What are the methods and steps of performance appraisal?

Methods and steps of performance appraisal

1. Management by objectives method

The management by objectives method means that supervisors and subordinates jointly participate in formulating mutually agreed goals. A method by which organizational goals are determined and met. These goals are detailed, measurable, time-controlled, and combined in an action plan. Each progress made and goal achieved can be measured and monitored during performance reviews centered on objective performance standards established by both parties.

Management by objectives is a form of participatory management. The achiever of the goal is also the setter of the goal, that is, the superior and the subordinate set the goal together. First, the overall goal is determined, and then the overall goal is decomposed and expanded step by step. Through top-down consultation, goals for each department of the company and even each employee are formulated.

Management by objectives attaches great importance to results and emphasizes autonomy and consciousness, but this does not mean that leaders can just let it go. Leaders’ management of the goal implementation process is indispensable.

In the process of managing the process of achieving goals, leaders should conduct regular inspections of the work of subordinates, and use opportunities and information feedback channels where both parties often come into contact to proceed naturally; leaders should report progress to subordinates, To facilitate mutual coordination; leaders should also help subordinates solve problems encountered at work, and revise original goals in a timely manner when unexpected or unpredictable events seriously affect the achievement of organizational goals.

2. Relative comparison method

(1) Sequential comparison method

Sequential comparison method is a kind of evaluation based on the quality of employees’ work performance. method. Before the assessment, you must first determine the assessment modules, but you are not sure of the work standards to be achieved. Compare all employees with the same position in the same assessment module, and sort them according to their working status, with those with better work ranked first and those with worse work ranked last. Finally, the ranking numbers of several modules for each employee are added up to get the employee's assessment result. The smaller the total, the better the performance review score.

(2) Relative comparison method

The relative comparison method is to compare employees in pairs. Any two employees must be compared once. After comparing two employees, the relatively good employee scored 1%, and the relatively poor employee scored 0%. After all employees have compared with each other, add up each individual's score. The higher the total score, the better the performance appraisal result.

(3) Mandatory proportion method

The mandatory proportion method refers to dividing the appraised persons into several categories (best, better) according to a certain proportion based on their performance. , medium, poor, worst) assessment method.

3. Absolute evaluation method

(1) Management by objectives method

Management by objectives is to decompose the overall goals of the organization into individual goals, and finally based on A performance appraisal method in which the appraisee is evaluated based on how well he or she has completed the work objectives. Before starting work, the appraiser and the person being appraised should reach an agreement on the content of the work to be completed, the time limit, and the assessment standards. At the end of the time period, the assessor will conduct the assessment based on the work status of the assessee and the originally established assessment standards.

(2) Key performance indicator method

The key performance indicator method is based on the annual goals of the enterprise and through the analysis of employee work performance characteristics, and accordingly determines the performance that reflects the enterprise, department and Key quantitative indicators of the comprehensive performance of individual employees within a certain period of time, and conduct performance appraisals based on this.

　(3) Grade evaluation method

According to the job analysis, the grade evaluation method divides the work content of the position being assessed into several independent modules, and uses clear words in each module. The language describes the work standards that need to be met to complete the work of this module. At the same time, the standards are divided into several grade options, such as excellent, good, qualified, unqualified, etc. The assessor evaluates the completion of each module based on the actual work performance of the assessee. The total score is the employee's assessment score.

　(4) Balanced Scorecard

The Balanced Scorecard evaluates the enterprise from four perspectives: finance, customers, internal business processes, learning and growth, and gives each evaluation according to the requirements of the strategy. Different weights of indicators enable comprehensive evaluation of the enterprise, allowing managers to grasp and control the enterprise as a whole, and ultimately achieve the enterprise's strategic goals.

4. Description method

(1) All-perspective assessment method

All-perspective assessment method (360? assessment method), that is, superiors, colleagues, subordinates, An assessment method in which the person being assessed is assessed by oneself and the customer. Through this multi-dimensional evaluation and combining the opinions of different evaluators, a comprehensive and fair evaluation can be obtained.

(2) Important events method

Important events refer to the "important events" that the appraiser pays attention to collecting about the person being assessed in normal times. The "important events" here refer to those events that will affect the person being assessed. Events that have a positive or negative impact on the overall work performance of the department should be recorded in writing. These written records should be sorted and analyzed to ultimately form the assessment results.

The quantitative performance management method is to conduct timely and accurate assessments and coordinate the implementation of income, capabilities, and distribution relationships through scientific processing of data in different periods and under different working conditions. The main purpose of performance appraisal

1. To achieve company goals through performance management.

2. Improve the company's overall operation management through performance management. For the company as a whole, it can be used as the basis for improving the company's overall operation management. Through overall performance management, the company's operating status can be discovered, problems existing in the implementation of the development strategy can be understood in a timely manner, and the action plan and performance results can be tracked by revising the strategy to ensure the realization of the development strategy.

3. Improve employee training and career development planning through performance management. For individuals, it can be used as the basis for employee training, development, and career planning. Continuously establishing performance files can help you understand employees' long-term performance, so you can develop targeted training plans to improve employee performance capabilities. The significance of performance management

1. Achieving company goals through performance management

Performance management is the most direct bridge between individual employee behavior and organizational goals. For example, in 2010, our company will achieve sales of 100 million in Yi County, Huangshan City. Our company has a total of five sales staff. Then, after decomposition, it will be a per capita sales target of 20 million. To achieve this sales target, the salesperson must sell at least 100 units of commercial housing (an average of about 200,000 yuan/unit). If under normal circumstances, a customer only purchases one commercial house, then each salesperson has to contact at least a hundred customers to achieve the goal. Assuming there are three hundred working days in a year, then on average they have to deal with a customer every three days, which means that their behavior must always revolve around the customer, making phone calls, sending text messages, communicating with customers, etc. Otherwise, personal sales targets will not be achieved, and company goals will be difficult to achieve. Therefore, in this case, assessing whether the individual sales target is completed or not can guide individual behavior to customers, thereby establishing a link between individual behavior and company goals.

2. Improve the company’s overall operation management through performance management

For the company as a whole, it can be used as the basis for improving the company’s overall operation management. Through overall performance management, the company's operating status can be discovered, problems existing in the implementation of the development strategy can be understood in a timely manner, and the action plan and performance results can be tracked by revising the strategy to ensure the realization of the development strategy.

3. Improve employee training and career development planning through performance management

For individuals, it can be used as the basis for employee training, development, and career planning. Continuously establishing performance files can help you understand employees' long-term performance, so you can develop targeted training plans to improve employee performance capabilities. It also serves as a reference for selection, job rotation and promotion during the career development process of employees. Of course, in performance management, we must ensure that we track the employee performance process, not just the results. Only by fully understanding the performance of the employee performance process can we accurately assess the career development trend of employees.

1) The purpose of assessment is not only for the planning and design of the salary system, not only to obtain a basis for rewards and punishments, because rewards and punishments are only means to strengthen the assessment function;

2) The purpose of assessment The purpose is not just to adjust employees' remuneration, but to adjust remuneration to reaffirm the continuous development of employee value;

3) Assessment is to continuously improve employees' professional abilities and improve work performance, and improve employees' performance at work The initiative and effectiveness in execution serve as an effective basis for employee training and career development planning, and continue to create value for the company.

4. Realize "***win" through performance management

Performance appraisal must be based on "***win", which means that the company and employees must Get the required coins to win the "game". First, enterprises win management and efficiency. Secondly, employees gain self-understanding, improvement and development.