What perspectives can be used to write a literature review for performance appraisal

The performance appraisal system refers to a system that evaluates the completion of employees' work tasks, the degree of performance of employees' job responsibilities and the development of employees by using certain evaluation methods based on work objectives or performance standards, and feeds back the above evaluation results to employees.

1. The ultimate purpose of appraisal is to improve the work performance of employees, so as to achieve the business goals of the enterprise, and improve the satisfaction of employees and their sense of achievement in the future.

2. The results of the evaluation are mainly used for work feedback, compensation management, job adjustment and work improvement.

Principles of performance appraisal system.

1. Consistency: Within a period of continuous time, the content and standards of the evaluation should not change significantly, and the evaluation method should be consistent within at least one year;

2. Objectivity: The evaluation should objectively reflect the actual situation of the employees and avoid errors caused by halo effect, recency, bias, etc.;

3. Fairness: use the same evaluation standards for employees in the same position;

4. Openness: Employees should know their detailed evaluation results.

The concept of performance is very broad, it can be a result, it can also be the efficiency of our work, the benefits of our work or the attitude towards work, interpersonal relationships, diligence, and so on. It can be said that as long as there is a goal, an organization, and a work, there must be a performance problem, and in short, performance is everything we want.

It can also be said to be an outcome, but if some factors have a significant and direct impact on the outcome relative to others, the significance of performance is equated with these factors. It can also be said that performance is first and foremost an outcome, and when the influence of other factors on the outcome is relatively constant, and changing a particular factor can promote a good outcome, controlling these factors is equivalent to controlling performance at the same time.

There are five key factors that affect performance:

The worker's own attitude, work skills, knowledge, IQ, EQ, etc.;

The objectives, plans, resource requirements, process control, etc. of the work itself;

working methods including processes, coordination, organization;

The working environment, including the cultural atmosphere, the natural environment and the working environment;

Management mechanisms, including planning, organizing, directing, supervising, controlling, motivating, feedback, etc.

Each of these specific factors and details can have a big impact on performance. Controlling these factors is equivalent to controlling performance. The manager's management goals are essentially these factors that affect performance.

It's all written, and I can't say anything I want to say.

What are the best references for performance appraisal.

Performance appraisal can effectively enhance the enthusiasm of employees, so most of the enterprises will have the right to implement the performance appraisal system. The following is a carefully recommended reference for the management of performance appraisal, I hope it will be helpful to you.

References of performance appraisal: performance appraisal management model of chemical enterprises** [1]Tian Wei. Performance appraisal, promotion incentives and unbalanced economic and social development in China[J].Statistics and Decision, 2012, (01).

2] Zhang Yibin: Research on the problems and countermeasures of performance appraisal of small and medium-sized enterprises in human resource management[J].Modern Industrial Economy and Informatization, 2011, (10).

3] Kong Yusheng, Tong Zhen. Research on the consistency of performance appraisal indicators and organizational goals[J].Finance and Accounting Newsletter, 2011, (11).

4] Xia Enjun, Huo Haitao, Sun Lan. **Application of performance appraisal in enterprise human resource management[J].Transactions of Beijing Institute of Technology (Social Sciences), 2006, (05).

5] Fang Yanjun, He Liang. How to make the 360-degree performance appraisal system more effective[J].Journal of Business Economics, 2006, (10).

** References of performance appraisal: analysis of performance appraisal of financial personnel [1]Zhou Xiaoling. Performance appraisal analysis of financial personnel from the perspective of performance management[J].Finance & Economics(Academic Edition),2015(13):294