objective:

performance appraisal is essentially a process management, not just an assessment of results. It is a process of decomposing the medium and long-term goals into annual, quarterly and monthly indicators, and constantly urging employees to achieve and complete them. Effective performance appraisal can help enterprises achieve their goals.

principle:

1. principle of fairness

fairness is the premise of establishing and implementing the personnel performance appraisal system. If it is unfair, it is impossible to play the due role of performance appraisal.

2. Strict principle

If the performance appraisal is not strict, it will become a mere formality. Poor performance appraisal not only fails to fully reflect the real situation of staff, but also has negative consequences. The strictness of performance appraisal includes: there must be clear assessment standards; There should be a serious assessment attitude; There should be a strict assessment system and scientific and strict procedures and methods.

3. The principle of single-headed evaluation

The evaluation of employees at all levels must be carried out by the "immediate superior" of the evaluated person. The direct supervisor knows the actual work performance (achievement, ability and adaptability) of the appraisee best, and is also most likely to reflect the real situation. The evaluation comments made by the indirect superior (that is, the superior of the superior) to the direct superior shall not be modified without authorization. This does not rule out the adjustment and correction of the evaluation results by indirect superiors. Single-head evaluation clarifies the responsibility of evaluation, and makes the evaluation system consistent with the organization and command system, which is more conducive to strengthening the command function of business organizations.

4. Principle of making results public

The conclusion of performance appraisal should be made public to myself, which is an important means to ensure the democracy of performance appraisal. By doing so, on the one hand, the examinees can know their own strengths and weaknesses, so that those with good assessment results can make persistent efforts and continue to be advanced; It can also make people with poor assessment results convinced and make progress. On the other hand, it also helps to prevent possible prejudice and various errors in performance appraisal, so as to ensure fairness and rationality of the assessment.

5, combined with the principle of rewards and punishments

According to the results of performance appraisal, there should be rewards and punishments, and there should be ups and downs according to the size and quality of work performance, and this kind of rewards and punishments is not only related to spiritual encouragement. Moreover, it must be linked with material benefits through wages and bonuses, so as to achieve the real purpose of performance appraisal.

6, the principle of objective evaluation

Personnel evaluation should be based on clearly defined evaluation criteria, aiming at objective evaluation data, and try to avoid infiltration of subjectivity and emotion.

7. The principle of feedback

The evaluation results (comments) must be fed back to the person being evaluated, otherwise it will not play an educational role. While feeding back the evaluation results, we should explain the comments to the evaluated person, affirm the achievements and progress, explain the shortcomings, and provide reference opinions for future efforts.

8, the principle of difference

There should be a clear distinction between the grades of assessment, and there should be obvious differences in salary, promotion, use, etc. for different assessment comments, so that the assessment is stimulating and employees are encouraged to be motivated.

9. The principle of information symmetry

Performance appraisal is suitable for any work with symmetrical information and easy supervision. Any work with asymmetric information and not easy to be supervised is suitable for equity incentive. This is the conclusion drawn by Jing bang Xue zhongxing in the course of many years of actual combat.

methods:

1. Graphic Rating Scale (GRS): it is one of the simplest and most commonly used performance appraisal techniques, and it is generally conducted in the form of filling in the chart scale and scoring.

2. Alternative Ranking Method (ARM): it is a commonly used ranking assessment method. The principle is that it is much easier to select the best or worst performers in the group than to evaluate their performance absolutely. Therefore, the operation method of alternating sorting is to select and arrange the "best" and "worst" respectively, and then select the "second best" and "second worst", and so on, until all the assessed personnel are completely arranged, so that the ranking of advantages and disadvantages is the result of performance appraisal. Alternate sorting can also use performance sorting table in operation.

3. Paired Comparison Method (PCM): It is a more detailed method to assess the performance level by ranking. Its characteristic is that each assessment element needs to be compared and ranked in pairs, so that under each assessment element, everyone is compared with everyone else, and all the examinees are fully ranked under each element.

4. Forced Distribution Method (FDM): it is to set the distribution ratio of performance level before the assessment, and then arrange the assessment results of employees into the distribution structure.

5. Critical Incident Method (CIM): It is a method to evaluate the performance level of employees through their key behaviors and behavior results. Generally, the supervisor records the excellent behavior events or very bad behavior events of his subordinates at work, and then interviews with the employees at the evaluation time (quarterly or semi-annually), and discusses them according to the records.

6. Behaviourally anchored rating scale (BARS): it is a method to evaluate the performance level based on observing and evaluating the work behavior of the examinee.

7. Management by Objectives (MBO): Management by Objectives is a more widely used method in modern times. Managers usually emphasize profit, sales volume and cost, which can bring results. Under the management by objectives method, every employee is determined to have a number of specific indicators, which are the key targets for the successful development of his work, and their completion can be used as the basis for evaluating employees.

8. Narrative method: During the assessment, the facts are explained in words, including what obvious achievements have been made in previous work and what are the shortcomings and defects in the work.

9, 361 assessment method: also known as cross assessment (PIV), that is, the old method of evaluating subordinates' performance from top to bottom by the boss is changed into an all-round 361 cross form of performance assessment. The method of evaluating the performance level through peer evaluation, superior evaluation, subordinate evaluation, customer evaluation and personal evaluation. Cross-examination is not only the basis of performance evaluation, but also can find problems and carry out reform and promotion. Find out the cause of the problem and start to work out the improvement plan.

11, coles Balanced Score Card (BSC): around the strategic objectives of the enterprise, using BSC can comprehensively evaluate the enterprise from four aspects: finance, customers, internal processes, learning and innovation. When using it, establish corresponding goals for each aspect and indicators to measure whether the goals are achieved.

Extended information:

Performance examination is a link in enterprise performance management, which refers to the process that the assessment subject uses scientific assessment methods to evaluate the completion of employees' work tasks, the degree of employees' job responsibilities and the development of employees against work objectives and performance standards, and feeds back the evaluation results to employees. Common performance appraisal methods include BSC, KPI and 361-degree appraisal. Performance appraisal is a systematic project. Performance appraisal is a means in the process of performance management.

Reference: Baidu Encyclopedia-Performance Appraisal