What is the role of performance appraisal?

Employee performance appraisal system standardization of the basic principles 1, structure - function principle structure and function principle suggests that: objective things have their own structure, and any structure consists of certain elements. The function of any one element is determined by its structure, and has a reaction to the structure. Therefore, according to the structure - function principle, we should scientifically design the employee performance appraisal index system. The functional structure of the performance appraisal index system is a system, and the evaluation index system includes "virtue", "ability", "diligence", "performance", "key performance", "key performance", "performance", "performance", "performance", "performance", "performance", "performance", "performance", "performance", "performance" and "performance". The evaluation index system includes five major subsystems: "virtue", "ability", "diligence", "performance" and "key events", which is an organic combination of quality structure, ability structure, attitude structure and performance structure. These subsystems reflect the function of each evaluation element indicators, and reflect the different functions of different employee performance. For example, the evaluation indexes in the quality structure reflect the function of the employee's ideological quality, the ability structure reflects the function of the employee's actual ability or special ability, and the performance structure reflects the function of the actual work effect. 2、Measurement--Assessment Principle Employee performance appraisal is an organic whole, measurement is its foundation and assessment is its key link. In order to make the measurement more fair and objective, the establishment of the company's "employee function benchmark manual" and "employee job benchmark manual" two standardized documents, at the same time on the "moral" and "diligence" evaluation of the sub-system of the indicators are also given a more accurate definition. In order to ensure that the evaluation of employee performance is more scientific and reasonable. At the same time, the implementation of employee performance evaluation can also provide valuable reference basis for further supplementing and adjusting the above standardized documents. Measurement and evaluation are both important elements of employee performance appraisal. The two complement each other and supplement each other. 3, qualitative - quantitative principle Employee performance appraisal method, is a combination of the length of the measurement and evaluation of the merits of the quality of all employees (moral), ability (ability), attitude (diligence), performance (performance) to measure, identify the method, is a combination of qualitative and quantitative methods. Using the qualitative - quantitative principle, we will personnel management experience and advanced assessment methods organically combined, thus realizing the organic unity of the assessment standards and measurement methods. 4, static - dynamic principle Static evaluation refers to a certain stage of employee performance evaluation of the elements of the relative stability of the state. Dynamic evaluation refers to a certain time, space and scenarios on the sequence of changes in the state of employee performance. Fundamentally, the employee's job content and performance indicators are dynamic and process-oriented. The Employee Job Benchmark Statement is based on a relatively stable job description. In doing so, it is convenient for us to simplify the elements of evaluation under various constraints and stabilize the standards and criteria of evaluation to be carried out under relatively stable conditions. Of course, on the basis of establishing a relatively stable system of evaluation elements and evaluation standards, we also need to assess the performance and ability of employees from some key behaviors and events. Therefore, the Monthly Work Record Sheet is designed to record the performance of which employees have done innovative work or key events outside of their job descriptions, so as to improve the performance of employees from the perspective of dynamic evaluation.