HR Appraisal Form and Regulations.docx
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HR Appraisal Form and Regulations.docx
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HRAppraisalFormandRegulations
GolfClubAppraisalRegulations(TrialV1.0)
1.Purpose:
Performancemanagementisoneoftheimportantmanagementmeansfortherealizationofcorporatestrategicobjectives.Thepurposeistopromotethecontinuousimprovementandupgradingoforganizationandindividualperformances,soasforgradualimprovementoftheoverallperformanceofthecompany,bysettingupkeyperformanceindicatorsandcommunication,performanceevaluationandfeedback.
2.Scopeofapplication:
thissystemisapplicabletoallpersonnelinGolfClub.
3.Performanceappraisalmode:
Theperformanceevaluationindexisdesignedbasedonthemodecombiningtargetmanagementandstageevaluation,withaquarterlyappraisalperiodandaguidebytargetmanagement.
4.Newemployeeswillcomeintoperformanceassessmentinthenextquarter.Theprobationassessmentresultsarenotrelatedtosalary,butonlyoneofthebasisfortheperformanceevaluationoftheprobationperiod.Thosewithservicedayslessthanamontharenotincludedinthequarterlyperformanceevaluation.
5.ObjectivePrinciple
Performanceevaluationshouldbebasedondefiniteobjectivesandfacts,withitsfocusonemployees’performanceincurrentassessmentperiodinsteadofpastappraisalperiods.Thedataforassessmentshouldbecollectedfromathirdpartyasmanyaspossible.Theassessmentobjectivesshouldbequantifiedandoperable.
6.Openprinciple
Sufficientcommunicationshouldbeimplementedthroughoutthewholeprocessofperformanceevaluation,especiallyongoalsetting,processsupervision,resultassessmentandimprovementadvice,etc..
7.Developingprinciple
Theprincipleistopromotethecontinuousdevelopmentofindividualsandteams,bymeansofconstraintsandcompetitionofperformanceevaluation.Theappraisalofsubordinatesshouldaimatthedevelopmentandimprovementoftheirworkperformanceandability,andberegardedasanimportantpartoftheroutineworkbyassessmentexecutives.
8.Fairprinciple
Assessmenttargetsettingandassessmentresultsneedfullcommunicationbetweenappraiserandappraisee.Appraiseecanfileacomplaintshouldanydisagreementoftheassessmentresultsoccur.
9.Appraisalterminology
1)Appraisalobjectives:
whattoachieveinwhatlevel,e.g.quality,quantity,cost,time,customersatisfaction,etc..Hereinitreferstothekeyperformanceassessment.
2)weightofperformanceevaluationindex:
proportionofeachindex
3)performanceevaluation:
theevaluationofobjectiveachievementaccordingtoappraisalprocedures
4)assessmentcycle:
referstoassessmentofcurrentperiod;quarterlyassessment:
assessmentbasedonaquarter’speriod
10.Classdefinitionofquarterlyperformanceappraisal
Accordingtothedifferentscoresofperformanceevaluation,theresultsofstaffinthesamehierarchylevelaredividedintosixclasses,withthefirstfivelevelsinmandatorydistributionmethod.Theindexandproportionofeachlevelareasbelow:
Class
Proportion
Definition
Remarks
Outstanding(A+)
10%
Obviouslysurpassingconventionalrequirements;andexceedexpectationstoachieveaworkinggoal.
Inprinciple,ascoreof95points(inclusive)canberatedasA+.ExceptExecutivedirector’sspecialinstructions,theproportionofthisclasscanbelowerthan10%,butnothigherthanthat.
Good(A)
10%
surpassingconventionalrequirements;andexceedexpectationstoachieveworkinggoals
Inprinciple,ascoreof88to94canberatedasA.Inadditiontotheexecutivedirectorofthespecialinstructions,ExceptExecutivedirector’sspecialinstructions,theproportionofthisclasscanbelowerthan10%,butnothigherthanthat.
Distinct(B+)
60%
Complywithpositionrequirements;completeworkontimewithqualityandquantity
Inprinciple,ascoreof80-87canberatedasB+.
Average(B)
10%
Basicallyconsistentwithpositiongeneralrequirements,butwithshortcomings;basicachievementofworkinggoals,withsetbacks
Inprinciple,ascoreof70-79canberatedasB.
Bad(C)
10%
Somedistancebehindconventionalrequirementsofpositions,butabletocooperateintaskcompletionduringcriticalmoments
Inprinciple,ascoreof60-69canberatedasC.
Fail(D)
Assessedonactualsituations
Waybehindobjectives,oramajornegligencecommittedduringassessmentperiod
Inprinciple,ascorelessthan60canberatedasD.Thisratingisnotincludedinthemandatoryratingscale.Ifassessmentisneeded,thescaleshouldbeincludedintoclassC.
Remarks:
Thedepartmentwithlessthan5staffcannotbemandatorilydistributedinto5classeseach,thereasonsofwhichneedsspecifying.
11.Methodofquarterlyperformanceevaluation
1)mainmethod:
verticalevaluation,assistantmethod:
horizontalevaluation.Inprinciple,evaluationresultsofeachpositionshouldbemainlybasedontheassessmentofdirectsuperiors,whichcanbeappropriatelyadjustedbyindirectsuperiorswithintheirmanagementrange.
