Assessortraining

Firstly, “Performance Appraisal” is for deciding the “treatment” to employees, including their salary, promotion, new appointment, development path and etc. Information regarding to employees’ capability, result, contribution and etc within a set period should be grasped well. The purpose of “performance appraisal” is that the value of jobs of everyone are different. It is to give an appropriate evaluation to every individual in order to satisfy everyone’s essential human desires. The evaluation to every employee is expected to be the fairest, and according to the evaluation result, relevant salary increment, incentive and promotion are being expected. Through the accurate grasping of current situation of every employee, analyzing and evaluating it, the development of capability of everyone is proceeded proactively. It is to analyze every employee’s job content and result, and then transfer this result explicitly to that individual in order to let his/her strong points be strengthened and also let his/her insufficiency and weakness be improved.

Then Performance Appraisal System and other related Human Resources Systems are illustrated and explained. Human Resources system is constructed by different kinds of sub-systems. They are “training and development” system; “Job Grading/Promotion” system; “Compensation & Benefit” system & “Job Description” system. Based on corporate mission and aligning with total human resources policy in order to establish a whole organizational picture is very important. Once there is no such process, integration of each sub-system would be difficult to maintain and eventually. Message to employees would become unclear.

The link between evaluation items and mission/business direction is discussed. “Evaluation” based on “Target Setting” is exactly about Management. Evaluation is not only giving a mark, but it is an important mean towards staff development. For achieving a convincing evaluation, appropriate goal setting and daily...