What are the advantages of performance appraisal compared with traditional appraisal?

Hello! I study human resources, and my present job is also human resources department. There are differences and connections between performance evaluation and traditional assessment system. Dialectically. For example, two monks, both vegetarians and Buddhists, ended 50 years later, one became a Buddha and the other did not. what do you think? Vegetarianism has two aspects. One is to urge yourself from time to time to cultivate a clean heart through vegetarian "superficial kung fu"; Another aspect is to cultivate wisdom and understand that the root of vegetarianism is that eating meat is a crime. Give someone a bite of your own meat, and you won't be greedy for meat. . . . So it is true wisdom and compassion. The similarity between performance appraisal and traditional appraisal lies in that it is the basis of other modules of human resource management, such as salary management, employee promotion and demotion evaluation, etc. At the same time, it serves as the original basis for personnel optimization within the organization. Those with good grades stay, and those with poor grades are transferred or demoted or expelled. The reason is very simple. I won't say much about the difference between performance appraisal and traditional appraisal: this question is actually asking about the difference between "traditional personnel management" and "modern human resource management". In short, 1, performance evaluation is to evaluate the performance of employees in the performance cycle, that is, to compare the results and effects of employees' work with the performance goals set at the beginning, all of which are 100, and some are 80 points. . . That's the truth. 2. Performance evaluation is dynamic and available data. Why do you say that? The key to performance evaluation lies in evaluation, and it is not difficult to see how you are doing. After all, work is dead and people are alive. If you insist that a person do 10 jobs a month, the final score must be 0. Why? Because there is something wrong with your performance plan or performance indicators at first, you need to change it, but you can't change it indiscriminately. You should scientifically refer to the demand of the post, set the contribution to the post (commonly known as how big the radish is to be planted in this pit) and make a dynamic update. As long as the post changes (for example, the organizational structure changes, the nature of work and workload naturally changes), you will inevitably change the performance index of the post, which requires a new performance plan, and so on. To put it bluntly, in a word, performance appraisal is a thorough inspection, which is to see whether you (employees) have fulfilled the original promise (achieved the performance plan). 3. The traditional performance evaluation is only to assess a score, and the score is often based on human feelings. The scores are about the same, 80 and 90. Call 100 if you are afraid of offending people. If you don't like any of your subordinates, you will get low marks. Traditional evaluation. In essence, it has no contribution to the improvement of enterprise performance. Most of the scores obtained from this assessment are only one inch in Wang's filing cabinet, which will not be used as the original data of the composition and directly guide the work of other modules of human resource management. So in traditional companies, assessment is assessment, and salary is salary. Generally speaking, you can't tell whether you are doing well or not from the score of this assessment. You make a good impression on the leader, or you give the leader a gift, and the leader will give you a raise as soon as he is happy. So what is the basis? No, it all depends on mood and subjective judgment. This is the difference between modern human resource management and traditional personnel management. Finally, to sum up: traditional personnel management: people are people, posts are posts, and posts are for people. Modern personnel management (professional called human resource management): people are assigned posts, and people are appointed posts.