Most of the year-end assessment mere formality

We are most familiar with the assessment method is the "hastily passing through" as the performance appraisal: Human Resources in accordance with the practice of some staff evaluation forms to all department managers and ask them to the required time fill out.

Before the guidance department managers and the staff will conduct a brief exchange, the staff of the individuals seeking the views of self-assessment. Managers in staff self-assessment on the basis of the individual to fill the evaluation, to the Human Resources Department, completed evaluation work.

There is also a commonly used form of assessment is the "360-degree assessment." Human Resources Department each year will be several forms of the hands of staff, you need to close your manager, colleagues or subordinates for evaluation of the subject every year, the rating was also no major changes. So you on the big difference is not bad to have everyone playing a middle-evaluation a few minutes on end. You know that others will evaluate you, so you in the office has jumped again, to tell every one of my colleagues, gave me complete, I will not Kuidai you.

Examination of all the unsuccessful or have a negative impact, the key lies in enterprises in the year-end assessment did not design the content of assessment, not a good assessment of the planning process, resulting in assessment have become a mere formality and unjust results.

We believe that enterprises in the year-end assessment to take "management differences" and "full management" management methods.