[Weekly Topic] How should we view the practice of setting targets for “assessments”? (Participation +10 Wealth)
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This post was last edited by Guan Gongyu on 2018-9-3 at 10:29. [Weekly Topic] How should we view the practice of setting targets for \"assessments\"? (Participation +10 wealth) 1. The sanitation worker’s monthly salary is 2600, and he was fined 900 for cigarette butts. Setting targets for fines has drawn widespread criticism. A news item published on July 16, 2018, once again attracted considerable attention as expected: the Yuhuazhai Sub-district Office in Xi’an set fine targets for the sanitation workers under its jurisdiction, imposing a fine of one yuan per cigarette butt, with the goal of collecting a total of 180,000 yuan throughout the year. More than 20 sanitation workers on that street face fines of several hundred to over a thousand yuan per month as a result. When the news broke, it was of course condemned by public opinion. Faced with media questions, the relevant officials showed no concern at all. It was only after the district-level management authority established an investigation team that measures were taken overnight to make corrections; the existing assessment methods were suspended, and it was stated that more attention would be paid to the welfare of sanitation workers. II. It is also common for refining and petrochemical companies to set targets for \"evaluation\"; behind each target lies a penalty – ranging from 100 yuan in minor cases to thousands or even tens of thousands of yuan in more serious cases, or even dismissal from the job. 1. This month, 5 people who use smartphones must be identified. 2. In the hygiene assessment, one person must be rated as unqualified. 3. This month, 10 typical cases of illegal operations must be identified. 4. Three employees who are absent from their posts or sleeping at work must be dealt with this week. ....... What other assessments are set by companies? Please leave a message to add more – what other companies have set assessment criteria? Please leave a message to add more – what other companies have set assessment criteria? Please leave comments to add more. III. How should we view the setting of targets for assessment? 1. As those who are subject to assessment at the grassroots level, most of them are front-line employees; they must comply strictly, stay focused, and take it seriously. Sometimes, performance evaluations are just a passing trend; companies that set such targets lack a corporate culture, otherwise this kind of situation wouldn’t occur. 2. As middle managers, those responsible for carrying out leadership evaluation tasks find themselves in a difficult position. There is no assessment; the boss thinks you’re too easy-going. The assessment triggered conflicts between myself and the frontline employees; we became enemies. 3. As the leader who assigns such target assessment tasks. Put positively, it is a strict measure for managing the atmosphere at the grassroots level. Quantitative execution for easy management. To put it bluntly, the management has achieved nothing, failed to establish a corporate culture, lacks trust in frontline employees, and has no effective management techniques! To put it more bluntly, it is an abuse of power and a form of bureaucratic laziness in management. Today’s topic: What kind of performance targets does your company have in place? How do you view such behavior? 1. 【Weekly Topic】Under no circumstances should one take on a deputy role; seriously, it’s so damn frustrating! (Participation +5 wealth) https://bbs.hcbbs.com/thread-2026696-1-1.html (Source: Haichuan Chemical Industry Forum) 2. Chemical industry professionals, do you respect illness? https://bbs.hcbbs.com/thread-2023023-1-1.html (Source: Haichuan Chemical Industry Forum) 3. Is your salary enough to cover your expenses? https://bbs.hcbbs.com/thread-2024312-1-1.html (Source: Haichuan Chemical Industry Forum) 4. Is it advisable to use smartphones for work in refineries? https://bbs.hcbbs.com/thread-2020398-1-1.html (Source: Haichuan Chemical Industry Forum) 5. New ways to improve efficiency by tapping potential – mandatory one-month leave per year! https://bbs.hcbbs.com/thread-2022479-1-1.html (Source: Haichuan Chemical Industry Forum) 6. If someone wants to report their own company for illegally discharging wastewater, should it be supported? https://bbs.hcbbs.com/thread-2019938-1-1.html (Source: Haichuan Chemical Industry Forum Website)
The purpose of evaluation is not merely to impose fines; it is to continuously improve employees’ professional skills and work performance, as well as to enhance their initiative and effectiveness in carrying out tasks. Since it is an evaluation process, it should be based on reality – fines alone are not enough; those who perform well should be rewarded generously! Assessments should not target the employees below; rather, they should focus on managers. It can’t be just a matter of imposing fines; one must consider the employees’ living conditions. If their salary is 2600 per month and they’re fined 900, how are they supposed to make ends meet? The work has been done very well – why set assessment criteria? From the perspective of these lower-level indicators, it shows that managers are incompetent!
I used to work at two chemical companies, where I was assigned to night shifts organized by the production departments. During these shifts, there were performance metrics that had to be met; if those metrics weren’t achieved, one had to punish oneself. This seems to be a common practice in the chemical industry.
These days, there are relatively few actual criteria for assessment; many systems rely on elimination of those in the bottom ranks or imposing fines or penalties on them. Since such management approaches become increasingly difficult to implement once things progress to a certain extent, it’s not easy to identify and target those who are clearly violating rules, which is why such criterion-based systems can no longer be carried out after a while.
Implementing performance management in the workplace and using quantitative assessment methods is not a problem, as long as it fits the nature and characteristics of the job. For example, companies that evaluate workers based on the number of products they produce is a scientific and effective approach to management. Assessments can exist, but there should be no tasks or targets related to fines; so-called quantitative assessments or performance evaluations must not be used to obscure, dilute, or conceal the illegality of such fine-imposing tasks. There is no legal basis for imposing a fine if it cannot be fulfilled.
Our employees are already* used to evaluations; they don’t get upset even when fined. Similarly, I wasn’t annoyed at all when my superior fined me. Sorrow!
If no fines are imposed, where will the leaders’ income come from?
Evaluating based on lower standards, along with a management mindset of distrust, can be effective in the initial stages of management
I think imposing such fines has the opposite effect
Assessment is merely a means, not an end