What are the 5 indicators of performance appraisal and what are the 5 indicators of performance appr

1.The standard must be specific - the standard is used in the assessment to measure the subordinate, indicating the situation that the subordinate needs to achieve when completing the work task, so the standard must be clear and specific, can not make people feel ambiguous, those who directly use numbers to represent the results of the work is easier to understand, so what can be converted into numbers must be converted into numbers, don't think this is difficult, as long as you work hard, you can transform.

2.The standard should be "moderate: moderate", simply put, is the standard formulated, neither too high, nor too low, and then the image is "a jump to pick the peach on the tree", the standard is too low, subordinates can achieve it without effort, it loses the meaning of the assessment, the standard is too high, how hard to not reach, there will be the idea of breaking the jar, anyway, it can't be reached, simply don't do it, such a standard is better than not assessing.

3.The criteria should be changeable – the criteria for assessment are not set in stone after they are formulated, and can be slightly changed when necessary. When the external environment has undergone major changes, the assessment standards should also change, if the post operation or the application of new technology, the standard will also change, and even the personnel are replaced, but also according to the basic situation of the personnel and make adjustments, such as a newcomer's standard must not be treated according to the standard of a skilled old man.

4.Standards should have a time limit – mainly for performance appraisals, but in practice, everyone has done this consciously or unconsciously. For example, the production of ten products per day, monthly sales of 200,000 yuan, here every day and every month is the time limit, if there is no time limit, the standard is meaningless, as for how to set the time cycle, according to the actual situation of the company to do, can not be a one-size-fits-all.

5.Assessors should seek truth from facts - seeking truth from facts, that is, for the real problems, what is right is right, it is to praise, what is wrong is wrong, it is necessary to point it out, so as to correct it, it can not be wrong in order to get by on the surface, just say that it is right, but look for opportunities to retaliate against subordinates behind the scenes, or reverse black and white in order to achieve a certain balance, only facts and truth-seeking can convince subordinates, which is the most basic principle of assessing individuals.

Performance appraisal indicators.

General: Quantitative indicators, number of work, and qualitative indicators.

1. The work standard law combines the work of employees with the work standards and labor quotas formulated by the enterprise.

Compare to determine employee performance. The advantage is that the reference criteria are clear and the evaluation results are easy to make. The disadvantage is that it is aimed at managerial positions.

It is difficult to set standards for personnel, and there is a lack of quantifiable indicators.

2. Ranking method is a performance evaluation method that ranks 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 ranking method to a certain extent, which is to distribute the limited range of employees according to a certain probability.

A method of forced distribution, this method has the advantage of avoiding a large pot of rice.

The disadvantage is that probabilistic assumptions are not necessarily true, and probabilities may differ in different sectors or ranges.

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 simply supervising and being supervised to being a consultant and facilitator, and promotes the realization of work goals and performance goals.

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

They are as follows:

1. Work Standards Law:

The work of employees is compared with the work standards and labor quotas set by the enterprise to determine the performance of employees. The advantage is that the reference standard is clear and the evaluation results are easy to make, but the disadvantage is that it is difficult to formulate standards for management personnel and lacks quantifiable indicators.

2. Sorting method:

A performance evaluation method that ranks employees within a certain range of standards from high to low, has the advantage of being simple and easy to implement, avoiding the error of centering, 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 ranking method to a certain extent, and is a method of forcing the distribution of a limited range of employees according to a certain probability distribution, the advantage of this method is to avoid a big pot of rice, and the disadvantage is that the probability assumptions are not necessarily true, and the probability may be different in different departments or ranges.

4. Key event method:

Refers to the record of those behaviors that have a significant positive or negative impact on the efficiency of the department or enterprise, the examiner must record all the key events of the assessee during the assessment period, the advantage is that it is more objective, the disadvantage is that the workload is large, and it also requires a quantitative process.

5. Objective management method:

Its basic feature is that the appraiser and the appraisee work together to set the work objectives, and guide and assist them to complete the objectives, and constantly revise the objectives, which makes the relationship between the appraiser and the assessee change from simple supervision and supervision to consultants and facilitators, and promotes the realization of work objectives and performance objectives.

Performance evaluation indicators generally include quantitative data indicators, work task indicators, and subjective evaluation indicators, and quantitative data indicators are generally business indicators, such as profits, operating income, sales revenue, etc.; Work task indicators generally refer to the assessment of the responsibilities that the department should undertake, including the performance of key responsibilities, and the assessment of temporary work tasks decomposed by superiors or companies. Evaluation indicators refer to subjective indicators through the evaluation of work attitude, work behavior, and work ability.

The indicators of performance appraisal can vary from company to company, but usually the following 5 indicators are considered in performance appraisal:

1.Achievement of work objectives: This is one of the main indicators of performance appraisal. Employees' work goals are usually agreed with management at the beginning of the year, and the employee's work goals are evaluated through the year-end performance appraisal.

2.Work quality: This indicator mainly evaluates the performance of employees in terms of professional skills, work attitude, and working methods.

3.Productivity: This metric takes into account the time and resources it takes for employees to complete their jobs.

4.Personal quality: This indicator mainly evaluates the personal quality of employees, including work attitude, teamwork ability, communication ability, leadership ability, etc.

5.Learning and growth: This indicator mainly assesses the learning and growth of employees at work, including participation in training, independent learning, career planning, etc.

These indicators can be adjusted according to the specific situation of the company, but the above indicators can usually comprehensively and objectively evaluate the performance of employees and provide valuable reference and data for the company.

Performance appraisal metrics can include attendance, work completion rate. And productivity and so on.