The difference between performance appraisal and performance evaluation, how to realize the transformation between them?

Performance appraisal and performance evaluation are two important links in performance management, and they have the following differences:

Different purposes: the purpose of performance appraisal is to judge the performance of employees and make decisions on salary, promotion, rewards and punishments; The purpose of performance evaluation is to comprehensively and objectively evaluate employees' job performance and provide strong support for employees' career development and enterprise development.

Different objects: the object of performance appraisal is usually an individual or a team, while the object of performance appraisal can include individuals, teams and the whole organization.

Different time: Performance appraisal is usually conducted at fixed time nodes, such as year-end appraisal and quarterly appraisal. Performance evaluation is a long-term process and needs to be carried out regularly.

To realize the transformation of performance appraisal and performance evaluation, the following measures can be taken:

Formulate clear evaluation criteria: establish a set of clear evaluation criteria, including work completion, work quality, work attitude, teamwork and other aspects to ensure objectivity and accuracy of evaluation.

Emphasize employee development: closely combine performance management with employee development, emphasize employee's career development and personal growth, and improve employee's performance awareness and enthusiasm.

Establish a two-way communication mechanism: establish a two-way communication mechanism between employees and management, so that employees can understand their performance and room for improvement, and at the same time let management know their needs and opinions.

Regular evaluation and feedback: Conduct regular performance evaluation and feedback to let employees know their performance and improvement direction, and at the same time let management know their performance and improvement suggestions.

Establish a performance management system: establish a complete performance management system, closely combine performance management with strategic objectives and human resource management of enterprises, and improve the effectiveness and practicability of performance management.

In short, in order to realize the transformation of performance appraisal and performance evaluation, it is necessary to establish a complete performance management system from both management and employees, emphasizing employees' career development and personal growth, so as to improve employees' performance and the development level of enterprises.