A, map scale evaluation method

Chart scale evaluation method is one of the simplest and most widely used tools in job performance evaluation. When applying the graphic scale evaluation method, some performance components expected by the organization are listed in advance, and a wide range of job performance grades are also listed.

Second, the direct sorting method

Also known as sequence method or sequence evaluation method, firstly, the assessment items are drawn up, secondly, the items of the assessed are evaluated and arranged in order, and finally, the ordinal numbers of the assessment items of each person are added to obtain their respective ranking total scores and rankings.

Third, the paired comparison method

The ranking obtained by pairwise comparison is more effective, but similar to the direct ranking method, it is troublesome to operate.

Fourth, the compulsory distribution method.

That is, the method of assigning 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.

Five, the key event method

The critical incident method is that the superior supervisor records the critical events in employees' daily work, one of which is particularly well done and the other is not well done.

Within a predetermined period of time, usually after half a year or 1 year, the invigilator and the invigilator discuss related events with the accumulated records, providing a basis for evaluation.

Six, behavior anchor registration assessment method

Behavior anchor rating method is an evaluation method that measures various typical behaviors that may occur in the work, establishes an anchor rating table, and evaluates the actual work behavior of employees on this basis.

Seven, management by objectives

Management by objectives (MBO) is a comprehensive performance management method, which was developed by the famous American management master Peter? Drucker proposed. Management by objectives is a process of two-way interaction between leaders and subordinates. Management by objectives should conform to the "SMART" principle.

Eight, written description method by the evaluator according to the standard format to describe the employee's work performance, actual performance, advantages and disadvantages, development potential, etc. , including what obvious achievements have been made, what are the shortcomings and defects in the work, and then put forward qualitative evaluation methods for improvement suggestions.

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. The first is to listen to opinions and fill out questionnaires; Secondly, evaluate all aspects of the assessed; Finally, based on the analysis and discussion of the assessment results, the two sides discussed and set the performance targets for next year.

Ten, negative performance appraisal method

Employees make work plans according to their own conditions, and submit them to department heads in writing, and evaluate the plans at the end of the month.