What Are the Different Types of Performance Appraisal Methods?

Performance evaluation refers to the comprehensive evaluation of the degree of achievement of the performance goals set by the central department to achieve its functions and the implementation results of the budget arranged to achieve this goal, using certain evaluation methods, quantitative indicators and evaluation standards. .

Performance evaluation method

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Performance evaluation refers to the comprehensive evaluation of the degree of achievement of the performance goals set by the central department to achieve its functions and the implementation results of the budget arranged to achieve this goal, using certain evaluation methods, quantitative indicators and evaluation standards. .

Lawrence S. Kreman pointed out in the book "Human Resources Management: A Tool for Gaining Competitive Advantage" that human resources professionals must make appropriate choices among many performance evaluation tools. They should consider cost, practicality, and the nature of work. Three important factors. Let us focus on the analysis of the nature of work.

The nature of work can be considered from three aspects, that is, the degree of structure of the work, the quantifiability of the work goals, and the stability of the work environment.

(1) The degree of structured work. Highly structured work means that the work content, procedures, and completion methods are all determined. Employees only need to act in accordance with programmatic requirements to achieve the desired results. On the contrary, low-structured work has its working methods and contents Large autonomy and strong uncertainty. Programmatic departments such as installation workshops,

(1) The principle of participation. The company emphasizes the employee's ownership and obedience to the collective. This concept is reflected in performance evaluation, which is manifested as a disregard for individual evaluation and a service to the will of the chief executive. Therefore, the evaluation method should emphasize the joint participation of the evaluation subject and the evaluation object, respect the opinions of both parties, and mobilize the enthusiasm and initiative of employees.

(2) The principle of objectivity. For a long time, under the influence of Confucianism and traditional culture, companies have particularly emphasized the relationship orientation between people. Therefore, in the performance evaluation, they are affected by the close relationship and hierarchical relationship between the two parties, and subjective prejudice is greatly affected. The evaluation method should therefore pursue the principle of being as objective as possible.

(3) Easy operation principle. In order to facilitate the management of the enterprise, a simple and easy-to-use evaluation method should be selected as far as possible. Of course, those companies that want to improve management standardization through performance evaluation and also have a certain management foundation can take more complex evaluation methods.

(4) Multiple evaluation subject principles. The chief executive's consciousness is serious, and the evaluation subject is usually the leader, which is prone to unfair evaluation. Therefore, it is necessary to choose an evaluation method with multiple evaluation subjects to ensure the objectivity and accuracy of the evaluation.

(5) The result is easy to distinguish. Enterprise egalitarianism is serious and often leads to the middle of the evaluation results. Therefore, an evaluation method should be selected that can make the evaluation results more differentiated.

Among the above five selection principles, the principle of objectivity, the principle of easy operation, and the principle of easy differentiation of results are particularly important principles, and companies can make comparisons and combinations based on these principles.