There are several commonly used performance appraisal methods to find answers

Here are a few commonly used performance appraisal methods:

360-degree evaluation method: This evaluation method is usually participated by employees, superiors, colleagues, subordinates, customers and other parties, through the multi-faceted evaluation and feedback of employees' work performance, in order to fully understand the work performance and development direction of employees.

Weighted average method: This evaluation method usually uses a quantitative scoring method to determine the evaluation results and rankings of employees by weighting the performance of their work.

Evaluate with KPIs: KPIs are short for Key Performance Indicators, and this method of evaluation is usually done by setting key performance indicators and goals in order to evaluate an employee's performance and contribution.

Audition: This evaluation method usually uses a ranking method, which compares and ranks the performance of employees in order to determine the evaluation results and rankings of employees.

Direct Observation: This method of evaluation usually involves direct observation of the employee's work performance and behavior in order to evaluate and give feedback on the employee's job performance.

It should be noted that different businesses and industries have different performance evaluation methods, which can be adjusted and improved according to their own circumstances and needs. At the same time, performance evaluation needs to ensure fairness, objectivity, and authority, and the evaluation results should not be subjective and discriminatory to ensure the accuracy and objectivity of the evaluation results.

Summary. There are three most commonly used forms of multi-person comparison method: group sorting (group sorting), individual sorting, and pairing sorting.

1.Group Order Ranking

The group ranking method requires the evaluator to group employees according to their level, performance, performance, etc., and rank the groups. Suppose a manager has 20 subordinates, and if there are 5 groups, then only 4 people can be in the queue.

2.Individual Ranking

In the individual ranking method, the evaluator ranks the employees in order from the highest to the lowest, so that only one person can be "optimal". If you want to evaluate 30 subordinates, the difference between the first and second places is the difference.

3.Paired comparison

Pairing method, in which each employee is paired with each other employee in the comparison group to identify the "best" and "worst". After all pair comparisons are completed.

The most common form of performance appraisal method for multi-person comparison is:

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There are three most commonly used forms of multi-person comparison method: group sorting (group sorting), individual sorting, and pairing sorting. 1.

Group order rankingThe group ordering method requires the evaluator to group the employees according to their level, performance, performance, etc., and sort the group. Suppose a manager has 20 subordinates, and if there are 5 groups of beaters, then only 4 people can be ranked. 2.

Individual RankingThe individual ranking method ranks employees in order from highest to lowest for the evaluator, so that only one person can be "optimal". If you want to evaluate 30 subordinates, the difference between the first and second places is the difference. 3.

Paired comparison method, using this method, each employee is paired with each other employee in the comparison group to determine the "superior" and "inferior". After all pair comparisons are completed.

1. The Human Resources Department is responsible for preparing the evaluation implementation plan, designing the evaluation tools, formulating the evaluation plan, training the evaluators at all levels, and proposing countermeasures to deal with the evaluation results for the evaluation committee to make decisions.

2. Supervisors at all levels organize employees to write debriefing reports and conduct self-evaluation.

3. All employees summarize their work performance and behavior (work attitude, work ability) during the evaluation period, and the core is to self-evaluate their responsibilities and goals according to the company's requirements.

4. The department head is responsible for conducting an objective and fair assessment and evaluation on the basis of a full understanding of the assessee's performance in all aspects on the basis of the completion of the assessee's daily work objectives, management log records, attendance records, statistical data, personal reports, etc., and points out the expectations or work suggestions of the assessee, and submits them to the department supervisor for review.

If an employee has two direct supervisors, his or her main direct supervisor coordinates the evaluation of the other direct supervisor.

Supervisors at all levels are responsible for spot-checking the evaluation process and results of indirect subordinates.

5. The supervisor is responsible for conducting performance interviews with subordinates. When the conversation between the direct supervisor and the employee about the preliminary results of the performance appraisal is over, the employee can reserve his or her opinion, but must sign the appraisal form. If employees have any doubts about their appraisal results, they have the right to report or appeal to their superiors or appraisal committees.

