What are the methods of performance appraisal?

1, target assessment method:

It is also very difficult to measure the way employees complete tasks according to certain indicators or evaluation standards, because it is difficult to set moderate goals and the quantifiable characteristics of work content are different. Therefore, the improper use of this method may lead to the failure to give full play to labor enthusiasm and the distortion of the assessment results.

2.360 degree performance evaluation

360-degree performance appraisal method refers to the method of understanding personal performance from all angles, which is the result of comprehensive evaluation of colleagues, supervisors, direct leaders, self-evaluation and sometimes customer evaluation.

The assessment includes communication skills, interpersonal skills and leadership skills. Through this ideal performance evaluation, employees can learn their own shortcomings, advantages and development needs from different feedbacks, which is helpful for employees to formulate their own career development paths.

3. Principal-base double evaluation

This method divides performance appraisal into "main performance" and "basic performance". "Main performance" is to evaluate the management effect and the ability of employees and teams to create value. The better the performance, the higher the performance score, which is the main basis for judging the excellent degree and value distribution of employees. .

"Basic performance" refers to a range in which performance and achievements are within, without adding or subtracting points, and outside this range, there are both adding and subtracting points. The superposition of "main performance" and "basic performance" is the real score of the performance appraisal of this position.

4.Kpi key performance indicator method

It is an objective quantitative management index to measure the process performance by setting, sampling, calculating and analyzing the key parameters of the input and output of the internal process of the organization. It is a tool to decompose the strategic objectives of an enterprise into operational objectives, and it is the basis of enterprise performance management. The key performance indicator method is to formulate several key indicators for job evaluation and compare the performance of employees with the key indicators.

5、OKR

OKR, also known as goal and key achievement method, is a management tool and method to define and track goals and their completion. Now IT is mainly used in IT, venture capital, creativity and other fields.

OKR can cultivate the ability to think and plan for a long time before taking action. For agents, writing goals on paper will also clarify expectations and quantify the definition of development and success. For other stakeholders, OKR can achieve transparency of topics and priorities, and support cross-functional communication.

Extended data:

Contents of performance evaluation

The content of performance appraisal is the core of performance management system, and it is also the most important link to construct performance management system. The content of performance appraisal includes target responsibility, key performance, ability and quality, satisfaction and comprehensive evaluation. Different contents are applicable to different evaluation subjects.

Target responsibility index is also a key performance in essence, and comprehensive evaluation is a comprehensive index reflecting key performance, ability and quality and satisfaction. In fact, any effective evaluation index system is a synthesis of one or more aspects such as key performance, ability and quality, satisfaction, etc.

(1) team performance appraisal content

Generally, the annual performance appraisal of teams with target responsibility is mainly based on target responsibility, while the annual performance appraisal of teams without target responsibility is generally based on the results of stage assessment, or the final stage assessment is combined with annual assessment.

The stage performance appraisal of the team is generally based on key performance appraisal, and the content of satisfaction appraisal is increased. The periodic performance appraisal results of the department can be calculated according to the key performance score and satisfaction evaluation score. In general, the weight of satisfaction is relatively small, which can account for 10 ~ 20%.

(2) the content of personal performance appraisal

The annual performance appraisal of the team leader who signed the target responsibility book is generally based on the target responsibility book, and at the same time, factors such as satisfaction and comprehensive evaluation are considered. The annual performance appraisal of the team leader who has not signed the target responsibility letter is generally calculated based on the stage assessment results, and at the same time, factors such as satisfaction and comprehensive evaluation are considered.

For ordinary employees, stage performance appraisal is generally based on key performance, and ability and quality factors can be considered at the same time. The annual performance appraisal of ordinary employees can be determined according to the results of periodic performance appraisal.

Baidu Encyclopedia-Performance Appraisal Method