How many options are there for performance appraisal? Please gods!

Enterprise performance appraisal commonly used six methods A rating scale method: Rating scale method, is the most common assessment method used in performance appraisal. By the appraisal staff with a certain scale, the staff in each appraisal factors on the situation to make judgments and scores, commonly used five-point scale. Second, the grade appraisal method: 1. Concept, also known as the chart of the assessment method, is one of the oldest and most widely used method of employee performance appraisal. 2. 2. Implementation process In the application of this appraisal method, the appraisal of the first to determine the performance appraisal standards, and then for each appraisal project lists several kinds of behavioral degree for the appraiser to choose, rank appraisal method has a variety of forms, according to the respective structure of the changes, they are roughly the difference between three aspects: First, the choice of the meaning of the clarity of the degree of clarity; second is the upper management in the analysis of the results of the appraisal of the ideal answer to the clear distinction The third is the degree of clarity of the meaning of each assessment item for the assessor. 3. Advantages This method is relatively low cost and easy to use. Assuming that excellent, good, satisfactory, fair and unsatisfactory are equal to 5, 4, 3, 2 and 1 points respectively, after setting the weights of each appraisal criterion, the appraisal results of the employees' performance can be summed up into the results expressed in figures, which can be used for the horizontal comparison among employees. Grade appraisal method in the depth of the content of the assessment is not as good as the key events method, its main advantage is adaptable, relatively easy to operate and relatively low cost Third, the mandatory distribution method: 1. The concept of the so-called mandatory distribution method is according to the "normal distribution", the results of the assessment and evaluation or appraisal of the merger of the classified, to avoid the supervisor's biased evaluation and the prescribed method. The so-called mandatory distribution method is to combine and categorize the assessment results or appraisers according to the "normal distribution" to avoid biased evaluation by the supervisor. Commonly used in absolute appraisal (generally some objective assessment elements, such as qualifications, work tasks, etc.) after the adjustment, by the appraisal staff will be divided into several categories of employees, each category mandatory provisions of a percentage of the overall performance of the staff into a certain category. Commonly used in the absolute assessment (generally refers to the qualifications of the work, workload, etc.) after the adjustment, that is, the adjustment of the distribution of S, A, B, C, D grades or the distribution of very good, excellent, good, medium and poor. (2) The implementation process (1) to determine the number of points for the distribution of bonuses for each rating of A, B, C, D, E, so that the difference in the number of points between each rating has a sufficient incentive effect. (2) By each employee in each department according to the standards of performance appraisal, all employees other than their own rating of 0 to 100. (3) Symmetrically remove a number of highest and lowest scores to find the average score for each employee. (4) Total the average scores of all employees in the department and divide by the number of employees in the department to calculate the average performance appraisal score for all employees in the department. (5) Divide each employee's average score by the department's average score to arrive at a standardized evaluation score. Evaluation to "1" as a standard, obviously greater than "1" employees can get B or A rating, for "1" employees can get C rating, and less than Those who are less than "1" will get D or even E grade. 3. Advantages Can overcome the shortcomings of the evaluator is overly tolerant or overly strict, but also can overcome all employees regardless of the advantages and disadvantages of egalitarianism. 4. Disadvantages If the employee's performance level in fact does not comply with the set distribution style, then in accordance with the evaluator's vision of the mandatory distinction between the staff is likely to cause dissatisfaction with the staff Fourth, the elements of the assessment method Concept: the so-called elements of the assessment method is to give the "assessment of the contents of the" and "assessment of factors Concept: the so-called element assessment method is to give "assessment content" and "assessment elements" to the specific connotation (i.e., comments), so that it is more intuitive, specific and clear. V. Goal management method 1. Concept of goal management reflects the philosophy of modern management, is a two-way interaction between the leader and subordinates. Goal management method by employees and supervisors *** with the consultation to develop personal goals, personal goals based on the strategic objectives of the enterprise and the corresponding departmental objectives and determine, and as far as possible with them; the method with observable and measurable results as a measure of employee performance standards, to develop the objectives as the basis for the evaluation of the staff, so as to make the staff's personal efforts to maintain consistency between the objectives and organizational goals to reduce Managers will put their energy into the possibility of work unrelated to organizational goals. 