Organizational Performance Assessment-essay代写

留学生essay代写精选范文：“Organizational Performance Assessment”，这篇论文讨论了组织绩效评估。组织中的绩效评估，是一种比较现代化的管理手段，但受自身条件的限制，绩效评估还不能得到大力发展。绩效评估在管理中也有不少问题，比如员工接受度低，评估结果误差较大等，这些问题都难以达到组织绩效改善和战略目标实现的目的。

Performance evaluation deviation is due to the influence of certain inaccuracies caused by the results of subjective and objective factors. Performance assessment process deviation is usually reflected in the performance evaluation of the main factors affecting the formation deviation have performance evaluation index system, the main performance evaluation, performance evaluation methods and performance evaluation procedures. In order to ensure a fair and objective assessment of the performance of proposed corrective measures in four areas of assessment bias, that is, to optimize the construction of evaluation index system, improve subject quality assessment, select the appropriate assessment and monitoring of the assessment process.

By the West the impact of performance evaluation, performance evaluation carried out gradually in different tissues in our country since the 1990s. Performance evaluation as an advanced management tool that provides a basis for the path and improve organizational performance. In fact, all kinds of organizations is limited by their own conditions, performance evaluation is still in the exploratory stage, performance evaluation encountered many problems in practice, the low employee acceptance, it is difficult to assess the results of error greater level of performance and a true reflection of the organization exists the real problem, it is difficult to achieve the purpose of improving organizational performance and achieve strategic objectives.

Performance evaluation of deviation divided by the limitations of human cognitive bias caused by pure and standard deviation caused by human factors. Deviation from the general environment of pure economic, political, cultural, social and other related effects of the deviation in a short time is difficult to eliminate. Performance assessment is a dynamic process, including job and job performance criteria for defining the actual job performance compared with the standard of performance determined in advance, performance feedback interview stage, and that the different stages due to the interference of human factors may affect the actual performance evaluation results, leading to assessment bias.

Deviation of performance evaluation is the difference between the true value and performance assessment, it refers not to the accuracy of the results of the assessment and evaluation purposes by factors unrelated to the cause. Due to the current lack of existing theoretical results of the estimation error, the error generated according to common characteristics, physical metrology, the factors affecting the measurement results are mainly three, i.e. measurement tool, the measurement object and the measurement process. Performance Evaluation of the evaluation index corresponding to evaluate the main object, evaluation methods and evaluation procedures. Since the assessment of passive object, not discussed herein for the time being.

Evaluation index is the foundation and basis for performance evaluation. Scientific performance measures is to ensure effective performance evaluation basis, the maximum to avoid bias and unfair performance by the subjective assessment of personnel formed. Key design evaluation system is a good grasp of evaluation index selection, and performance standards to determine the weight distribution of the three. In practice, assessment, impact assessment index system deviation is mainly reflected in the following three aspects: First, less effective evaluation index. Effectiveness evaluation index refers to the statement of work must be based on the standard, to be able to assess the contents of the entire work of the staff, while also able to exclude from the scope of responsibility of the contents of that assessment indicators neither missing nor overflow. Second, the evaluation index of clarity is not enough. Specific indicators to assess the meaning of certainty and clarity index requirements. Such as "ad quality compliance rate" to mean "acceptable quality advertising as a percentage of advertising have been completed" or "acceptable quality advertising accounted for the ratio of advertising to be completed"; "improving product quality" of such indicators is not specific enough. Third, the evaluation index difference is not obvious. Many managers are simply using some pre-printed some common evaluation criteria, such as "quality of work", "to get along with others circumstances" performance evaluation form. Another example is "performance standards", director of marketing and marketing representatives are designed to be 70%, 90%, than the same design as 90% more science in that team leadership ability, business acumen, decision-making ability is important to director of marketing.

Assessment body means a staff employee performance assessment evaluation. As the performance evaluation is a man of human behavior, influenced by subjective factors assessment body, the evaluation process will always be some mistakes or misconduct, resulting in the deviation of the evaluation results, affect the objectivity and impartiality of their results. Impact assessments subject to assessment bias features: First assessment body misconduct. Since the assessment of body experience, values, emotional tendencies so different, prone to errors in assessment practice follows, such as halo effect, centered trend, strict or lenient tendencies, recency effect, contrast effect, I like effects. One study specifically examined the personality evaluator, score high on this personality characteristic evaluator, "responsibility", tend to make lower-level assessment of their colleagues that they are very strict requirements people; and in "agreeableness" features a high score evaluators tend to make higher grade evaluation, in other words they are more tolerant of people. Second, assess the size of the body. "In the performance evaluation process to assess the scale of the expansion of the body, to assess the degree of deviation of various factors, the greater the chance that the evaluation results often do not accurately reflect the nature of the object property assessment, resulting in a variety of assessment by statistical deviation excluded. " Evaluation is too wide or too narrow body will form the deviation of the evaluation results. In addition, the evaluation should also pay attention to the main structure, complementary in many aspects as possible in age, academic qualifications, ability, experience.

