Features of performance appraisal

When asking ordinary people about their perception of the purpose of performance appraisal, the most common answers they hear are "assessing how good this year's performance is" or "ranking and classifying employees", "year-end bonus distribution reference", the above is what most people know performance appraisal .

But for EOI, performance appraisal is not only a tool for evaluating a single individual or a specific group, but further, for EOI, performance appraisal can not only identify which work items are outstanding in employees? Does the performance of work items need to be improved? We pay more attention to the whole process of assessment. As employees who are important stakeholders of the company, the company can understand the issues that employees pay attention to [ such as: work results, education and training, career, development, reform opinions, other ... etc. ] , through a series of performance appraisal activities, to achieve effective communication with stakeholders on performance appraisal, so that EOI continues to maintain a high degree of competitiveness and performance management with clear rewards and punishments.

The concept of performance appraisal

In the practice of EOI performance appraisal activities, the company's senior managers will first interview and communicate with employees about the previous performance activities, and then collect important issues for discussion and evaluation. The purpose is to make the entire performance activities meet the company, supervisors and employees. For the items of concern, then hold a briefing meeting with the department head to reconfirm that each assessment item and procedure can meet the performance assessment topics agreed by the company, supervisors and employees. Since then, the performance appraisal form has been "tailored" into an appraisal form that meets the expectations of the company, supervisors and employees , and performance appraisal has been officially launched.

When the assessment form is delivered to each colleague to fill out, employees will express their [work results] for the company, supervisors, and colleagues through self-assessment and self-reflection to reveal their deficiencies. In the process, clearly express the needs of [company management], [personal career development] and [professional training], and then give employees a formal written response and face-to-face performance communication through the evaluation of department heads and senior managers. Between the company and its employees, both parties will reach a consensus as the direction of improvement or efforts for both parties in the future.

performance appraisal feedback

For a company like EOI, which takes "sustainable development" as its business philosophy, it exists for the common progress of [the company and its employees], not just for the planning of the compensation system; Its fundamental purpose is to improve organizational efficiency and employees' performance capabilities, so as to promote the competitiveness of enterprises, so that both the company and employees can jointly focus on the company's business goals and final results, and continue to maintain communication and improvement.

This series of complete and effective performance appraisal process has become a direct bridge between employees and the company's goals. Through this bridge, a "win-win situation between the company and employees" is realized: the company wins business results, and can more actively give back to shareholders, employees, Society; and employees win opportunities for self-growth and career development, and then realize the business environment of "sustainable development".