1. chart scale evaluation method: it is one of the simplest and most widely used performance evaluation techniques, and it is generally carried out in the form of chart scale filling and scoring.

2. Management by objectives: Management by objectives is a widely used method in modern times. Managers usually emphasize profit, sales volume and cost, which can bring results. Under the management by objectives method, each employee is determined to have a number of specific indicators, which are the key targets for the successful development of his work, and their completion can be used as the basis for evaluating employees.

3. Narrative method: In the assessment, use words to explain the facts, including what obvious achievements have been made in the past work, and what are the shortcomings and defects in the work.

Second, establish the principle of performance appraisal.

1, principle of fairness,

Fairness is the premise of establishing and implementing the personnel performance appraisal system. If it is unfair, it will not play its due role in performance appraisal.

2. Strict principles,

If the performance appraisal is not strict, it will become a mere formality. Poor performance appraisal can not only fully reflect the real situation of employees, but also have negative consequences. The strictness of performance appraisal includes: there must be clear appraisal standards; Have a serious assessment attitude; There should be a strict assessment system and scientific and strict procedures and methods.

3. The principle of public results,

The conclusion of the performance appraisal should be made public to me. On the one hand, it can let the assessed know their own advantages and disadvantages, advantages and disadvantages, and let those who perform well make persistent efforts to continue to be advanced; It can also convince people with poor assessment results and make progress. On the other hand, it is also helpful to prevent prejudice and various errors that may occur in performance appraisal and ensure the fairness and rationality of the appraisal.

Third, master the skills of performance appraisal.

1. Before the implementation of the performance appraisal system, the appraisal should be divided into work attitude, work skills, work efficiency, work performance, team consciousness, communication ability, cooperation ability and employee impression. Only when the management appraisal is clear and adjusted in place will employees believe in your performance appraisal system, cooperate with your work and arouse their enthusiasm again.

2. Establish an internal complaint mechanism, so that employees can have a smooth complaint and solution when they encounter unfair and unfair treatment, and avoid hurting the rights and interests of professional migrant workers because of emotional factors of leaders.

3. Enterprises should not only determine the rights and obligations of different departments or posts, but also adopt top-down job descriptions, clarify detailed job responsibilities and assessment standards, and avoid reducing performance appraisal to an extensive ability "test".

Extended data:

The role of enterprises in performance evaluation;

First, to achieve the goal,

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.

Secondly, the issue of mining,

Performance appraisal is a PDCA cycle process of planning, implementation, inspection and processing, which is embodied in the whole performance management process, including the cycle of setting performance goals, meeting performance requirements, revising performance implementation, performance interviews, improving performance and resetting goals. It is also a process of constantly discovering problems and improving them.

Third, the distribution of 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.

Fourth, personnel motivation,

Through performance appraisal, employees' employment, job promotion, training development and labor remuneration are combined to give full play to the incentive mechanism of enterprises, which is conducive to the healthy development of enterprises; At the same time, for employees themselves, it is also convenient to establish a psychological model of constant self-motivation.

Baidu Encyclopedia-Performance Appraisal