{"id":47265,"date":"2025-07-21T14:49:14","date_gmt":"2025-07-21T07:49:14","guid":{"rendered":"https:\/\/lacviet.vn\/?p=47265"},"modified":"2026-03-20T13:14:03","modified_gmt":"2026-03-20T06:14:03","slug":"tieu-chi-danh-gia-nhan-vien","status":"publish","type":"post","link":"https:\/\/lacviet.vn\/en\/tieu-chi-danh-gia-nhan-vien\/","title":{"rendered":"6 criteria for evaluating employee standards help increase productivity by 30%"},"content":{"rendered":"

The process can be digitized, tools can automate, but hr is still the factors that determine the level of success of any improvement operation. To really effective in the system of the enterprise is forced to have a set of criteria for evaluating employees clear, fair, is measurable.<\/span><\/p>\n

The evaluation of personnel based in feelings or subjective experience is no longer suitable when the business moved the model number of goods. Systematize the evaluation criteria not only help managers take the right decision, but also motivate employees, continuous improvement, sticking with organizational goals.\u00a0<\/span><\/p>\n

A study by PwC 2023 shows: \u201c84% of organizations are in the process of digitizing process has significantly improved employee performance thanks to the integrated evaluation criteria of transparency, based on data systems.\u201d So <\/span>criteria for evaluating employees<\/b> what is? How to build the system criteria in accordance with a business are construction process number? Let's analyze the details in the article below.<\/span><\/p>\n

1. Criteria for evaluating employees is what?<\/h2>\n

Defined by angles modern management<\/h3>\n

Criteria for evaluating employees is the set of indicators, standards or specific behavior is designed to measure the level of work efficiency, the contribution, the suitability of a staff with the common goal of the organization.<\/span><\/p>\n

In the operating environment of these criteria no longer stop at the index output as \u201cfinish the job properly the term\u201d or \u201cachieve sales how much\u201d, which must extend to other aspects such as:<\/span><\/p>\n

    \n
  • The level of compliance with process number<\/span><\/li>\n
  • Ability to adapt new technology<\/span><\/li>\n
  • Contribute to process improvements, automation<\/span><\/li>\n<\/ul>\n

    Distinguish between evaluation criteria, KPI and OKR<\/h3>\n\n\n\n\n\n\n
    Ingredients<\/b><\/td>\nThe main objective<\/b><\/td>\nFor example<\/b><\/td>\n<\/tr>\n
    Evaluation criteria<\/span><\/td>\nOverall rating behavior, the work efficiency<\/span><\/td>\nThe level of compliance processes, ability to learn<\/span><\/td>\n<\/tr>\n
    KPI<\/span><\/td>\nMeasure the performance of specific work<\/span><\/td>\nThe rate of complete orders timely<\/span><\/td>\n<\/tr>\n
    OKR<\/span><\/td>\nAims to develop, innovation<\/span><\/td>\nGoal: to Raise productivity, results: Reduction of 20% of the time single handle<\/span><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

    \u2192 Rating criteria are generally wider, covering all KPIS, work attitude, ability to adapt in the operating environment of.<\/span><\/p>\n

    The role of assessment criteria in the system process number<\/h3>\n

    In the operating system of every action, data, processes are recorded. This allows business:<\/span><\/p>\n

      \n
    • Evaluate the effectiveness staff based on real data, not depends on sentiment<\/span><\/li>\n
    • Attach the evaluation of the system workflow, helps automatic reminders, alerts when there are signs of non-compliance<\/span><\/li>\n
    • Set general standards for each job position, each step in the process of commissioning<\/span><\/li>\n<\/ul>\n

      Practical example: A manufacturing enterprise application platform digitized processes to track time order processing of each department. The results showed employees A complete 98% task properly deadline, no error process in 3 months \u2013 from which is rated outstanding. Employee B have the same volume of work, but often manipulate wrong step in the system right, thanks admin edit re \u2013 evaluation results average. All based on the data recorded in the system, no longer dependent on review sentiment from on high.<\/span><\/p>\n

      2. The evaluation criteria most important staff in the business<\/h2>\n

      The evaluation of employees in traditional business usually emotional, lack of consistency, is influenced by the personal view of the upper level. However, in the context of business is gradually shifting to model operation of the evaluation of efficient working need to be re-structured based on the data, the actual behavior, the ability to contribute to the process of digestion.\u00a0<\/span><\/p>\n

      Here are the 6 criteria key help evaluate employees a comprehensive, fair, fit with modern requirements:<\/span><\/p>\n

      Work performance (Work Performance)<\/h3>\n

      This is still the core criteria in any rating system personnel. However, how to measure performance need to change to reflect the true nature in the environment of:<\/span><\/p>\n

        \n
      • The rate of completion of the work deadline: track the % of the task assigned, completed on time commitments.<\/span><\/li>\n
      • Quality results: meets the standards for the outputs? Can be return or to do again?<\/span><\/li>\n
      • The percentage of errors in the implementation process: For example: entering wrong data, manipulate mistaken, slow processing...<\/span><\/li>\n
      • Ability to work independently: There is need for continuous monitoring? There is automatic update work progress?<\/span><\/li>\n<\/ul>\n

