Pharma supply chain mapping by HS code

List of the contents of this article:

• 1, How should the KPI system in the performance appraisal system be established?
• 2, What's the difference between performance appraisal system and performance appraisal
• 3 、 What are the functions of the performance appraisal system?

How should the KPI system in the performance appraisal system be established?

1. Establish performance appraisalThe steps of the indicator system are as follows: Determine business goals: First of all, clarify the business goals of the enterprise and transform them into measurable specific indicators, such as sales, customer satisfaction, production efficiency, etc. Formulate an index system: according to the business goals and actual situation, formulate an index system that meets the characteristics and needs of the enterprise.

2. Determine the goal of performance evaluation: clarify the purpose and significance of performance evaluation. The consideration is to evaluate employee performance, motivate employees, identify development needs, improve business, etc. Clarifying the goals helps to guide the design of the entire performance appraisal index system.

3. Benchmark method The benchmark method is to select the reference benchmark, analyze all aspects of its operation, find out the gap between the company and the benchmark, and set up a plan to narrow the gap or even exceed the benchmark, so as to obtain KPI indicators.

4. To establish an employee performance appraisal index system, the following steps can be considered: Determine the purpose of performance appraisal: clarify why employee performance appraisal should be carried out, which may include motivating employees, evaluating employee performance, identifying training and development needs, etc. Clarifying the purpose can help clarify the focus and direction of the assessment indicators.

5. It can be seen from the figure that the performance management system is based on perfect work business processes and complete job descriptions, and then achieves employee performance, department performance, system performance and enterprise performance at each level, and finally achieves the strategic goals of the enterprise, from bottom to top, layer by layer.

What's the difference between performance appraisal system and performance appraisal

Performance appraisal is a part of performance management. It is to evaluate the work performance and ability of employees to determine the advantages and shortcomings of employees' work, for employees' career development and enterprise Performance improvement provides useful references.

The difference between effective management and performance appraisal: 1 Performance management is a complete management system, and performance appraisal is only a partial link in the system.2 Performance management focuses on continuous communication and continuous improvement, while performance appraisal is only a judgment and evaluation after the fact.

The methods are different: performance management includes formulating clear performance standards, establishing an effective performance evaluation system, providing targeted training and development opportunities, and establishing an effective incentive mechanism and other methods. Performance appraisal usually adopts a combination of quantitative and qualitative methods, such as quantitative scoring, 360-degree feedback, behavioral event recording, etc.

The difference between performance management and performance appraisal is mainly reflected in the following two points: First, performance management is a complete management process, and performance appraisal is only a link in performance management. Second, performance management focuses on the communication of information and the improvement of performance, while performance appraisal focuses on the identification, judgment and evaluation of performance.

The meaning of performance, performance appraisal and performance management (1) The meaning of performance Performance has rich connotations. Bates and Holton pointed out that "performance is a multi-dimensional construction. The measured factors are different, and the results will be different." Therefore, in order to measure and manage performance, it is necessary to define its concept first.

Different stages: performance management is accompanied by the whole process of management activities, and performance appraisal only occurs at specific stages. Since similar names and purposes are sometimes the same, it is not surprising that it is difficult for some people to distinguish between performance management and performance appraisal.

What are the functions of the performance appraisal system?

An effective performance evaluation systemThe functions are as follows: design evaluation tools, formulate evaluation plans, train evaluators at all levels, and propose countermeasures to handle the evaluation results for the evaluation committee to make decisions. Supervisors at all levels organize employees to write job description reports and conduct self-assessment.

Through the performance appraisal system, we can accurately grasp the weak links of the work and specifically grasp the training needs of employees themselves, so as to formulate practical and effective training plans; performance appraisal is a means of personnel motivation.

The functions of the performance appraisal system are: the desktop menu items require placing some functions commonly used by individual users here, such as personal monthly appraisal form input, personal monthly appraisal form management, personal monthly appraisal form inquiry, etc. The target menu item requires you to view the annual and monthly goals of units and individuals according to different user permissions.

Basic settings: This function is mainly for adding or deleting job categories. ( II) Personnel management The role of personnel management in performance appraisal software is mainly reflected in three aspects: in-service personnel management, outgoing personnel management, and employee change management.

The role of performance evaluation: assessing employees' work performance. Establish an effective performance appraisal system, procedures and methods for the company. Achieve the recognition, understanding and operation of performance evaluation by all employees of the company, especially managers. The promotion of the performance appraisal system. The improvement and enhancement of the company's overall work performance.

The main function of performance management: performance management lays the foundation for the realization of the enterprise's strategic goals. Enhance the effectiveness of enterprise plan management. Provide the driving force for enterprise value creation. An effective tool for building corporate culture.