What Are Job Performance Standards?

The performance evaluation standard is a benchmark for measuring the scores of various evaluation indicators obtained by the appraisers through measurement or agreement with the appraisers. According to the organization's strategy, standards for individual or group work behaviors and work results can be formulated. Although there can be multiple standards and detailed requirements for each, there are only two general principles for measuring performance: whether to make work results Maximize; whether it helps improve organizational efficiency.

Performance evaluation criteria

The performance evaluation standard is composed of three elements: standard strength and frequency, label, and scale.

1. Assess employee performance. 2. Establish effective company performance appraisal system, procedures and methods. 3. Achieve understanding of the performance appraisal, understanding and operation of all employees, especially managers. 4. Promotion of performance evaluation system. 5. Improvement and improvement of the company's overall work performance.

Performance evaluation standards can be classified differently from different perspectives. The general classification methods are as follows:

1. According to the evaluation methods, the evaluation standards can be divided into quantitative standards and qualitative standards.

1) Quantitative standard is to use quantity as

Generally speaking, an effective performance evaluation standard must have the following eight characteristics.

1. Standards are work-based rather than worker-based

Performance evaluation criteria should be based on the job itself, regardless of who is doing it. And there should be only one set of performance evaluation standards for each job, not a set for each person.

Performance evaluation standards and goals are different. The goal should be for individuals, not for work. The typical characteristic of a goal is that it must be challenging. Therefore, although a supervisor leads and directs many people to perform the same job, he should only order one set.

General principles of performance evaluation standards: work results and

The performance appraisal of an enterprise must be fair, open, and fair. To achieve these points, the following principles must be followed:

Assessment criteria

In non-quantitative indicators, quantity and time are generally not used as separate assessment standards. The so-called non-quantitative refers to the pursuit of quality, not quantity. For example, a typist, whose

Performance evaluation method:

Direct ranking of performance evaluation criteria

The direct ranking method is a relatively comparative method, which mainly sorts employees according to the performance of an evaluation factor from the best performing employees to the worst performing employees. It is a qualitative performance assessment and evaluation method.

1. Direct ranking performance appraisal

List all the candidates who participated in the evaluation, and start an evaluation on a certain evaluation element. First, find the best performing employee on this factor, place it in the first position, and then find the employee who performs poorly on this factor. Place him in the last position, then find the next best, worst second, and so on. The evaluation element can be overall performance, it can also be a specific job or reflect a certain aspect of performance.

2. The advantages of direct performance evaluation

It is easier to identify good and bad performers;

If the evaluation is based on element breakdown, you can clearly see the deficiencies of an employee in certain aspects, which is conducive to performance interviews and improvements;

(3) Suitable for a small number of organizations or teams, such as a working group and a project team.

3. Disadvantages of direct ranking performance evaluation

If there are a large number of people to be evaluated, if there are more than 20 people, this sorting work is cumbersome, especially if the elements need to be further subdivided.

Strict ranking will give a bad impression to employees. It is easier to determine the best and worst, but the middle ranking is more vague and difficult to determine. It is not as easy to accept as the ranking.

Performance evaluation criteria dual comparison

For each element of performance evaluation, compare each employee with other employees to determine who is "better", record the number of times each employee is considered "better" when compared with any other employee, and give the employee according to the number of times Sort. Similar to the direct ranking method, it is also a relative qualitative evaluation method.

1. Advantages of dual comparison performance evaluation: Because it is a sequence obtained by pairwise comparison, the evaluation obtained is more reliable and effective.

2. Disadvantages of dual comparison performance evaluation: Similar to the direct ranking method, it is only suitable for a small number of people, and the operation is more troublesome.

Mandatory allocation of performance evaluation criteria

1. The compulsory allocation performance assessment method is based on the normal distribution law of things "big at the two ends and small at the middle", and first determines the proportion of each grade in the total. For example, if it is divided into three grades of good, good, and bad, it accounts for 30%, 40%, and 30% of the total; if it is divided into five grades of good, good, medium, poor, and bad, each grade is 10%, 20 %, 40%, 20%, and 10%. Then, according to the relative pros and cons of each person's performance, a certain level is mandatory for inclusion.

Written description of performance evaluation criteria

A qualitative evaluation method in which the appraiser writes down the employee's work performance, actual performance, advantages and disadvantages, development potential, etc. according to a standardized format, and then proposes improvement suggestions.

1. Describe the advantages of performance assessment in writing: simple, fast, suitable for organizations with small numbers of people and low management requirements.

2. Describe the shortcomings of performance assessment in writing: The validity of its evaluation depends not only on the actual performance level of the employees, but also directly related to the supervisor's views and writing skills.