Performance appraisal techniques and several of its methods

Performance appraisal techniques are tools and methods used to evaluate and measure employee performance. Here are some common performance appraisal techniques and how to do them:

1.360-degree feedback: This method involves an employee's superiors, colleagues, subordinates, and customers evaluating and giving feedback on their performance. Through multi-faceted observation and opinion gathering, a comprehensive performance review can be provided to help employees understand how they are performing in different roles.

2.Key Results Areas (KRA): This method correlates an employee's performance evaluation with their achievement of key result areas.

The organization and employees work together to identify key result areas and evaluate employee performance based on how well they are achieved.

3.Direct Observation Method: This method involves directly observing an employee's performance and behavior at work. Evaluators assess an employee's level of performance by observing their work activities, skill application, and behavioral performance.

4.Behavior Descriptive Scale Method: This method uses a series of clearly described behavioral indicators to assess an employee's performance. Evaluators rate employees' behavioral performance based on these behavioral indicators to determine their level of performance.

5.Results-Based Approach: This approach focuses on assessing the actual outcomes and results achieved by employees at work. Employees' performance is evaluated based on their actual goals, work results, and performance.

6.Self-evaluation: This is a method for employees to evaluate and reflect on their own performance. Employees conduct self-evaluations of their own work performance and results based on pre-determined evaluation criteria and indicators, and provide their own perspectives and development plans.

7.Case Study Method: This method evaluates individual employees by studying and evaluating their performance cases in detail. Evaluators collect and analyze information such as employee work samples, project outcomes, and customer feedback to get a complete picture of employee performance and performance.

These performance appraisal techniques and methodologies can be used individually or in combination, depending on the organization's needs and resources. It is important to ensure that the evaluation methodology is impartial, accurate, and effective in order to provide meaningful feedback to employees and support their performance development.

Performance appraisal techniques refer to the various tools and methods used to evaluate employees' work performance and performance, and the following describes several common performance appraisal techniques and their methods:

360-degree feedback: 360-degree feedback is a comprehensive evaluation method that comprehensively evaluates the performance of employees through a variety of evaluations, including employee self-evaluation, superior evaluation, peer evaluation, and subordinate evaluation. This approach provides a more complete picture of an employee's performance and abilities in different situations.

Direct Observation: Direct observation is the evaluation of an employee's performance by directly observing their performance and behavior at work. Observe aspects such as employees' attitudes, behaviors, and skills to evaluate their performance more holistically.

Behavioral Event Recording Method: The behavioral event recording method is to evaluate the performance of employees by recording their behaviors and events at work. This method can objectively record the performance and ability of employees at work, which helps to evaluate employees' work attitudes and behaviors.

Quantitative Scoring: Quantitative scoring is a way to evaluate employee performance by scoring them. A series of specific scoring criteria, such as work quality, work efficiency, attendance, etc., are usually developed, and then quantitative data is used to evaluate employee performance.

Self-evaluation method: Self-evaluation method is a method for employees to evaluate and summarize their own work performance, and then discuss and give feedback to their superiors, colleagues or customers, etc. This approach can help employees better understand their job performance and shortcomings, so that they can better improve and enhance their work capabilities.

There are many performance appraisal methods, and here are a few common ones:

1.Quantitative evaluation method: based on quantitative indicators such as task completion rate, production efficiency, workload, and work quality, the work performance of employees is evaluated. The result of the assessment is usually a specific number or score.

2.Qualitative evaluation method: through the evaluation of employees' work ability, communication ability, teamwork ability, innovation ability, etc., the performance of employees is evaluated in a non-quantitative way. The results of the assessment are generally mainly descriptive language.

3.Behavior observation method: through the observation and recording of employees' work behavior, evaluate the work performance and professionalism of employees. This method is suitable for situations where it is necessary to observe and evaluate the specific behavior of employees at work.

