Plug the power cord of the Ningbo Qiaopu Electric Co., Ltd. carried out a performance appraisal

The purpose of the traditional performance appraisal
Ningbo Qiaopu Electric Co., Ltd. decided to pass the examination to confirm the Executive's performance reached the level of incentive, bonus allocation, raise, transfer, promotion and other human resource management decisions.
Pass the examination is extremely rational use of assessment results (rewards and punishments and treatment adjustments), to motivate employees to work.
But: there are some problems in the theory and practice
Excessive Ningbo Qiaopu Electric Co., Ltd. continuously improve employee performance improvement and capacity depends on the reward system, so the negative impact of performance:
Employees to improve the performance of power from the interests of driven and fear of punishment;
B, over-reliance on the system and weaken the responsibility of the organization managers at all levels to improve performance;
Rely solely on a regular basis, the de facto performance assessment to the neglect of process control and supervision;
D, the role of the manager is wrong with the police, the assessment is to pick the company's employees, thus creating confrontation and conflict between the managers and administrators;
E, just ask the results do not ask process management is not conducive to the culture lack of ability to work and experience of junior employees;
F, when the staff found it impossible to achieve the work standards and give up, give up, or attributed to the outside world and other people;
G and work standards can not be precisely measured, the staff, to avoid responsibility
H, resulting in outstanding performance to resist emotions, making excellent achievements to become the object of attack.