The content and methods of performance research, and what are the main methods of performance analys

Performance research is a research method with performance as the main research object, and its main contents include the following aspects:

Performance definition and measurement: Performance research needs to define and measure performance, including work objectives, performance indicators, evaluation criteria, and measurement tools, so that performance can be evaluated and compared.

Performance influencing factors: Performance research needs to be the most influential factors of performance, including personal factors, organizational factors, environmental factors and institutional factors, so as to understand the formation mechanism and law of performance.

Performance management: Performance research needs to study the methods and techniques of performance management, including goal setting, performance evaluation, performance feedback, performance reward and performance improvement, so as to improve the performance and business level of employees.

The relationship between performance and compensation: performance research needs to be the relationship between performance and compensation, including salary incentives, salary differences, salary satisfaction, etc., so as to establish a reasonable compensation and benefits management system.

The main methods of performance research are as follows:

Empirical research: Through the method of empirical research, collect and analyze a large amount of actual data, the formation mechanism and law of performance, such as regression analysis, factor analysis, structural equation model and other methods.

Investigation and research: Through questionnaires, interviews and other methods, to understand employees' cognition, attitude and behavior of performance management and compensation management, so as to formulate reasonable management strategies.

Practical research: Through the practice and innovation of performance management and compensation management, explore new management methods and technologies to improve the performance and competitiveness of enterprises.

There are many methods of performance evaluation, and the assessment methods adopted by different assessment contents and different assessment objects are also different.

1.Sorting method.

The ranking method is to rank employees according to their performance on a certain evaluation element from high-performing employees to low-performing employees, and determine the relative rank or ranking of each person.

2.Dual comparison method.

Match all employees with each assessment element one by one. When the number of employees is large, the workload is relatively large, and if the total number of employees in the enterprise is n, n(n-1) two comparisons should be made.

The table explains how to apply this method to do so. In this table, in the assessment element of teamwork, if A is better than B, draw a "+" sign in the corresponding ** column; On the contrary, if B is not as good as A, draw a "-" sign in the corresponding place; ** indicates that there is no comparison between the two corresponding.

3.Forced distribution method.

The mandatory distribution method is to set the distribution ratio of performance levels before the appraisal is carried out, and then arrange the appraisal results of employees into the distribution structure.

4.Critical Event Method.

The key event method is a method of performance appraisal of employees' performance levels through their key behaviors and behavioral results, generally by the supervisor to record the very good behavior events or very bad behavior events of his subordinate employees at work, and then conduct an interview with the employee at the appraisal time point (quarterly or semi-annual) to evaluate their performance level according to the joint discussion record.

5.Management by Objectives Method.

Objective management is a performance appraisal method that decomposes the overall goals of the organization step by step to individual goals, and finally evaluates according to the completion of work objectives by the appraisee. Before starting the work, the appraiser and the appraisee should agree on the work content to be completed, the time limit, and the assessment standard. At the end of the time period, the appraiser shall conduct the assessment according to the work status of the appraisee and the original assessment standards.

The main methods of performance analysis:

Extant data analysis:

Existing data analysis is the analysis of performance results in documents that record the company's data, such as sales reports, customer questionnaires, safety reports, quality control documents, etc. Analyzing the data allows performance technology practitioners to infer the current true state of performance.

Needs Analysis: Needs assessment refers to the collection of opinions and suggestions from different aspects of performance issues.

These aspects include: workers, money managers, customers, management methods, and experts. Requirements analysis seeks advice and suggestions on what should happen, what is happening, what is the cause, and so on.

The data collected is often subjective, but it may also explain why performance is or isn't happening, and what needs to happen to meet or maintain desired performance.

Knowledge Job Analysis:

In the process of knowledge job analysis, the analyst will look at the relevant details of what the worker must know in order to successfully complete a particular task or job. The analyst collects and analyzes information recorded by experts from the performance domain.

Analysis of the work of the program:

Procedural work analysis targets the obvious details of desired performance. Based on what people need to know and what tasks they can do, the opinions of experts such as personnel and work locations are recorded. The term personnel refers to the interaction between workers and performance goals.

The disadvantage of procedural work analysis is that the tasks that are usually considered come from normal situations and fail to take into account the needs of expected performance under abnormal situations.

Analysis of the work of the system:

Systematic work analysis can provide a total performance system, including: system overview, process analysis, and problem solving analysis. It helps people to have a more detailed understanding of the selection system.