What are the design methods of the performance appraisal indicator system?

There are a variety of methods and techniques that can be used when designing a performance appraisal indicator system. Here are a few common design methods:

1.Goal-oriented approach: Develop performance indicators based on the organization's strategic goals and responsibilities. This approach emphasizes aligning performance metrics with organizational goals, ensuring that employees' work outcomes contribute directly to the organization's success.

2.Key Performance Indicator Method: Design a performance appraisal indicator system by identifying the most important indicators for organizational performance. These key indicators are often key factors that can directly reflect the performance of the organization, such as sales, profits, customer satisfaction, etc.

3.360-degree feedback: The performance appraisal indicator system can include feedback from different sources, such as evaluations from superiors, colleagues, subordinates, and customers. This approach can provide a holistic perspective that helps assess an employee's performance and capabilities in different areas.

4.Behavioral Indicator Method: Design performance evaluation indicators based on expected behaviors and abilities. This approach focuses on employee behavior and competency development, not just results-oriented. For example, teamwork, leadership, innovative thinking, etc., can be used as indicators.

5.Comparative method: Compare the employee's performance and ability with other employees to design performance evaluation indicators. This can be a relative evaluation, where an employee's performance is compared to other employees at the same level or in the same position to determine relative strengths and weaknesses.

6.Results-oriented approach: Design performance appraisal indicators based on employees' work results and completed tasks. This approach focuses on the achievement of results and goals, assessing the performance of employees in completing specific tasks and projects.

7.Industry standard method: Refer to industry standards and best practices to design performance evaluation indicators. This can be done by researching industry reports, referring to competitors or industry guidance documents, etc., to determine the applicable metrics.

When designing a performance appraisal system, it is often necessary to consider a combination of approaches and adapt them to the specific needs and culture of the organization. It is important to ensure that the metrics are measurable, reliable, impartial, and actionable so that employees can understand and accept them, and that they can accurately reflect their job performance and abilities.

There are many ways to design the performance appraisal indicator system, and the following are the common ones:

1.Management by Objectives Method:This method sets clear goals and indicators as the basis for employee performance appraisal.

The management by objectives approach usually involves steps such as setting goals, determining the weight of goals, setting performance indicators, and evaluating the achievement of goals.

2.Behavior-Oriented Approach:This method focuses on the behavior of employees at work, and through the evaluation of employees' work behaviors, the conclusion of performance evaluation is drawn.

The behavior-oriented approach typically includes steps such as setting behavioral standards, behavioral observation and evaluation, behavioral scoring, and performance evaluation.

3.360-degree assessment:This method comprehensively evaluates the performance of employees through a variety of evaluations, including employee self-evaluation, superior evaluation, subordinate evaluation, and peer evaluation.

The 360-degree evaluation method usually includes the selection of evaluation objects, the setting of evaluation indicators, the selection of evaluation methods and performance evaluation.

4.Comprehensive Assessment Method:This method evaluates the performance of employees by comprehensively considering their work results, behavioral performance, professional quality, professional knowledge and other factors.

The comprehensive evaluation method usually includes the weighting of different dimensions, the setting of evaluation indicators, the calculation of comprehensive evaluation, and the evaluation of performance.

5.Outcome-Oriented Approach:This method focuses on the actual results and performance of employees at work, and evaluates the level of performance of employees by assessing their actual performance.

A results-based approach typically includes steps such as setting performance indicators, performance evaluation, and performance evaluation.

Design of performance appraisal index system**Liu Jianping 【Abstract】:Performance management is a means of effective management of managers and an effective method of motivating employees. The rational design of the performance appraisal index system is an important prerequisite and basic guarantee for effectively organizing performance appraisal and achieving the goals and requirements of enterprise performance management.

Effective performance communication, combined with the actual situation of the enterprise, and then in accordance with the design of the performance index system, principles, methods, procedures to design the performance appraisal index system and select the appropriate performance appraisal method, in order to make the performance appraisal play its real function, promote the progress and development of the enterprise, and achieve the strategic goals of the enterprise. 【Author's Affiliation】: Anyang Construction Engineering Group Co., Ltd.;

Body Snapshot]:

1. The definition of performance appraisal indicators and their ** definition performance indicators ≠ performance objectives. The index is the assessment factor or evaluation item, which refers to the specific aspects from which the assessment content is measured or evaluated, and it needs to solve the problem of "what" we need to evaluate. The performance appraisal standard refers to the scale for evaluating and grading the performance appraisal of employees.

The performance appraisal index system is the performance appraisal.

Answers]: 1. Element diagram method 2. Questionnaire survey method.

The specific steps are:

1) According to the purpose and object of performance appraisal, consult the job description, discuss the necessary on-site investigation, and collect data and information related to various elements and indicators of work performance in detail.

2) List all relevant factors and specific indicators that affect and restrict work performance, and conduct preliminary screening.

