HRBrain Long-term goal operation OKR / MBO1on1 Evaluation inquiry required ¥ 69,800 ~ (Changes depending on the number of people) Double database automatic backup Inquiry required HR-Platform Long-term goal operation MBO evaluation My number management Inquiry required Inquiry required.

 

  I will explain the parts that you should pay particular attention to when evaluating performance. Whether you’ve achieved or not achieved your goals, be sure to look back at what the process was like to get there. If you don’t understand the progress, performance evaluation will be difficult to be effective. A concrete self-assessment…