What are the main methods of performance evaluation

The main methods of performance evaluation include the following:

Direct Observation Method: Evaluate the performance of employees by directly observing their performance in terms of work performance, behavior, and ability.

Oral reporting method: Through the direct supervisors, colleagues, subordinates and other aspects of the employee's performance and ability to understand the performance of the employee, in order to evaluate the performance of the employee.

Self-assessment method: Employees conduct self-assessment of their work performance and ability in order to understand their work performance and problems, and formulate corresponding improvement plans and measures.

Performance appraisal form method: through the development of performance appraisal form, the work results, ability, behavior and other aspects of employees are evaluated and scored, so as to rank and evaluate the performance of employees.

360-degree evaluation method: through the employee's direct superiors, colleagues, subordinates, customers, businessmen and other aspects of the employee's performance and ability to understand the performance of the employee, in order to conduct a comprehensive evaluation of the employee's performance.

Results-oriented approach: Evaluate and rank employees' performance by evaluating their work results.

The above are common methods of performance evaluation, each of which has its own applicable scenarios and advantages and disadvantages, and needs to be selected and applied according to the specific situation in practice. At the same time, performance evaluation also needs to be combined with the actual situation, using a combination of methods to evaluate and analyze, in order to fully understand the work performance and problems of employees, and formulate corresponding improvement plans and measures.

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.

The characteristics of performance include: (1) multi-factorality, the quality of work performance is not determined by a single factor of the subjective ability of the individual, such as the attitude and ability of the employee, but is subject to a variety of objective factors. (2) Multidimensionality, performance is the general term of work results, including multiple aspects of the implementation and completion of work tasks.

This is especially important when designing the assessment dimension. (3) Dynamics: In different appraisal periods, performance evaluators should pay special attention to the difficulty of achieving work tasks, the physical environment of work, and the dynamic impact of interpersonal relationship changes on performance.

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

The performance evaluation methods mainly include: job reference method; taxonomy sequencing; grading; Element Comparison Method.

Taxonomy: It was first used by the U.S. federal ** and is characterized by the ability to quickly process a large number of jobs. The classification method mainly classifies all positions according to different job content and job responsibilities, which can generally be divided into management work, administrative work, technical work and marketing work.

Each category is then given a range of job values, and the jobs in each category are ranked.

Ranking method: according to the value of the contribution of the position to the organization from high to low. This law is applicable to enterprises with small scale, small number of jobs and relatively stable jobs.

Scoring method: It is the most widely used method at present, and the quantitative method is used to evaluate each position.

Element comparison method: there is no need to care about the qualifications and job responsibilities of specific positions, but to abstract all positions into various elements, generally abstracted into five elements such as intelligence, skills, physical strength, responsibilities and working conditions, and divide the elements into different levels, and assign value according to the corresponding elements and levels of the position.

The Importance of Competence:

Ability is a collection of various personality traits that drive a person to produce excellent performance, different abilities have their specific behavioral performance, although the ability itself is abstract, but its behavioral performance can be observed, the ability orientation mainly reflects the ability of the enterprise organization to develop the need for missed detection, the enterprise according to the ability required by the post to find talents, and then to provide counseling and training, on the basis of satisfying the matching of people and posts to stimulate the potential of employees, can achieve twice the result with half the effort.

In addition, enterprises should establish a supporting qualification system to allow employees to be promoted, and their promotion direction is the same as that of the organization's core promotion, which is in line with the needs of organizational development.

Google, for example, does not have KPIs, but it has a thing called OKR (Objectives and Key Results), which means "Objectives and Key Results". This system originated from Intel, which was introduced by Google less than a year ago, and is still in use today. Under the OKR system, employees set a goal (O) and then set a series of primary outcomes (KRs) that are used to measure whether the goal is being achieved.

Summary. Kiss <>

Thank you very much for your patience, I am honored to answer for you, for you to inquire: performance evaluation party FA mainly includes: key event FA, behavior anchoring FA, behavior observation FA, weighted selection FA, mandatory sorting FA.

Principle of participation. Enterprises emphasize the belonging and obedience of employees to the collective, and this concept is reflected in performance evaluation, which is manifested in the phenomenon of not paying attention to individual evaluation and serving the will of the superior. Therefore, the evaluator should emphasize the joint participation of the subject and object of the evaluation, respect the opinions of both parties, and mobilize the enthusiasm and initiative of employees.

What are the main performance evaluation methods?

Kiss <>

Thank you very much for your patience, I am honored to answer for you, for you to inquire: performance evaluation party FA mainly includes: key event FA, behavior anchoring FA, behavior observation FA, weighted selection FA, mandatory sorting FA.

Principle of participation. The enterprise emphasizes the employee's obedience to the collective, which is reflected in the performance evaluation, which is manifested in the lack of attention to individual evaluation and the phenomenon of serving the will of the superior. Therefore, the evaluator should emphasize the joint participation of the subject of the assessment and the object of the evaluator, respect the opinions of both parties, and mobilize the active work of employees and the active work.

Hello dear, objective xing principle. For a long time, under the influence of Confucianism and traditional culture, enterprises have emphasized the relationship orientation between people, so they are affected by the relationship between the two parties in the performance evaluation, and the subjective bias has a greater impact. Therefore, the evaluator should pursue the principle of being as objective as possible.

Ease of operation principle. In order to facilitate enterprise management, we should try to choose a simple and easy-to-operate evaluation method. Of course, those enterprises that want to improve management norms through performance evaluation and have a certain management foundation can adopt more complex evaluation methods.