3) Use concise and concise language or calculation formulas to accurately define the connotation and extension of the concept of each relevant element (indicator).

4) According to the purpose of the survey and the size and width of the unit, determine the specific form of the questionnaire, the object and scope of the survey, as well as the specific implementation steps and methods.

5) Design a questionnaire. The content to be investigated is compiled into a questionnaire in a certain format.

6) Distribute questionnaires. The questionnaire is distributed to the respondents through certain channels, and the channels selected should be reliable.

7) ** Questionnaire, collation, summary and statistical analysis, and obtain the final survey results.

3. Case study method.

4. Interview method: individual interview method, discussion method.

5. Lesson summary method.

6. Brainstorming method.

Contents: 1. An evaluation system that applies to different target ranges.

Organizational performance appraisal system Individual performance appraisal index system.

2 Evaluation system composed of indicators of different natures: quality characteristic performance evaluation index system Behavioral process-based performance evaluation index system. Results-based performance indicator evaluation system.

Principles: 1 Principle of pertinence. 2.Scientific Principle 3Principle of clarity.

Specific design methods:1Element Diagram 2Questionnaire Method 3Case Study Method 4Interview Method 5Lessons learned 6Brainstorming method.

Design Procedure:1Job Analysis (Job Analysis) 2Theory Verification 3Conduct an indicator survey and determine the indicator system4Make the necessary modifications and adjustments.

Design method of performance index system:

Schematic Diagram of Features:

The performance element diagram method is to depict the performance characteristics of a certain type of personnel with a chart, and then analyze and study them to determine the performance elements to be evaluated.

Questionnaire Survey Changhao Method:

The questionnaire survey method is to use a special questionnaire, in which all the elements and indicators related to the work of the post are listed one by one, and each indicator is scientifically defined with simple and clear words, and then the questionnaire is distributed to the relevant personnel to fill in, collect and solicit the opinions of different personnel, and finally determine the composition of the performance appraisal index system.

Case Study Method:

The case study method is to determine the performance evaluation indicators and evaluation element system by selecting the performance characteristics of a number of representative typical people, events or positions for analysis and research.

Interview method: The interview method is to collect relevant information through interviews and interviews with various types of personnel, such as the superiors of the assessee, human resources management personnel, the assessee and relevant personnel who have more contact with the assessee, as the basis for determining the evaluation elements.

Lessons learned:

According to the employment policy of Azhou during the special period, the specific situation of the unit, and the experience accumulated by the evaluation unit to determine the elements of evaluation, or refer to the summary of some more authoritative performance appraisal element systems and the experience of performance appraisal of personnel in the same industry, and then combine the situation of the unit and the purpose of the evaluation to determine.

Brainstorming method.

The brainstorming method is one of the most prestigious skills that promotes creativity, and it was created by Alec. Osborne proposed it, so everyone called him the "father of brainstorming". The quick sight of this method is:

Seek new and whimsical ways and means to solve the problems you face. When using the brainstorming method, you need to follow the following four basic principles: (1) do not criticize other people's ideas at any time; (2) The more radical and open the thinking, the better; (3) emphasizing the number of ideas generated; (4) Encourage others to improve their ideas.

Answer]: High a, b, c, d, e

The design requirements of the performance index system are as follows: framework requirements, key requirements, integrity requirements, rationality requirements, and operability requirements.

Answer]: Design requirements of the performance indicator system: In the design process of the indicator system, it is necessary to comply with the overall requirements of the index design according to the principle of the law of evaluation, and reflect the scientificity of the evaluation activities.

1) Framework requirements, (2) Key requirements, (3) Completeness requirements, (4) Rationality requirements, and (5) Operability requirements.

Answer]: Tanla a, b, c, d, e

In view of this situation, when designing performance indicators, we should focus on the following eight main principles: pertinence principle, key principle, scientific principle, clarity principle, integrity principle, independence principle, rationality principle, and measurability principle.

Determining the performance appraisal index system can generally be divided into four steps:

1。Job analysis. According to the purpose of the evaluation, the work content, nature and conditions for the completion of the work of the subject of the evaluation are studied and analyzed, so as to understand the work methods adopted by the person to achieve the goals of the position, and the performance evaluation indicators are preliminarily determined.

2。Proof-of-the-theory. According to the basic principles and principles of performance appraisal, the designed performance appraisal indicators are demonstrated, so that they have a certain scientific basis.

3。Conduct an index survey and determine the indicator system. According to the indicators preliminarily determined by the work analysis, the index survey was carried out by using the design method of the performance appraisal index system, and the performance appraisal index system was finally determined.

In the investigation of indicators and the determination of the indicator system, several methods are often used in combination to make the indicator system more accurate, complete and reliable.

4。Modifications and adjustments. In order to make the selected and determined indicator system more reasonable, it should also be modified and adjusted as necessary.