Urgent, Nanchong's "two-oriented" interactive target management evaluation system has four categories and 6 evaluation indicators. Who has the specific content?

the following methods of performance evaluation, simple ranking method (a) simple ranking method, also known as serial method or sequence evaluation method, means that the number of evaluation objects on the discharge is simply ranked according to certain standards. Advantages and disadvantages of this method.

(B) a simple ranking to evaluate the operation of the project. The second step is to evaluate the contents we are evaluating and rank them. The third step is to evaluate the projects in an orderly and separate way, and draw the ranking of each total score and ranking.

second, the meaning of the compulsory allocation method

(A) The proportion specified in the compulsory allocation method will evaluate the allocation methods of various performance categories. This method is based on the statistical principle of normal distribution, which is characterized by the highest score and the lowest score is rarely on both sides of the middle part.

(B) the law on the applicability of the compulsory allocation

Third, the evaluation method factor evaluation method for evaluating the meaning of

(A) of the elements of the method is also called the element of the method allocation scale combining qualitative evaluation and quantitative evaluation of the functional evaluation method. Advantages and disadvantages of this method.

(B) Elements in the evaluation method of operation

(1) Determine the evaluation items.

(2) indicators of the level of superiority and inferiority.

(3) trained examiners.

(4) evaluation score.

(5) Analyze, adjust and summarize the collected data.

Fourth, the work record method

The work record method is generally used to evaluate the combat tasks of production workers. Advantages and disadvantages of this method.

5. MBO

(A) Understand management by objectives

1. Meaning of management by objectives, management by objectives (MBO) is a comprehensive performance management method. Management by objectives proposed by peter drucker, a famous American management master. The process of management goal is a two-way interaction between a leader and his subordinates. Peter drucker is not the only goal of working. On the contrary, there is a goal to determine? Specific work. When pushing out the organization to determine the objectives of the organization, it must be effectively and reasonably decomposed into the sub-objectives and management objectives of each department and each employee to complete the evaluation, evaluation, reward and punishment of subordinates.

2。 This method has the advantages of being managed by objectives, but also has some limitations.

(B) the quantitative standard of management by objectives, so as to conform to the specific meaning of the "SMART" principle.

(C) Step 1 of the management by objectives. Defined terms of reference. Determine the specific target value. Review to determine objective 4. Implement Goal 5. Summary

6. Evaluation and follow-up measures

6,36-degree evaluation method

36-degree evaluation method (I) The 36-degree evaluation method is a more comprehensive and multi-angle performance appraisal method, also known as comprehensive evaluation method or comprehensive evaluation method.

(II) Implementing the 36-degree evaluation method First, listen to their opinions and fill out the questionnaire. Then, evaluate in all aspects. The two sides discussed the examination results on the basis of analysis and discussion for next year's performance goals.

(c) Advantages and Disadvantages of 36-degree evaluation

Edit this paragraph and the performance evaluation method of the organization

Performance improvement

Performance management is a cycle, because the application of performance planning, performance coaching, performance evaluation and performance feedback results forms a closed cycle, and after summing up and improving, it will enter the next cycle of performance; In this process, the performance of the organization is on the rise; The purpose of performance management is to promote the evaluation of the goals to be achieved and continuously improve the performance.

procedural fairness

The so-called procedural fairness, scientific and fair performance management system, standardized and fair procedures and transparent results.

First of all, the nature of the organization determines the degree of quantitative assessment indicators, and the degree of standardization is low. On this premise, if the problem of procedural justice cannot be solved well, the credibility of the assessment will be greatly affected;

Secondly, the construction of performance appraisal system needs the full implementation of the performance appraisal system accumulated and explored in practice, and the experience and database are not perfect. Therefore, it is necessary to start the program specification, because the difficulty of the program specification is relatively small;

Third, through the solidified procedures, we can lead to the transformation of the traditional evaluation concept and carry out the year-end bonus and performance management to achieve the goal.

procedural justice, you first need to attach great importance to the leadership, secondly, through training, everyone needs to understand and agree with the significance and purpose of performance management, thirdly, design and standardize the operating procedures, introduce software and other methods, and solidify, standardize and sustainably implement the performance management procedures, in order to avoid "a violent wind and exercise"? Style "performance appraisal.

standard fairness

The so-called standard fairness requires higher performance management, and the leading systems, indicators and standards need to be operable and effectively decomposed to evaluate the room organized by the unit, which can then be transformed into the goal of performance management. At the same time, by supporting the data collection and management system, each evaluation unit provides an objective and fair evaluation.

the ultimate goal of institutional performance appraisal is to realize the fairness of standards. The so-called standard fairness is embodied in four key points:

First of all, a good organization's performance management, the overall point of performance evaluation must become the strategic business goal of the organization. To do the work of performance evaluation institutions, we must first have the unit's strategic or annual goals, because that is the real purpose and direction of performance evaluation. It should be said that the foundation of the organization in this respect still exists, and generally there is an annual work plan and report, which is a good basic condition.

