Workplace Skills Competition
Being clear about the necessity and importance of job evaluation does not mean that it will be evaluated.
When we talk about job evaluation, we are not evaluating the appraiser from the perspective of HR as the basis for some decisions. Rather, from the perspective of individual people in the workplace, how to use good evaluation, improve themselves, and their own work in their work.
What does an effective assessment look like in the workplace?
Use a relatively fair ruler to measure the real situation. Whether the result is good or bad is not anyone's casual remarks, but a solid basis for support. Wherever you put it, it can stand. In order to do this, it is necessary to reorganize the assessment itself.
First, be clear about the objectives of the assessment. Although in general terms, evaluation is all about finding problems and solving them. But each assessment, in terms of specific goals, will still be different. For example, sometimes in order to find an existing problem, it is necessary to review the details of the process. Sometimes, in order to further unlock value and increase impact, it is important to focus on evaluating the results. Sometimes, if you need to cultivate people from it, you need to pay attention to people's performance. Depending on the objective, the assessment has its own focus.
Second, identify the object of the assessment. What exactly are we evaluating?Is it to evaluate the matter, or to evaluate the person, or to evaluate the existing solution?Many times, we are evaluating, but we don't even think about what we want to evaluate. Therefore, when it is often a topic, it is arbitrarily extended and digressed. It was supposed to be a discussion about how well this thing was done. As he spoke, he began to comment on the people who did the work and the people involved. In the end, it became a meeting of criticism of a certain person.
Third, the subject of the assessment should be limited. In other words, by whom?Not everyone is qualified and capable of evaluating something. We have to limit who will do the assessment. Some irrelevant people, who have neither understanding nor interest in this, have no point in letting them evaluate. Do you listen or don't you listen to people's nonsense?
Fourth, consistent evaluation criteria. To evaluate this ruler, you must be objective enough to measure the real situation. Different people evaluate and take out the ruler, and they can't talk about the short and long, but agree on the standard. On the one hand, everyone's perception of work should not be too far apart. On the other hand, the setting of standards should be quantified as much as possible. When looking under the mustard tree, even if it can't be quantified, it is necessary to minimize the space for ambiguity. Also, take it out before the assessment to confirm consistency.
Fifth, the right timing of the assessment. Usually, at the end of a stage of work, an evaluation can be carried out. However, how to divide this stage also needs to consider many practical issues, such as the schedule of the work, the degree of difficulty, and the participation of personnel. If the timing is wrong, the assessment may be too thin or too burdensome, affecting the effectiveness of the assessment. For more important things, it may be necessary to subdivide the stages and conduct more frequent assessments. Some jobs, quarterly or annual evaluations, are sufficient.
In addition, we can also try to "pre-assess" if conditions allow. Based on the existing settings, evaluate the possible results in advance. This allows you to identify problems before they occur and adjust subsequent actions.
Clear assessment objectives, determine the assessment object, limit the assessment subject, add consistent standards, and the right time. After sorting it out, the assessment is not so difficult.
At this point, we might as well evaluate whether our previous work evaluation is effective
It's not easy to be original, but you'll be happy when you see it. **Authorization is required. If you don't want to miss the interesting chat in the workplace, pay attention to: "Under the Mustard Tree", gossip about the workplace, north, south, east and west.