"We must first of its profits." Select the appropriate tool to assess whether or not affect the objectivity of the results. In assessing practice, the use of more mainly in evaluation scales, behaviorally anchored rating scale, alternating sort, forced distribution method, critical incident technique, management by objectives method. Each method has advantages and disadvantages, the key is to do exceed the selected evaluation method, rather than the reverse. Such as forced distribution method can achieve the purpose of survival of the fittest, eliminate substandard performance, staff unable to reach organizational goals, avoid large of central tendency of misunderstanding. However, due to the mandatory distribution method cannot be compared to people in different departments, outstanding sector employees are left to be eliminated than other sectors of the staff better situation may occur, resulting in extrusion and waste of talent, and the method of labor not suitable for intensive junior staff. As another example, key performance method can help evaluators confirm the employee's performance in what is "right" and what is "wrong", it also allows supervisors to evaluate the performance of subordinates sustained, but this is very difficult to sort of employee performance, in terms of pay decisions, the only rely on critical incident technique is not enough.

Performance assessment procedures, refer to the detailed provisions of the various stages of implementation steps from readiness assessment evaluation activities to submit an assessment report, also carried out to assess the specific description of the basic path of work. In general, when conducting performance evaluation group, to go through five steps, each has a different job content, as shown below:

Performance Appraisal interlocking close links, each link will have an impact on the assessment results. Usually Balanced Scorecard and KPI two tools to break down the strategic objectives of the organization, and the gradual implementation of the individual sector level, the first step of misconduct will result in deviation of organizational performance and individual performance of frustration. Again, this sort of data link, if the data collection distortion or inappropriate, then the performance evaluation data-based information cannot be true.

Find problems ultimately to solve the problem. Correction organizational performance evaluation bias, the need to improve and optimize the overall performance evaluation processes, in particular, need to pay attention to the performance evaluation system, evaluation subject, evaluation methods, improve and optimize the assessment procedures. The specific measures are:

Of science and comprehensive evaluation system is accurate and scientifically evaluate organizational performance basis and premise to help members form a correct view of performance. Building performance evaluation index system to handle critical evaluation index selection, and performance standards to determine the weight distribution of the three core issues. The solution is to assess indicators to assess what problems can be divided into performance indicators, the ability to index and attitude indicators based on content. Performance standards refer to the various performance indicators to achieve the extent of the problem, such as for difficult to quantify indicators set to "excellent, good, qualified, unqualified" four performance criteria, is required to determine what the targets to be met. Weight distribution is an important degree of performance indicators in the whole index system, usually expressed as a percentage. Scientific design evaluation system, allowing members of their clear focus and direction, and to guide their work according to the evaluation index system, complete departments and organizational goals while achieving good personal performance, contributed to the achievement of organizational strategy.

Performance evaluation is to assess the main body of the object being evaluated actual work behavior and the results of the evaluation process in the evaluation period. To ensure the impartiality and objectivity of the evaluation results, avoid assessment bias due to the body caused by improper assessment, in the actual assessment work, should pay attention to the following points: First, assess the diversity of subject choice. Any assessment of a particular person has its own specific assessment point of view, it plays an irreplaceable role, but at the same time each single subject also has to assess the limitations are difficult to overcome. Therefore, selecting appropriate assessment body has an important influence on the performance evaluation reduce or eliminate the deviation. In order to ensure the full, effective, and should be evaluated to select the person object consisting of work-related assessment body, usually including superiors, peers, subordinates, employees themselves, as well as core expert assessment of clients. Second is the assessment of body training. Assessment before the start of the evaluation of the main training, allowed to fully understand the evaluation system, especially for difficult to quantify evaluation index reading, pay attention to understand the consistency index, ensure that the assessment body assessing the objectivity; In addition, training teacher training based on professional knowledge and practical experience is important to note the error evaluation practice often remind evaluation subject strengthen prevention, avoid common errors.

Selected embodiments scientific assessment is an important part of performance evaluation. According to "hard" and "soft targets" performance evaluation index of classification methods, evaluation methods corresponding to the quantitative and qualitative methods. The so-called fixed target refers to the statistical data base, by creating a mathematical model to evaluate the results obtained by mathematical means, and can represent the results of the assessment indicators to assess to number. For a fixed target should be the main choice of quantitative and objective review of the method, it is possible to get rid of personal experience and subjective consciousness, with considerable objectivity and reliability. When the process of assessment fixed target, or if necessary to complete the complex variable calculation process, also can make use of data mining tools chop line computer processing and the like, so as to effectively improve the accuracy of performance evaluation.

Soft metrics are difficult to quantify, describe class index. Soft indicators are usually carried out in a manner subjective appraisal, evaluation results depend on assessment of the knowledge and experience to determine the body. Therefore, the assessment needs to be soft targets jointly by multiple assessment body, complement each other and confirm each other, resulting in a more accurate and objective conclusion.

To strengthen the monitoring of the performance evaluation process to assess the performance requirements for the practical implementation of timely follow-up supervision and improve the performance evaluation-related processes and strengthen communication and feedback mechanisms for performance evaluation of the construction of responsibility. Performance evaluation by setting goals, establishing evaluation system, organize data, analyze the process of a series of judgments, the output component. After the performance evaluation process, managers and employees agreed performance targets through communication, first of all need to continue to work performance and work of the staff supervision and management, performance monitoring process to help employees get the final outstanding performance. Secondly, under the ongoing performance communication, to understand the progress of work under the active guidance of subordinates, prevent performance problems that may arise in the implementation process, the performance plan better execution. Once again, strengthen accountability mechanisms. Performance data must be collected from employees usually observed and recorded performance, prevent fraud; performance evaluation program must be open and transparent, establish the appropriate restraint mechanisms that regulate the responsibility, authority, and ultimately ensure a fair assessment of the objective.

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