What is the main part of the performance evaluation process?

1, in the formal period, performance appraisal is often just implemented at this stage. At this time, the evaluation usually takes the form of trial evaluation. Assessment results cannot be linked to performance pay. Mainly to let employees at all levels find the feeling of assessment and master the methods of assessment.

2. During the action period, the performance appraisal is gradually carried out and gradually enters a good period. At this time, the assessment began to be linked with performance pay, interest and promotion. And really enter the practical stage.

3. In the habit period, performance appraisal has become a habit, with written and institutional language. At this stage, enterprises will conduct bottom-up assessment from top to bottom in the assessment cycle, count the assessment data and calculate performance pay. Once the salary adjustment and promotion of employees are involved, previous performance will be the first basis.

4. During the cultural period, performance appraisal is closely integrated with corporate culture. Employees want to be evaluated. Evaluation has become an indispensable norm for enterprises. Enterprises present an equal atmosphere of fair competition and open requirements.

Extended data:

Principles of performance evaluation:

1, the principle of fairness

Fairness is the premise of establishing and implementing the personnel performance appraisal system. If it is unfair, it will not play its due role in performance appraisal.

2. Strict principles

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

3, the principle of single evaluation

The evaluation of employees at all levels must be carried out by the "immediate superior" of the assessed. The direct supervisor knows the actual work performance (achievement, ability and adaptability) of the assessed person best, and is also most likely to reflect the real situation.

4, the principle of public results

The conclusion of performance appraisal should be made public to me, which is an important means to ensure the democracy of performance appraisal. Doing so, on the one hand, can let the assessed know their own advantages and disadvantages, strengths and weaknesses, so that those with good assessment results can make persistent efforts.

Baidu Encyclopedia-Performance Appraisal