What are the types of performance appraisal indicators?

Generally speaking, performance appraisal indicators include quantitative indicators, workload indicators and qualitative indicators.

1. Work standard method, which compares employees' work with the work standards and labor quotas formulated by enterprises to determine employees' performance. The advantage is that the reference standard is clear and the evaluation result is easy to make. The disadvantage is that it is difficult to set standards for managers and there is a lack of quantifiable indicators.

2. Sorting method is a performance evaluation method that ranks employees from high to low in a certain range according to certain standards. Its advantage is simple and easy to operate, avoiding the error of connection, and its disadvantage is that the standard is single and it is difficult to compare between different departments or posts.

3. Hard distribution. This method is similar to the ranking method to some extent. It is a method of forcibly allocating employees in a limited range according to a certain probability distribution. The advantage of this method is that it avoids a big pot of rice. The disadvantage is that the probability hypothesis is not necessarily true, and the probability of different departments or intervals may be different.

4. Critical incident method refers to recording those behaviors that have a significant positive or negative impact on the efficiency of a department or enterprise. The appraiser must record all key events of the appraiser during the appraisal period. Its advantage lies in objectivity, and its disadvantage lies in its heavy workload, which requires a quantitative process.

5, target management, its basic feature is that the evaluator and the evaluated jointly set goals, and guide and assist them to complete the goals, and constantly revise the goals. This makes the relationship between the evaluator and the evaluated person change from simple supervision and supervision to consultant and promoter, which promotes the realization of work goals and performance goals.

6.360-degree assessment method, which integrates the above methods, is assessed by different examiners, and the selection of assessment indicators is quantified as much as possible, combining target management with hard allocation and forced sorting to a certain extent. The disadvantage is that the assessment workload is large and the assessment cycle is difficult to choose.