        Suggested implementation: Business should analyze data from the system work (task management, dashboard, internal,...) to monitor performance continuously, instead of just rating according to you.<\/span><\/p>\n

        The level of compliance process (Process Compliance)<\/h3>\n

        When businesses operate according to the process number, follow the correct process is vital to ensure stability and transparency. Criteria for evaluating employees is often overlooked in the environment, but have become extremely important in the model workflow automatically.<\/span><\/p>\n

        Some indicators may include:<\/span><\/p>\n

          \n
        • The rate of manipulation due process of self-regulation: Can skip steps? Do it wrong order?<\/span><\/li>\n
        • The frequency of the bounce process due to errors manipulation: how many times a handle must be reworked due to improper process?<\/span><\/li>\n
        • The level of proactive status updates in the system: Personnel are actively complete each step properly prepared or waiting for prompts?<\/span><\/li>\n<\/ul>\n

          Note:<\/span><\/i> The assessment should not be based on perceived that need to use the log data recorded in the management system processes to ensure transparency.<\/span><\/p>\n

          The spirit of cooperation, internal communication (Collaboration & Communication)<\/h3>\n

          In business digitization, the parts often do not sit next to each other. Collaborate, share, communicate effectively via digital platforms is an essential skill.<\/span><\/p>\n

          Criteria for evaluating employees may include:<\/span><\/p>\n

            \n
          • Frequency response due date through the tools working group (chat, email, task system): Delay feedback can interrupt the process?<\/span><\/li>\n
          • Level contribute to group discussions, suggestions processes: Can give feedback constructively?<\/span><\/li>\n
          • The proactive coordination with other departments: Not only completed the work of his that also supports seamless for the following steps.<\/span><\/li>\n<\/ul>\n

            Hint deployment: <\/span><\/i>Businesses can apply internal survey 360 degrees or review periodically to get feedback, multi-dimensional, ensure reviews not only from one side.<\/span><\/p>\n

            Capacity to adapt, learn new technologies (Adaptability & Learning Agility)<\/h3>\n

            When businesses change the way to operate, update, new tool, the capacity to learn of the will directly affect the speed of deployment of digital. Here are the elements that distinguish the employees follow the trend with people lagging.<\/span><\/p>\n

            A number of specific indicators:<\/span><\/p>\n

              \n
            • Speed acquainted with the software, the new platform: how long does it Take for employees to manipulate fluency?<\/span><\/li>\n
            • The frequency of complete internal courses (LMS, eLearning): There are active school or waiting to be delivered?<\/span><\/li>\n
            • The number of errors arising due to not understand the new process: you need support multiple times when switching process, no?<\/span><\/li>\n<\/ul>\n

              Data from McKinsey in the year 2024: <\/span><\/i>\u201cBusiness has rating system, the ability to learn clearly often achieved conversion efficiency of more than 29% compared to you.\u201d<\/span><\/p>\n

              Personal responsibility and professional attitude (Accountability & Professionalism)<\/h3>\n

              A system of complete evaluation should reflect both a sense of responsibility, attitude \u2013 these factors, however, qualitative, but can completely digitized to measure.<\/span><\/p>\n

              Criterion measure may include:<\/span><\/p>\n

                \n
              • The proportion of work completed't need to remind<\/span><\/li>\n
              • Frequency of update schedule full and timely<\/span><\/li>\n
              • Report the incident instead of hiding error<\/span><\/li>\n<\/ul>\n

                Note: <\/span><\/i>Responsible staff will help process more smoothly, reducing the burden for managing, enhancing the overall effect.<\/span><\/p>\n

                Ability to work improvement (Process Innovation Contribution)<\/h3>\n

                Not only do the right, multiply the modern need to know how to do better. Ability to propose initiatives, suggestions, process improvement is a big plus in operating environments of \u2013 where all operations are possible optimal.<\/span><\/p>\n

                Some points to review:<\/span><\/p>\n

                  \n
                • The number of proposals for process improvement are noted<\/span><\/li>\n
                • The rate enhancements are successfully implemented<\/span><\/li>\n
                • The ability to detect points of congestion in the daily report in a timely manner<\/span><\/li>\n<\/ul>\n

                  Important note: <\/span><\/i>Businesses should create space for employees to contribute, noted the official of this initiative, in association with the system of bonuses and penalties, clear.<\/span><\/p>\n

                  3. Building guide the evaluation criteria of staff in accordance with the process of<\/h2>\n

                  Here are detailed instructions step by step for enterprises to build the rating criteria personnel in accordance with the context of ensuring fairness \u2013 transparency \u2013 optimize the performance of the organization.<\/span><\/p>\n

                  Step 1: analyze the peculiarities't work position<\/h3>\n
                    \n
                  • Objective: to Understand each position are responsible for the specific job, what, what is the output, KPI what is.<\/span><\/li>\n
                  • How to perform:<\/span>\n