Five methods for reference:
1, management by objectives (MBO):
This is an assessment method based on the target system, with special emphasis on the participation of all employees in formulating specific targets that can objectively measure work performance.
For those small and medium-sized private enterprises in the start-up period, there is no systematic work system and process, the division of responsibilities of each post is not clear, and there are often many tasks assigned temporarily by each department or post. What they need is a simple and easy-to-operate assessment method, and management by objectives is not a substitute.
2. Balanced Scorecard (BSC):
The balanced scorecard measures the performance of an enterprise from four different angles: finance, customers, internal processes, learning and growth.
Balanced scorecard is a kind of strategic management thought. In the four dimensions of BSC, KPI of each dimension needs to be combined. Only in this way can it be used, otherwise only BSC can't evaluate it. Therefore, most companies will combine these two methods when establishing performance appraisal system. In this way, the performance system is organically combined with the company's strategy and job responsibilities to form a comprehensive assessment system.
The balanced scorecard is suitable for large enterprises, IT industry, manufacturing industry, service industry, listed companies and restructured enterprises. These enterprises often have clear strategic objectives and high staff quality, so it is more suitable to use the balanced scorecard for performance evaluation.
3, key performance indicators (KPI):
KPI is to decompose the strategic objectives of an enterprise into quantifiable or qualitative specific indicators through the key responsibilities of the post. KPI is the simplest and most widely used performance appraisal method, but the first difficulty lies in whether the selection of KPI is reasonable. Whether it is consistent with the company's strategy, whether it can be quantified and whether it can be assessed.
4.360 degree evaluation:
Generally speaking, 360-degree evaluation is a kind of comprehensive evaluation, which consists of the comprehensive evaluation of the superior, peer, subordinate and customer of the evaluated person, combined with self-evaluation.
360-degree assessment method is more suitable for post adjustment. As a manager, we should not only carry out internal management, but also communicate with internal and external customers, which puts forward more requirements for managers' communication ability, leadership and affinity. If you want to promote a person, you must not know the situation from his/her boss and subordinates unilaterally, but also need to know from many aspects. Therefore, 360-degree assessment is actually more suitable for an employee's promotion/transfer, and it is not suitable as an assessment method.