Positive performance appraisal, reverse examination, clear heart, permanent cure, and empowerment | The company held a mid -2022 cadre debriefing and honesty meeting
Release time：2022-07-11
Cadres are the core trump card and key to the success of an enterprise. On July 8, the company's mid-year cadre debriefing and honesty meeting was successfully held in Wuhan. Wang Hanrong, secretary of the party committee/chairman, company leaders, heads of departments and secondary companies, and representatives of cadres on the Chinese market, technology, production, quality, and management fronts A total of more than 60 people attended the meeting, and the heads of relevant departments and offices of the group attended the meeting.
Twelve heads of secondary companies/departments conducted on-site debriefing on the main work carried out in the first half of the year, the existing deficiencies, the work plan for the second half of the year, and organizational learning and growth. Li CONGYAN, head of the economic responsibility system evaluation team, reported the KPI completion of the debriefing worker 1-5. The participants asked questions and democratic evaluation.
This evaluation presents three major characteristics:
1. two dimensions to evaluate cadres. Adhere to the principle of "positive performance appraisal and reverse examination", and assess the responsibility results and key behavior processes of each responsible person. "Positive performance appraisal" refers to the completion of KPI. "Reverse examination" is the behavior process of realizing KPI. The scoring results of the two dimensions form the cadre's report card, with the score proportion accounting for 50% each.
2. three stages of empowering cadres. "Tracking and guidance stage", the superior pays attention to the subordinate's performance realization process and gives guidance in daily work; "Inventory summary stage", adhere to the debriefing and honesty reporting system, through regular inventory and comparison system for evaluation and incentive; "Communication feedback stage", through feedback stage evaluation results, to promote the next stage to fill the short board, improve beyond.
3. four links to manage cadres. Goal setting, performance counseling, evaluation and communication, and application of results are closely linked to the four links to form closed-loop management of cadres' performance evaluation and incentive. "Goal setting" refers to performance responsibility certificate; "Performance guidance" refers to the management and guidance process of superiors to subordinates; "Evaluation communication" refers to timely feedback of transcripts and communication of results; "Application of results" refers to the implementation of survival of the fittest according to 3:5:2.
This debriefing is not only an inventory of cadres' work in the first half of the year, a refresh of cadres' performance evaluation and incentive methods, but also a practice of cadre culture of "righteousness, responsibility, performance, passion and team. "Those who do not seek changes will succeed, and those who do not seek refuge will enter." I believe that our cadre team will continue to learn, understand and temper, enrich themselves in the busy struggle, improve themselves in practice, and surpass themselves in the practice. It will be able to effectively deal with various complex situations in the process of starting a business, and ensure that the company's high-quality development road is stable and far-reaching.
Cadres, companies, debriefing
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