The One Behind It All Chapter 56

How to formulate assessment indicators for functional departments while being as fair as possible? How to ensure the smooth implementation of the assessment of functional departments? Some of Huawei's practices may provide some inspiration.

Huawei also initially went through a "chaotic period" in performance appraisal, with the human resources department having no real performance appraisal. At that time, the human resources staff only focused on whether they had filled the company's job vacancies in a timely manner, and basically did not take into account assessment indicators such as recruitment success rate and turnover rate of newly hired employees. The qualitative assessment indicators made the human resources staff have little control over the assessment results. indifferent. This "confused working state" has been complained: "The promotion space and year-end rewards of my colleagues and I seem to be more based on the mood of the boss." Human resources staff are eager to receive it at the end of the year like the business department. A clear performance review sheet. In this way, Huawei groped for self-change in ignorance and turned this desire into reality.

Around 2001, Huawei refined its human resources work indicators with reference to the advanced assessment systems of some well-known companies, and began to include clear descriptions of work tasks in its mission books.

At Huawei, at the beginning of each year, each employee needs to set a performance goal, and then his direct supervisor will provide irregular coaching and adjustments based on this goal. Examine the completion of goals and existing problems, conduct reviews and feedback in June and July in the middle of the year, and finally conduct evaluations at the end of the year, and link performance results with the incentive mechanism.

In Huawei's assessment processing, collective assessment and individual assessment are both unified and separated. For example, in the national office evaluation, the Hangzhou office received a low evaluation of "C", then the individual in the office will be affected by the assessment grade, and the overall evaluation level will drop, but it does not prevent good performance. individuals are still highly rated, and the two are well balanced.