Briefly describe the value evaluation and its characteristics?

1. Value evaluation is value cognition or evaluative cognition. It is the subject's evaluation of the possible value of the object and the significance and achievements of the object after practical transformation.

2. Features: introduce the scale of the subject and its needs into understanding, and judge the object according to the interest and value needs of the subject.

Appraisal cognition is a conceptual cognitive activity, but it is different from the cognition of the attributes, structure, essence and laws of the object itself, that is, it is different from the general factual cognition. If in factual knowledge, the subject's pursuit is to gain an understanding of the true nature of the object, then in evaluative knowledge, the subject's pursuit is to gain an understanding of the inevitability of the object.

Value evaluation refers to the process and result of people grasping the value of things in their minds. Different from the general cognitive process, it uses certain scales and standards, that is, value standards to measure value. Therefore, the scientificity of value evaluation depends on the scientificity of value standard.

Extended data:

How do the four core evaluation systems scientifically and reasonably evaluate performance, responsibility, ability, behavior, attitude, knowledge and experience? The key is to set out from the ultimate value of the enterprise-mission and vision, and establish the following four core evaluation systems according to the strategic objectives and core values of the enterprise:

1. Career evaluation system based on responsibility: post is the smallest unit of the organization and the carrier of employee value creation. Each responsibility or obligation of a position represents a group of specific tasks or activities that create value. Therefore, the job evaluation based on responsibility is actually to evaluate all the activities that create value in the enterprise, and finally determine the size of the job as the basic value evaluation benchmark.

2. Performance evaluation system with KPI as the core: Performance reflects the final result of employees creating value, so it must be highly consistent with the strategic objectives of the enterprise, which is mainly achieved through KPI system. KPI can be established according to the four dimensions of the balanced scorecard, or it can be decomposed according to the key achievement area (KRA) of the enterprise itself, which can better reflect the characteristics of the enterprise.

3. Potential evaluation system based on competency model: The good performance of the incumbent depends largely on his/her competency, especially 5-8 key competencies.

The competency model of the position must also be consistent with the company's core values, such as teamwork. Evaluating an employee's ability can not only reflect his/her ability and potential in the current position, but also provide a basis for promotion and job hopping.

4. Professional behavior evaluation system with post qualification as the core: The post qualification here is a comprehensive embodiment of performance, knowledge, experience, skills, ability and attitude, and it is also reflected in behavior, which is a set of behavioral standards. Qualifications should not only answer what can be done, but also answer how to do it.

Through qualification examination and certification, the professional behavior of employees is evaluated, which not only motivates employees to create value from the fundamental behavior, but also promotes the realization of employees' professional development.

Baidu encyclopedia-value evaluation