(1) sequence comparison method

Sequential comparison method is a method to rank and evaluate employee performance. Before the evaluation, we must first determine the evaluation module, but we are not sure about the working standards to be achieved. All employees in the same position are compared in the same evaluation module. According to their working conditions, those with good jobs rank first and those with poor jobs rank last.

(2) Relative comparison method

The relative comparison method is to compare employees with each other, and any two employees make a comparison. After comparing the two employees, the relatively good employee scored "1" and the relatively poor employee scored "0". After all the employees compare with each other, add up everyone's scores. The higher the total score, the better the performance appraisal results.

(3) Forced proportional method

Compulsory proportion method refers to the method of classifying candidates into several categories (best, better, medium, poor and worst) according to their performance.

Second, the absolute evaluation method

(1) management by objectives

Management by objectives is a performance appraisal method that decomposes the overall objectives of an organization into individual objectives step by step, and finally evaluates the performance according to the completion of the work objectives by the assessed. Before the work begins, the appraiser and the appraisee should reach an agreement on the content, time limit and evaluation standard of the work to be completed. At the end of the period, the appraiser will make an appraisal according to the appraiser's work and the original appraisal standard.

(2) Key Performance Indicator Method

Based on the annual target of the enterprise, the key performance indicator method determines the key quantitative indicators reflecting the comprehensive performance of enterprises, departments and employees in a certain period by analyzing the performance characteristics of employees, and conducts performance appraisal on this basis.

Extended data function

Purposive utilization

Performance appraisal is essentially a process management, not just an assessment of results. It is a process of decomposing medium and long-term goals into annual, quarterly and monthly indicators, and constantly urging employees to achieve and complete them. Effective performance appraisal can help enterprises achieve their goals.

Dig up problems

Performance appraisal is a PDCA cycle process of planning, implementing, checking and handling, which is embodied in the whole performance management link, including the cycle of setting performance goals, meeting performance requirements, revising performance implementation, performance interview, improving performance and resetting goals.

Distribute benefits

Nothing in the assessment has nothing to do with interests. The salary of ordinary employees will be divided into two parts: fixed salary and performance salary. The distribution of performance pay is closely related to employees' performance appraisal scores, so when it comes to appraisal, employees' first reaction is often the payment of performance pay.

Baidu Encyclopedia-Performance Appraisal