For employees who are assigned to work in other places, feedback interviews are conducted by the employee's direct supervisor at the employee's location.

6. The human resources department is responsible for collecting and summarizing all the evaluation results, compiling a list of evaluation results, and submitting it to the company's evaluation committee for review.

7. The evaluation committee listens to the separate reports of each department, discusses and balances the key results, corrects the deviations in the evaluation, and determines the final evaluation results.

8. The human resources department is responsible for sorting out the final evaluation results, cashing the results, and establishing employee performance evaluation files by category.

9. The head of each department interviews and communicates with his subordinates on the final results of the performance appraisal, agrees on the work performance of the assessee, affirms the advantages of the assessee, and points out the problems and directions to be improved, and the two sides jointly formulate feasible performance improvement plans and personal development plans to improve personal and organizational performance.

10. The human resources department summarizes and analyzes the effectiveness of this performance appraisal, and puts forward new improvement opinions and plans for future performance appraisals, and plans new human resources development plans.

There are various methods of evaluation, such as identification, interview, interview, observation, etc., and strive to obtain more rigorous scientific first-hand data materials and make correct judgment preparations. Finally, after repeated arguments, an evaluation report is written. That is, in line with the attitude of being responsible for each employee, analyze the actual data materials, and write an evaluation report for the reference of the enterprise management.

Answer]: Performance management is all about establishing performance standards to evaluate employee performance. In order to manage employee performance, you should master certain performance evaluation methods, and there are the following seven commonly used performance evaluation methods.

1) Written description.

The evaluator describes the employee's strengths and weaknesses, past performance and potential in writing, and provides recommendations for improvement.

Pros: Simple and easy.

Disadvantages: It's not so much about evaluating an employee's actual job performance as it is about measuring the evaluator's writing ability.

2) Critical event method.

Evaluators focus on key behaviors that distinguish between good job performance and non-performance.

Advantages: Abundant examples, based on specific behaviors.

Disadvantages: Time-consuming: Unquantifiable.

3) Grading table method.

A very popular method of performance appraisal that lists a series of performance elements and increments of increments, and then the evaluator rates the employee on a case-by-case basis based on this directory.

Advantage: Quantitative data: It doesn't take too long.

Disadvantages: Lack of in-depth information on work behavior.

4) Behavioral positioning scoring method.

Behavioral targeting scoring is a very popular performance evaluation method that combines the key event method and the key point sheet method: the evaluator uses some kind of rating scale, but the score items in the scale are specific examples of behavior at work.

Advantages: Measurable work behaviors that focus on specific disorders.

Cons: Time-consuming: Difficult to develop.

5) Multi-person comparison method.

Employees are evaluated by comparison to other employees in the work group.

Pros: Compare employees to other employees.

Disadvantages: Difficult to operate when the number of employees is large: It can lead to legal problems.

6) Management by Objectives.

Employees are evaluated based on how well they accomplish specific goals.

Advantages: Focus on the goal; Results-oriented.

Cons: Time-consuming.

7) 360-degree evaluation.

Use feedback from your boss, employees, and colleagues.

Pros: Comprehensive.

Gap: Time-consuming.

What are the performance evaluation methods? （）

a.Self-assessment.

b.Peer rating.

c.The subordinate evaluates the superior penghui.

d.The upper chain is clearly answered to the lower level.

Correct answer: ABCD

Management by objectives refers to a method in which supervisors and subordinates work together to set mutually agreed goals so that organizational goals can be identified and met. These goals are detailed, measurable, time-controlled, and combined in an action plan. During the performance appraisal period, which is centered on objective performance criteria determined by both parties, the achievement of each progress and the achievement of goals can be measured and monitored.

Management by objectives is a form of participatory management. The achiever of the goal is also the maker of the goal, that is, the superior and the subordinate work together to determine the goal. First of all, the overall goal is determined, and then the overall goal is decomposed, step by step, through upper and lower consultations, the goals of each department of the enterprise up to each employee are formulated.

