How to do a good job in human resources assessment and evaluation

(a) to do a scientific and reasonable information analysis If a performance evaluation is completed, only to conclude who scored high and who scored low, it is a failure of the evaluation. The key is to find something deeper from the process of score statistics. The analysis should start from the following aspects: 1. Conduct an overall analysis of the evaluees, i.e., conduct a comprehensive analysis of the average level of the main indicators of all the evaluees, and grasp in which indicators the evaluees as a whole perform better, which indicators are weaker and need to be strengthened, which can be compared horizontally among the various indicators, and also vertically with the historical data of the previous years. Through this comparison, the overall situation and appearance of the team can be generally reflected. 2. the same person's indicators for sorting analysis, compared with the average of the indicators, can analyze the balance of the implementation of its work, to find out its strengths and weaknesses; at the same time can also be scored by the indicators and the previous year for comparison, to understand that the person in the indicators of the change in the situation, there is no progress and the size of progress 3. The performance of the same indicator in different people to rank, can be urged to strengthen the individual self-improvement and training to provide reference data. 4. Finally, the ranking and analysis of the comprehensive comparison, and to analyze, resulting in an analytical report.