4.Result-oriented method: Evaluate the work performance level of employees based on their work results. This approach is more focused on the actual work results of employees and is suitable for jobs that require an emphasis on results-oriented.

5.Management by Objectives: Establish clear work objectives and plans, and evaluate them based on actual completion, suitable for jobs that need to emphasize goal and plan management.

6.Performance comparison method: compare the work performance of employees with other employees in the same position and rank to evaluate the work performance level of employees. This method is suitable for situations where it is necessary to evaluate the relative performance of employees in the same position and at the same rank.

7.Self-evaluation and mutual evaluation: Employee self-evaluation and mutual evaluation, through employee self-evaluation and peer evaluation to evaluate employees' work performance and ability level. This method is suitable for situations that require employees to reflect on and improve their work.

8.360-degree evaluation: The performance of the assessee is evaluated by employees, superiors, peers and customers, so as to fully understand the work performance and ability level of employees, and the file dust removal is conducive to more objective evaluation of employees' work performance.

It should be noted that different performance appraisal methods are suitable for different job positions and corporate cultures, and enterprises can choose appropriate performance appraisal methods according to their actual situation and needs, so as to better promote the personal development of employees and the overall performance improvement of the company.

1. The work standard method compares the employee's work concealment with the work standards and labor quotas formulated by the enterprise to determine the performance of employees. The advantage is that the reference criteria are clear and the evaluation results are easy to make. The disadvantage is that it is difficult to set standards for personnel in management positions, and there is a lack of quantifiable indicators.

2. Ranking method, a performance evaluation method that ranks Wu Youmin's employees within a certain range from high to low according to a certain standard. Its advantage is that it is simple and easy to implement, avoiding the centering error, and the disadvantage is that the standard is single, and it is difficult to compare between different departments or positions.

3. Hard distribution, this method is similar to the sorting method to a certain extent, it is a method to force the distribution of employees according to a certain probability distribution within a limited range, the advantage of this method is to avoid a big pot of rice, and the disadvantage is that the probability assumption is not necessarily in line with the facts, and the probability in different departments or ranges may be different.

4. The key event method refers to the recording of those behaviors that have a significant positive or negative impact on the efficiency of the department or enterprise. The assessor must record all the key events of the assessee during the assessment period, which has the advantage of being more objective, and the disadvantage is that the workload is large, and it also requires a quantitative process.

5. The basic feature of the objective management method is that the appraiser and the assessee work together to formulate work objectives, and guide and assist them to complete the objectives, and constantly revise the objectives. This makes the relationship between the appraiser and the appraisee change from simple supervision and supervision to consultant and facilitator, and promotes the realization of work goals and performance goals.

Degree assessment method, this method combines the above multiple methods, through different assessors to carry out assessment, in the selection of assessment indicators as much as possible quantification, combined with target management and a certain degree of hard distribution and forced sorting. The disadvantage is that the assessment workload is large, and the assessment cycle is difficult to choose.

Different positions require different assessment methods, such as salespeople mainly assess sales indicators and so on.

Performance appraisal method Performance appraisal is sensitive to salary and salary management.

The method of performance appraisal is similar, the key is that the managers who implement performance appraisal should be fair, just and open, and the results of performance appraisal can really play a motivating role.

Employee performance appraisal.

Performance appraisal form.

Employee's name and position.

Department Assessment interval YYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYY

Evaluation scale and score: Excellent (10 points), Good (8 points), Fair (6 points), Poor (4 points), Very poor (2 points).

Evaluation Items Criteria & Requirements Scoring Weighting.

Self Rating, Direct Rating, Manager Rating, General Manager.

Rating This column averages.

Work performance. 1 Work goal achievement (per capita production capacity target, management target) 4

2. Production safety management effect (safety status of human-machine environmental method).

3 Related technologies Quality control or improvement.

4. The stability of the team, the smooth operation of the work, and the discipline of the subordinate personnel.

5 6S management, ISO implementation, system implementation.