Objective management attaches importance to results, emphasizing autonomy and consciousness, but this does not mean that leaders can let go, and the management of the implementation process of goals is indispensable. In the process of managing the process of achieving the goal, the leader should regularly check the work of his subordinates, and use the opportunities for frequent contact between the two sides and the information feedback channel to carry out it naturally; Leaders should report the progress to their subordinates to facilitate mutual coordination; Leaders should also help subordinates solve problems encountered in their work, and modify the original goals in a timely manner when unexpected and unpredictable events seriously affect the realization of organizational goals.

Sequence comparison method: The sequence comparison method is a method of ranking and assessing employees according to their work performance. Before the assessment, it is necessary to first determine the module to be assessed, but not sure about the work standards to be achieved. All employees with the same position are compared in the same assessment module, and the order is ranked according to their work status, with the better ones ranking first and the worse ones ranking last.

Finally, add up the ranking numbers of several modules for each employee, and the assessment results of the employee are obtained. The smaller the total, the better the performance appraisal score.

Relative Comparison Method: The relative comparison method is to compare employees in pairs, and any two employees should make a comparison. After comparing the two employees, the relatively good employee is marked as "1" and the relatively poor employee is recorded as "0".

After all the employees are compared with each other, the scores of each person are added together, and the higher the total score, the better the performance appraisal score.

Compulsory proportional method: The compulsory proportional method refers to the method of dividing the assessee into several categories (best, better, medium, poor, and worst) according to the performance of the assessee. Learn more about enterprise management, and learn more about private network data credit management.

First of all, the performance appraisal system of the enterprise should be optimized, and the content of the assessment needs to be determined accordingly to improve the work efficiency and work ability of employees, and the theme must be clear and the design is reasonable. It is also necessary to have a certain degree of executive ability, and the evaluation process should also be based on the principle of fairness and impartiality.

"Annual performance evaluation" refers to the annual evaluation of individuals and units. It mainly examines the results within one year and evaluates them. Employees who exceed expect managers to be able to provide real-time feedback on their work without waiting until the end of the year, so more and more companies are deciding to cancel annual performance reviews.

Is it really useless to evaluate annual performance? The significance of the annual performance review is to provide a macro view of leadership, so that leadership can see the performance and career of the entire company at a glance. If a department or team has outstanding evaluation results, leaders can use it as a benchmark to focus on ways to achieve good results, and it can also be used to observe departments that are underperforming and identify and solve their problems.

The macro view is only one of the advantages of the company's annual performance evaluation, and to play its full role, the key is to continuously review and actual price throughout the year, not at the end of the year. Through performance evaluation, what can Xuzhou HR do for the company? I think "find high-scoring staff to fill the talent gap".

After the annual performance evaluation of high-performance employees is completed, Xuzhou HR can find employees whose evaluation results are always "beyond expectations". This is the most precious and most desirable employee in the enterprise. HR should work with them to plan their careers and let the company see their future.

Develop growth for these high-performance employees, Xuzhou HR can develop growth plans for these high-performance employees, employees can not only learn new technologies, but also use existing technology to support the company's work. HR communicates with these high-performing employees to let them know they have a lot of potential and are ready to support work and careers while also bringing business growth. HR can start with the following questions about educational methods:

What skills have you mastered? What skills do they need to improve.

Using talent management softwareTalent management software can help Xuzhou HR to better achieve talent management. Based on the evaluation results, reports are automatically generated, talent gaps, and tracking targets are clear at a glance. You can also set reminders to tell employees which technologies they should focus on and close the technology gap.

Putting the right people in the right placesHR tends to pay more attention to potential employees when analyzing performance appraisal results, but that doesn't mean that other employees who accurately meet the requirements of the position don't have potential. Xuzhou HR should carefully observe the technical status and requirements of each employee.