2. Implementation process Strategic goal setting. Goal setting during the assessment period begins with the top leaders of the organization, who formulate the overall strategic planning, clarify the overall direction of development, and put forward the medium- and long-term strategic goals of enterprise development and short-term work plans. (1) Organizational planning objectives. With the general direction and general objectives determined, the objectives are broken down and passed on from level to level to establish the objectives that should be achieved by the appraisees, and these objectives usually become the basis and criteria for evaluating the appraisees. When setting goals, attention should be paid to the specificity and objectivity of the goals, and the number of goals should not be too many; the goals should be quantifiable, measurable, and both long-term and short-term; the goals should be formulated by the management and employees*** with the participation of the management and employees; and the establishment of the goals should also be accompanied by the establishment of the detailed steps to reach the goals and the time frame. (2) Implementation control. In the process of implementing the goals, the manager provides objective feedback, monitors the progress of employees in reaching the goals, compares the degree of completion of the goals with the planned goals, guides the employees according to the degree of completion, and amends the goals if necessary. At the end of an evaluation cycle, set aside a special time to review and analyze the objectives. 3. Advantages The evaluation criteria of the goal management method directly reflect the employee's work, and the results are easy to observe, so there are few evaluation errors, but also suitable for providing advice, feedback and counseling to employees. As the process of management by objectives is staff *** with the participation of the process, therefore, the staff's motivation to work greatly improved, enhanced sense of responsibility and dedication. 4. Disadvantages The goal management method does not set up a unified goal between different departments and different employees, so it is difficult to make a horizontal comparison of the performance of employees and different departments, and can not provide a basis for future promotion decisions VI. 360-degree appraisal method 1. Concepts The 360-degree evaluation method is a commonly used in recent years in human resource management evaluation method, also known as the 360-degree feedback method or multi-source evaluation method. It refers to an organization, through all understanding and familiarity with the evaluated person, that is, by colleagues, superiors, subordinates, customers and other departments as the evaluator to evaluate the employee performance, and then from the multi-directional information on the comprehensive analysis and judgment, the formation of the final evaluation results. 2. Implementation process (1) Initiation. Employees or managers can be initiated, both sides to take an active approach, conducive to effective cooperation between the two sides. (2) Implementation of assessment personnel, preparation for the assessment. In the implementation of the assessment and evaluation personnel, employees and managers should agree on the assessment and evaluation personnel, in order to avoid misunderstandings between the two sides of the assessment results. The manager and the employee distribute the appraisal forms to the appraisers. (3) Conducting the appraisal evaluation. The appraisal assessor fills in the 360-degree assessment form according to the relevant assessment criteria and gives the form to the manager. The Human Resources Department should grasp the consistency of the assessment criteria and do a good job of setting and monitoring the criteria. (4) The manager collects and summarizes the information data, which provides the basis for how the manager can effectively manage the employees. (5) The manager and the employee agree on actions for development after discussion. In accordance with the principle of openness and honesty, the manager informs the employee of the results and discusses the performance with the employee, treating the results with a developmental perspective. HR acts as an advisor and coordinates in case of disagreement. (6) Evaluate and summarize the results and develop an action plan. 360-degree summaries are made and stored in the employee's appraisal file. (7) Promote employee development. The action plan is part of the development of the employee's ability. Only the development of the employee's ability can continuously promote the improvement of the employee's performance, and can successfully start the next round of appraisal. 3. Advantages Using the theories and techniques from multiple disciplines, such as psychology, psychometrics, sociology, organizational behavior, management, human resource management theory, etc., it evaluates organizational and individual performance from multiple perspectives and sources. This model is a challenge to the traditional model and has advantages that the traditional model does not have. This evaluation method can provide comprehensive, fair, true, objective, accurate and credible information. From the point of view of individual employees, through the evaluation, they can understand their own deficiencies in career development, thus motivating individuals to work hard and create better performance, and from the point of view of the organization, they can understand the performance information of the evaluated person from more channels, and make an objective evaluation of them. Moreover, 360-degree evaluation results can be used for a variety of purposes because of the many sources of information, making its evaluation results more accurate and credible than other evaluation methods, and it can be widely used in a variety of management practices such as rewards, salary management, job promotion, and personal career development. 4. Disadvantages High implementation costs, large amount of information to collect and process, specialized training for evaluation, etc. In addition, because the evaluation information comes from all evaluators standing in different perspectives and in different positions, conflicts of opinion between different evaluators may occur. At the same time, how to ensure the objectivity of the evaluation, effectively eliminate non-objective information and evaluations, as well as how to organically combine the evaluation information with personal performance improvement, etc., are more important issues than the sense and sensitivity