Job skills. 1 Business knowledge and skills, management decision-making ability 2

2. Ability to organize and lead.

3. Ability to communicate and coordinate.

4. The ability to pioneer and innovate.

5. Ability to implement and follow.

Quality of work. 1 Work hard and do your best to accomplish task 2

2. Work hard and work very well.

3. Strong sense of responsibility, able to work automatically and spontaneously, and play an exemplary role.

4. Professional ethics and conduct, pay attention to personal behavior, and maintain the company's image.

5. Responsibility and dedication to the company.

Work attitude. 1. Obey the work arrangement, be diligent and sincere, 2. Unite and cooperate, and have a sense of teamwork.

3. Punctuality, pragmatism, initiative and proactiveness.

4 No waste of time, no fear of toil, no complaints.

5. Work spirit: whether it is optimistic and enterprising.

Signature of the evaluator I: Directly subordinate: Manager: General Manager:

Assessment Score Average score for job performance 4 + average score for job skills 2 + quality of work 2 + attitude towards work 2= points.

Attendance, rewards and punishments.

Information provided by human resources) Attendance: Late arrival, early departure + absenteeism 4 + personal leave + sick leave days.

Penalty: Fine, Warning, 1 + 3 Minor Offenses + 9 Major Offenses = Points.

Reward: Praise 1 + Minor Effort 3 + Major Effort 9 = points.

Total Score Assessment Score Score - Score - Score + Score = Score.

Classification A (above standard or up to standard Excellent or Good): 90 100 points;

Grade B (basically meeting the standard requirements General): 80 89 points;

Grade C (close to the standard or almost passed): 70 79 points;

Grade D (well below the required standard deviation and needs to be improved): 69 points or less.

1. Statistical method of actual performance.

The performance statistics method, also known as the results recording method, is mainly to use a variety of original production (work) records and other record statistics to directly reflect the work results of employees, so as to evaluate the performance of employees.

2. Investigation and questioning method.

The so-called investigation and inquiry method is to evaluate the staff through interviews, discussions, questionnaires and other forms.

3. Graph scale evaluation method.

Graph scale evaluation is one of the simplest and most widely used job performance evaluation tools. In the application of the chart scale evaluation method, a number of performance components expected by the organization are enumerated in advance, as well as a wide range of job performance levels.

Fourth, the key event method.

The key event method is to record the key events in the employee's usual work by the supervisor, one is particularly good, and the other is not well.

Within a predetermined period of time, usually half a year or one year later, the supervisor discusses relevant events with the assessee and provides a basis for the evaluation.

5. Rating scale method.

The rating scale method is to divide the performance of employees into several items, and set a scale after each item, which is evaluated by the appraiser. The rating scale method is one of the oldest and most widely used assessment methods, which is easy to apply, less time-consuming, and highly effective.

6. Behavior anchoring level evaluation method.

The behavior anchor rating evaluation method is to score and measure various typical behaviors that may occur in a job job, and establish an anchor score table to evaluate the actual work behavior of employees based on it.

7. Individual sorting method.

The individual sorting method, also known as the queuing method, is to arrange employees in order from best to worst, and when applying this assessment method, only one employee can be "optimal".

8. Forced normal distribution method.

The forced normal distribution method is based on the principle of normal distribution, that is, the distribution law commonly known as "large in the middle and small at both ends", to predetermine the evaluation grade and the percentage of each grade in the total, and then include it in one of the grades according to the degree of performance of the assessee.

9. Pairing comparison method.

The pairing comparison method, also known as the mutual comparison method, is to list all the candidates to be evaluated together, compare them in pairs, and the one with better performance can get 1 point, and finally add up the scores obtained by each candidate.

The one with the highest score is the one with the best performance, and then the assessee is ranked in order of score to determine the performance of different evaluators.

10. KPI assessment.

KPI appraisal simplifies the evaluation of performance into the assessment of 8 key indicators, takes the key indicators as the evaluation standard, and compares the performance of employees with the key indicators.