performance appraisal indicators generally include quantitative indicators, workload and qualitative indicators.

1. Work standard method, which compares employees' work with the work standards and labor quotas formulated by enterprises to determine employees' performance. The advantage is that the reference standard is clear and the evaluation result is easy to make. The disadvantage is that it is difficult to formulate standards for management personnel and there is a lack of quantifiable indicators.

2. Ranking method is a performance evaluation method that ranks employees in a certain range from high to low according to a certain standard. Its advantages are simple and easy to operate, avoiding the error of convergence, and its disadvantages are 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. It is a method of forcibly distributing employees in a limited range according to a certain probability distribution. The advantage of this method is to avoid a big pot of rice. The disadvantage is that the probability assumption is not necessarily true, and the probability in different departments or ranges may be different.

4. Critical incident method refers to recording behaviors that have a significant positive or negative impact on the efficiency of departments or enterprises. The appraiser must record all the key events of the appraiser during the appraisal period. Its advantage lies in objectivity, but its disadvantage lies in the heavy workload and the need for a quantitative process.

5. Management by objectives, the basic feature of which is that the appraiser and the examinee work together to set work objectives, guide and assist them to complete the objectives, and constantly revise the objectives. This makes the relationship between the appraiser and the examinee change from simple supervision and supervision to consultant and promoter, which promotes the realization of work goals and performance goals.

6, 361-degree assessment method, this method is a combination of the above-mentioned methods, through different examiners to assess, as far as possible in the selection of assessment indicators, combined with target management and a certain degree of hard distribution and forced ordering. The disadvantage is that the assessment workload is large and the assessment cycle is difficult to choose.