Nine common performance evaluation methods

Nine common performance evaluation methods

Introduction: When an enterprise fails to build a good performance management system for various reasons, it can use some simple assessment methods to conduct performance appraisal. Here are nine common performance appraisal methods that I bring to you, hoping to help you.

I. Management by objectives

Management by objectives is applicable to the assessment of departments, teams and employees. Key points: first, the assessment content is the target responsibility letter or task plan signed by departments, teams and employees; Second, the assessment results are simple and clear, expressed by completion or not and simple analysis; Third, enterprises must formulate performance management systems or methods accordingly, and carry out targeted rewards and punishments. This assessment method is directly linked to short-term objectives and tasks, which is conducive to the full completion of the target responsibility book and task plan.

Table 1 Schematic Diagram of Target Management Method

Second, the job analysis method

Job analysis method is suitable for all kinds of employee evaluation. Take the responsibilities in the job description as the assessment basis. Key points: First, you can choose the main responsibilities of the job description for assessment, or you can choose all the responsibilities for assessment, giving the main responsibilities a higher assessment score weight; Second, the job description is required to be complete and standardized, so that performance appraisal can strengthen responsibility management and ensure employees to faithfully perform their duties; Third, supplementary assessment should have data sources. For example, the printing error rate is less than 3%, which seems to be quantified. In fact, there is no data to check, because the superior supervisor can't count the number of typing errors, and the typist can't count it himself, because he can't assess it himself.

Table 2 Schematic diagram of job analysis method

Third, the graphic method

The graphic method is suitable for the assessment of managers and can also be extended to the assessment scope of all kinds of employees. In Table 3, the evaluation of managers' work quality can be based on the requirements of work standards; The assessment of workload can be based on the number of job responsibilities; Work behavior mainly assesses employees' work execution, work initiative, work cooperation and work guidance in the process of work. Key points: First, we should select the indicators of work results and work process for assessment, which do not need to be described in detail, so that both the appraiser and the examinee can have a unified understanding and understanding; Secondly, the contents reflected by these assessment indicators can be observed and controlled, so that they can be graded, evaluated and assessed; Third, the assessment grades in Table 3 are set to four grades, and can also be set to three grades (such as excellent, passing and failing) or five grades (such as excellent, good, qualified, basically qualified, unqualified, or excellent, good, qualified, in need of improvement and recommended dismissal). This method is helpful to implement assessment and strengthen control management from two aspects: working process and working result.

Table 3 schematic diagram

Fourth, the description method

Table 4 Descriptive schematic diagram

Descriptive method is mainly suitable for the evaluation of the working ability of all kinds of employees. For example, Table 4 is a description of three kinds of work ability evaluations for managers with administrative rights. Main points: 1. Descriptive methods are generally used to assess qualitative indicators such as work ability, so they should be objective and fair, excluding the influence of human factors; Second, when describing indicators, it should be concise and easy to understand. In the division of assessment grades, all assessment grades should reflect all possible situations; The third is to set up a special? Examiner's signature Column, and discuss the ability and performance improvement plan with the assessed.

Five, the key event method

The critical incident method is suitable for the assessment of production units, departments with production and operation tasks and all kinds of employees. Key points: First, it mainly highlights the assessment of employees' key responsibilities; Second, these key responsibilities of employees should be closely related to the key responsibilities of the department. For example, the key responsibilities of sales staff are generally the four responsibilities listed in Table 5, which are also the work objectives and key responsibilities of the sales department; Third, the critical event method is generally used for quantitative assessment of production and operation indicators. This evaluation method helps employees to spend their time and energy on key success areas and do the right thing at the right time.

Table 5 Schematic diagram of key event method

Six, queuing method

Table 6 Schematic diagram of queuing method

The queuing method is suitable for the assessment of employees in departments with fewer employees. According to Table 6, the eight employees in this department are arranged in order according to the subjective impression of the leaders, with the person with the best assessment ranking at the front and the person with the worst assessment ranking at the end. Attention should be paid to the following points: firstly, this assessment method is based on the assumption that department leaders are very familiar with the daily work of their employees and can make a fair evaluation; Second, employees often disagree with this assessment method and think that the assessment results tend to focus on the subjective views of leaders and personal likes and dislikes; Third, if an enterprise uses this assessment method, it must have the original records of employee performance, otherwise it will develop this assessment method into a factor ranking method.

Seven, factor ranking method

The factor ranking method is suitable for the assessment of employees in departments with fewer employees. Key points: First, it is more convincing than the simple queuing method. Second, if the number of assessment items represents the ranking, as shown in Table 7, the completion rate of employee A's work plan is 1, representing the first place, and the smaller the total score of assessment results, the better. The total score of employee A is 7 points, which is the lowest among all the employees assessed, so the assessment ranks first and the assessment result is the best. If the number of appraisal items represents the appraisal score, for example, the completion rate of employee A's work plan is 1, which means the appraisal score is 1. The bigger the total score of the appraisal result, the better. The total score of employee A is 7, which is the lowest among all the employees assessed, and the assessment result is the worst, ranking last. Thirdly, the selection of assessment factors is on the important and key factors, and the designed assessment indicators are important and key. Therefore, this evaluation method actually combines the key event method and the ranking method, and has the advantages of focusing on key points by the key event method and simple ranking method.

Table 7 Schematic Diagram of Factor Sorting Method

Eight, paired comparison method

Paired comparison method is suitable for employee evaluation. Key points: one is? +? No means that the evaluation results are improving. -? No means that the assessment result is not good, so you get? +? -? The number is the assessment result; Secondly, this evaluation method adopts the frame of reference comparison method. Assessment is not a comparison between the employee's work situation and the target value or assessment standard, nor is it a comparison with the employee's own previous performance, but a comparison with other employees to discharge the assessment results; Third, the assessment should pay attention to protecting employees' self-esteem, and try to use some feedback interview skills when feeding back the assessment results. This assessment method breaks the view that performance appraisal cannot be compared horizontally, and employees can set an example and set goals through comparison.

Table 8 Schematic diagram of paired comparison method

Nine, forced distribution method

Forced distribution method is also called. Normal distribution method? . It can be represented by figure 1 and figure 2.

Figure 1 Schematic diagram of forced distribution mode

Fig. 2 Schematic diagram of normal distribution method

Compulsory distribution method is the stipulation of assessment results. Key points: First, this assessment method is based on three basic assumptions that people are divided into left, middle and right, and the distribution probability is good or bad. In the schematic diagram, the best performance accounts for about 65,438+00% of the total number of employees or departments, and the worst performance accounts for about 65,438+00% of the total number of employees or departments. Intermediate performance or preference and deviation account for 40%, 20% and 20% of the total number of employees or departments respectively. Second, the mandatory provisions are mainly to avoid departmental egoism, and the person in charge will give all employees in the department excellent assessment results; Third, some heads of enterprises and departments have adopted you as the best this time, and he will be the best next time? Take turns sitting in the village? In terms of methods, we should try our best to overcome this practice and reverse the traditional concept of employees; Fourth, treat the employees at the bottom of the assessment cautiously, and combine performance improvement with negative incentives (performance salary deduction) in the application of assessment results.

The above nine assessment methods can be used in combination, and several of them are suitable for this enterprise and are also good performance management tools.

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