What are the common performance appraisal methods? Please name at least three and evaluate their advantages and disadvantages.

The first one, MBO, also called management by objectives, has the advantage of decomposing the company's strategy into every employee. Everyone's efforts are clear and clear, and it is also convenient for motivation and assessment; The disadvantage is that the cost is high, and we need to understand the basis and reasons for this decomposition in order to achieve effective incentives;

The second method, the forced step-by-step method, has the advantage of ranking employees' ability and performance quickly according to a certain proportion; Its shortcomings also come from its advantages. The proportion source used for distribution needs to be discharged from the upper, middle and lower levels, which will cause unfairness and rationality, and the last few performances are not bad;

Thirdly, the advantage of behavior scale method, I understand, is that it can compare the performance of employees according to the needs of company development, using behaviors that meet the needs of the company, and calculating the total score with the help of the proportion of occurrence; The disadvantage is that the cost is also very high, and it is impossible to comprehensively measure all the work behaviors of employees. The choice of corresponding proportional behavior also depends on the level of the person using the tool.

Among them, MBO should be said to be a common one, and compulsory distribution is not a strict performance appraisal method, because what is the basis of compulsory distribution and how the results come out are to be studied. So at present, there are usually many ways of centralized assessment. Personally, I think there are KPI, BSC, MBO, 360 degrees, and so on.

Then MBO target management performance appraisal method, the player's answer is better, and it is indeed one of the commonly used appraisal methods. Its advantage is that it can decompose tasks and objectives and make the work clear. It also has some shortcomings, such as the difficulty in setting and defining goals, such as the expensive process of agreeing on goals, the communication between superiors and subordinates and so on.

Followed by BSC, balanced scorecard, balanced scorecard is strictly a strategic management tool, so it can be decomposed into a performance appraisal method, because it is a strategic management tool. His advantage is that the dimensions are comprehensive, and finance, customers, interior and development are strictly based on the decomposition of strategy; The disadvantage lies in the applicability and high demand of China enterprises at present, because most enterprises don't even have a question about what a strategy is, so they don't go up, and the demand for management standardization is also high.

Let's talk about 360-degree evaluation first. The advantages are obvious. It is an all-round evaluation for superiors, subordinates, peers, customers and so on. It can comprehensively reflect this person's situation, and the shortcomings are also obvious. It is easy to have interpersonal orientation in operation, that is, people with interpersonal relationship numbers give you high marks, and people with poor interpersonal relationships get low marks, rather than actual work performance. At the same time, evaluation is also difficult to quantify. Therefore, it is suggested that 360-degree evaluation should not be used as the result of performance appraisal, but as a reference for personal improvement, which is the most appropriate.

Finally, KPI is the most commonly used performance appraisal method and a key performance indicator. Then, according to the work content of this person, extract key performance indicators, and then conduct assessment. Advantages are closely related to job responsibilities and phased goals. The disadvantage is that the KPI indicators are different in different stages, the index values are not easy to determine, and the KPI of some positions is difficult to quantify, so I will say so much. At the same time, I personally think that the last elimination system mentioned by piggy is not strictly a performance appraisal method. This is the same as forced distribution, and the results are obtained by some methods. Then how to apply the results, which is more suitable for compulsory distribution or bottom elimination, is the application of performance results.

Mark:

Different forms of education have different assessment methods, and several assessment methods listed in lowercase letters are often divided by teachers in human resources learning classes. It can't be wrong, hehe. But we often talk about several methods, such as MBO\KPI\BSC\360.

The following personal views:

Any performance appraisal method is just a means, whether it is MBO, forced distribution method, target scale method, KPI or BSC. In the end, the assessment indicators involved in these assessment methods must be consistent with the strategic objectives of the enterprise, and the assessment indicators unrelated to the strategy are meaningless.

For a mature manufacturing enterprise, individuals tend to use the logical KPI method for assessment, that is, according to the company's business assessment indicators, it is decomposed layer by layer in the form of a logical tree, and each department gets several most important indicators. This not only combines the decomposition of strategic objectives, but also is not as much as BSC, not as complicated as 360 degrees. Of course, the work content of some management functional departments may not necessarily match all the business indicators of the enterprise, so the quantification work is really a big problem.

Finally, no evaluation method is perfect. What enterprises need to find is an assessment method suitable for their own needs.

I would like to add that the performance appraisal method is not only used alone, but also used in combination in many enterprises, or different appraisal methods are used for different positions.

Thirdly, the training effect has always been a long-standing problem in training. Suppose you are a training specialist, what measures will you take to improve the training effect of your company?

I will list the obvious contents that need further training at present, and analyze with my boss how much loss will be caused if I don't train. First;

The second point: list the current training costs. If the gap is obviously greater than the required cost, then training is urgently needed;

Third: how to mobilize the boss to spend money to solve the problem? Let the boss play the role of the current trainer first, and see if he can speak or solve practical problems. If the boss can't solve it, and it is the top priority problem at present, (will the boss watch the company's very conspicuous problems not be solved? ), then the boss will go against his idea of not spending money on foreign teachers. If this time, the problems that need to be solved can be solved through training and good results can be achieved, then the boss will be happy to support future training.

Xinxin's answer is a little different from mine, but the actual situation of each enterprise is different. Perhaps these are the present situation of their enterprises. That's what she should consider now. She talks more about training resources, which is really important. Without the support of the boss, it is difficult to have an effect.

Let's review the question: What measures will you take to improve the training effect of your company? To answer this question, we must first make clear the purpose of training. All training is inseparable from the following points: imparting knowledge, upgrading skills and changing attitudes. We must know whether these points have been achieved.

The current situation of employees should be recorded before training, and the data can be compared after training. Personally, we can improve the training effect from the following aspects:

1. Whether the source of training demand is scientific. If the training we carry out is not needed by the company and employees, employees will not participate or participate in a coping manner. Will such training be effective?

2. The training plan should be clear. Training needs to be planned to ensure the effective landing and implementation of training. Planning involves a wide range, mainly including: defining the training theme, training time, place, target, lecturer, teaching materials, class hours, teaching methods, effect evaluation and so on.

3. The training forms are diverse and entertaining. When it comes to training, many people will think of cramming. Everyone is tired of this form and can be diversified. It can be a combination of brainstorming, case analysis, storytelling, role-playing and playing games, so that students can understand and use the course. Curriculum design theory is integrated with practice and has strong pertinence.

4. Training is linked to employees' interests. Training must be closely linked with employees' job performance, so that employees can devote themselves to training. Love learning and actively participate in training, the training effect is good, the performance of employees is improved, and the performance salary and bonus will also be improved. Enterprises should ensure the training effect through performance evaluation and in-depth promotion of training system. Form a good training atmosphere.

5. The boss and management pay attention to training. The first step is to support training resources, such as training facilities, fees, lecturer resources, etc. Secondly, the company's top management attaches importance to, supports and participates in the training, so that middle-level cadres and grass-roots employees can follow suit and form a good learning atmosphere.

6. Adopt the most advanced training method-action learning. As a brand-new training concept, action learning has been widely used in the world's top 500 enterprises. As a pioneer in the application of action learning in China, China Resources Group, a giant, has become the focus of imitation and attention of domestic enterprises after making great achievements. It is based on solving problems and improving students' skills and abilities, so the effect of training is very obvious and intuitive.