Simple sorting method is also called sequential method or sequential evaluation method, that is, the order of "1234 ..." is used to evaluate a group of appraisees according to certain standards. First, draw up the evaluation project. The second step is to evaluate the candidates in each project and arrange the order. The third step is to add up the ordinal numbers of each person's respective assessment items to get their respective ranking scores and rankings.
Second, the compulsory distribution method
Forced allocation method is a method to allocate the appraisees to various performance categories according to the pre-specified proportion. This method is based on the principle of statistical normal distribution, and its characteristic is that there are few people with the highest and lowest scores on both sides, and most of them are in the middle.
Third, the factor evaluation method
Factor evaluation method, also known as function evaluation method or evaluation scale method, is a method combining qualitative evaluation with quantitative evaluation. First, determine the assessment items. Secondly, indicators are graded according to their advantages and disadvantages. Then, train the examiner. Finally, conduct assessment and scoring.
Fourth, the work record method
Work record method is generally used to assess the operation of production workers. Record violations, poor performance or excellent performance in the operation process at any time, and conduct assessment, add or subtract points or reward and punishment according to the records.
Verb (short for verb) management by objectives
Management by objectives is a comprehensive performance management method and a two-way interactive process between leaders and subordinates. Peter Drucker believes that not a job has a goal, on the contrary, a goal can determine a specific job. When determining the organizational goals, the top management must effectively and reasonably decompose them into the sub-goals of each department and employee, and the management will assess, evaluate, reward and punish the subordinates according to the completion of the sub-goals.
Management by objectives should conform to the "SMART" principle, and the implementation steps are: 1. Determine the scope of work responsibilities; 2. Determine specific target values; 3. Review and determine the objectives; 4. achieve the goal; 5. Summarize the situation of target manufacturers; 6. Evaluation and follow-up measures
Key performance indicators of intransitive verbs
KPI (Key Performance Indicator) is an objective and quantitative management indicator to measure the process performance by setting, sampling, calculating and analyzing the key parameters of the input and output of the internal process of an organization, and it is a tool to decompose the strategic objectives of an enterprise into operational objectives. KPI method conforms to an important management principle-"28 principle". That is, 80% of work tasks are completed by 20% of key behaviors. Therefore, we must grasp 20% key behaviors, analyze and measure them, so as to grasp the key points of performance evaluation.
7. Bachelor of Science
Balanced scorecard is one of the commonly used performance appraisal methods, and it is a new performance management system that transforms the organization's strategy into operational measurement indicators and target values from four angles: finance, customers, internal operation, learning and growth.
Eight: Eva
EVA (Economic Value Added) is the opportunity cost of net operating profit after tax minus the invested capital, which reflects the wealth value created or damaged by enterprises in a certain period. EVA assessment makes managers think and act like owners, which helps to analyze and find out the best capital investment of diversified enterprises and optimize resource allocation more reasonably.
Nine, 360 degree evaluation method
360-degree evaluation method is a comprehensive performance evaluation method from multiple angles, also known as comprehensive evaluation method or comprehensive evaluation method. First, listen to opinions and fill in the questionnaire. Then, evaluate all aspects of the assessed. On the basis of analyzing and discussing the evaluation results, the two sides discuss and set performance targets for the next year.