2)Alllevelsofassessmentscoresandclassesshouldbeinitiallyconductedbydirectsupervisors,andapprovedbydepartmenthead.
12.Principleofquarterlyassessmentindex
1)Assessmentindicatorsshouldbedistributedfromtoptobottom.Superior’sindicatorsshouldbedistributedtoseveralsubordinates’index,basedontheactualsituation,theproportionofwhichshouldbebasedondifferentresponsibilities.
2)Itisnotrecommendabletosetagoaleithereasyorhardtoachieve.
3)Evaluationindexshouldbeestablishedinfourdimensionsoffinance,customer,trainingandoperation,intheprincipleofbalancedscores.Positionindexshouldbeestablishedaccordingtodepartmentindexandjobresponsibilities
4)Alllevelsofassessmentindicatorsconsistoffixedindexandpersonalityindicators.Fixedindicatorsshouldbeunifiedbytheadministrativedepartment,andpersonalityindicatorssetbysuperiorsandsubordinates,accordingtotheirownworkresponsibilities.Eachassessmentindexwithinanannualassessmentperiodshallberelativelyfixed,andshallnotbearbitrarilychanged.Ifanychangesareneededonspecialcircumstances,itisnecessarytoreporttosuperiorsforapprovalandtoHRforrecord.
13.Assessmentindicatorsofeachposition
Accordingtothecompanybusinessstrategy,keyresponsibilitiesandassessmentindicatorssettingprinciples,superiorsissuedirectlytheindicators,whicharedistributedintoquarterlyperformanceappraisaltable(Appendix2).Appropriateadjustmentsofindexvalueandpartofpersonalityindexweightcanbemadeonaquarterlybasisaccordingtoactualsituations,andeffectedbyelectronicsignatureoftwoparties.
14.Rightsofperformanceassessment:
rightsofapproval
Appraiseelevels
superior
manager
director
ViceG.M.
G.M.
ExecutiveDirector
Chairman
employee
△
△
◆
supervisor
△
△
◆
vicemanager,manager
△
△
◆
director
△
△
◆
ViceG.M.
△
◆
G.M.
△
◆
Remarks:
△-initialappraisal
◆-approval(scoresandclassesininitialappraisalscanbeadjustedbysuperiorswiththisright.)
15.G.M.istoissueassessmentindicatorsofalldepartmentsbasedonChairmanandExecutiveDirector’sbusinessrequirements.
16.ResponsibilitiesofHRDirector
ToassistGeneralManagertoconducttheperformancemanagementofthecompanyontimeaccordingtothecompany'soverallrequirementsandGeneralManager’sindicators.Toberesponsibleforcollectingandarrangingtheevaluationindexdataineachquarter,andcalculatethecompletionoftheindicatorsaccordingtotheactualperformance.
17.ResponsibilitiesHRDepartment
1)formulationandrevisionofperformanceevaluationsystem.GeneralManageristoissueindicatorsofeachdepartmentandappraisetherationalityofindicators.
2)reviewandcollectionofevaluationresultsofeachdepartment
3)processofcomplaints
4)applicationandarchiveofevaluationresults
18.Appraisee’sresponsibilities
Tocooperatewithsuperiorstoformulateindividualassessmentindicatorsandperformanceevaluationforanappraisalperiod;feedbackonevaluationprocessshouldbeformallychanneled,ifany.
19.Shouldappraiseeshaveanydisagreementonassessmentprocess,theyshouldresorttocommunicationfirst.Ifthatfails,appraiseesareentitledtofileacomplaint(refertoComplaintForminAppendix3)toHRDept.within5workdaysaftergettingappraisalresults
20.HRDepartmentshouldmakeareplyafterreceivingComplaintFormwithin3workingdays.Iftheemployee'scomplaintisestablished,theresultsoftheassessmentshouldbecorrected.
21.Superiorsshouldmaintainapositiveattitudetoemployees’complaints,andneitherobstructionofcomplaintnorrevengeisallowed.Otherwise,onceverified,theywillbeseverelypunished.
22.Applicationofquarterlyappraisalresults
ClassofQuarterlyAppraisal
ReferringFactor
ScoreofAnnualAppraisal
A+
1.4
Annualappraisalfactorisequaltothemultipleof4quarters’appraisalfactors.
A
1.2
Example:
theclassesofquarterlyappraisalfromQ1toQ4areB+,C,A+,B,andthustheannualappraisalfactoris1*0.6*1.4*0.8=0.672
B+
1
B
0.8
C
0.6
D
0
Remarks:
1)Annualappraisalfactorisregardedtobeonethemainbasistocalculateannualsalaryadjustmentandannualbonus.(Thereferringfactorinthetableisprovisional,whichcanbeadjustedaccordingtoannualsalariesofemployeesandannualbonusreports.
2)EmployeeswithquarterlyappraisalclassesincludingA+,AandwithoutCorDhavetheopportunitytogetpromotionoraraise.ThosewithquarterlyappraisalclassesincludingD(1time)orC(2times)canbedegraded.
3)Laborcontrac
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