Secondly, there needs to be a procedure, in which a department or post is responsible for the decomposition of the above-mentioned objectives and the formation of evaluation indicators for middle-level managers and departments. We call it "strategic decoding", which is a long-term work, tracking the completion of indicators every quarter and every month, and making adjustments according to environmental changes.

Third, we need to establish a hierarchical and classified job evaluation index database, as well as the performance appraisal and training system of the competent department. Only by hierarchical classification to reflect the job responsibilities and job characteristics of different positions, the head of the department is the middle layer of performance appraisal, the level of management personnel, skilled technology, standardized performance appraisal methods, can effectively transfer the pressure of the unit to their own evaluation to the grassroots, and give each employee a scientific and objective inspection result.

fourthly, we need to establish a set of data collection and evaluation procedures. Data needs to be provided. The person in charge of the financial and business departments should be clear. When submitting data, the caliber of the submitted data needs to be reported by the evaluation team or 36-degree evaluation, so as to establish an evaluation standard, as detailed as possible, or "target anchor; Need external evaluation mechanism to external evaluation, selection, management and audit.

Edit the performance appraisal methods of this paragraph

Various performance appraisal methods (or paid performance distribution schemes, etc.) in the whole enterprise can be summarized into the following eight characteristics:

(1) Collection types: performance appraisal and bonus are highly integrated in one program, which is difficult to separate;

(2) the relationship between type specificity: a multi-index and multi-performance index of money;

(3) The estimated components of the light plan re-inspection indicators are too large, even "slapping the head and evaluating activities, and the pressure is strong;

Weak-typed functions (4) Strong businesses are mainly sales, production and other business units: evaluation procedures and functional departments are often formalized;

(5) indicators of operation type: indicators focus on sales, and it is difficult to quantify the indicators of cost, output value and business management;

(6) Paradox types of index quantification: scientific justice and index quantification, but often simple and feasible quantitative complexity;

(7) light analysis: many performance appraisal schemes pay bonuses but lack analysis;

diversified types: a single test score of the application (8) lack of incentive mechanism, and various incentive mechanisms for training, promotion and welfare have little to do with evaluation;

weak function of light plan review and strong operational and business indicators to quantify the paradoxical types of performance management embodied in technology; The relationship between the types of recruitment is specific, the analysis of liquidation is emphasized, and the types of incentives lack diversification, which reflects the problem of management orientation.

The educational technology of Performance Technology University focuses on improving the quality of teaching and learning. Therefore, the evaluation of performance at work must be related to economic benefits.

The calculation method of editing the performance appraisal in this paragraph

*** There are five calculation methods of the same evaluation index: level difference method, reduction ratio method or other methods and description methods.

1. Level difference

Level difference assessment results are divided into several levels, and what level the actual implementation results belong to is the score corresponding to the assessment level.

For example, the recruitment cycle = the time period for applying for confirmation is at the employer of the new employee.

if a minimum time of 3 days is set, the estimated completion time is 25 days. The recruitment cycle index test shares 15% of some weights, or 15 points. < P > Fake design points can be divided into three types:

A 25 days or less, 15 points;

B, it will take 25 to 3 days to complete, 1 points;

after the completion of p>C 3, it is ;

2, the deduction system

the standard deduction, not the decreasing law of bonus points. When an abnormal execution indicator is detected, a crime will be committed according to a certain standard, and if there is no abnormality, it will go out.

as shown in figure 3? The weight fraction of the ratio method

is divided by the value of the planned actual completion index (or standard value), and the calculated percentage value is multiplied by the indicator of, which indicates the actual evaluation score.

formula: a/b * 1% * score. (a, b, actual completion value, planned value or standard value)

For example, HR recruitment plan completion rate = actual number of recruits/planned number of recruits

If a person has a weight of 2%, or 2 points, the score obtained: recruitment plan completion rate in this quarter * 2

4, one method or another

Regardless of the law.

for example, the information department is responsible for the achievement rate of the release plan of the company-level process.

No, the human resources department may only have eight processes, and the financial industry may only have seven processes. The Information Statistics Department will weigh 1% of the indicators in this quarter every quarter, or 1 points. For many processes, the processes completed by various departments will be very high. Therefore, there are only two results for 1% of the indicators and the minimum requirements for calculation, which are 1% completed and unfinished.

if it is 1% completed, 1 points;

if it does not exist, it is 1% completed, with point;

5. Description of this method

Unspeakable method: multiple evaluation methods have been used. The method described describes the results of performance appraisal in several possible situations, and sets the calculation method corresponding to each situation.

For example, the indicators of employee satisfaction survey and analysis can be used to explain the law score. If this indicator is 2% for one stop, the scores of the four quarters are: 2 points, 8 points, 4 points and 6 points respectively; The four elements of the boss's score, four out of six CEOs in a million are the final score.

methods for evaluating the performance of foreign-invested enterprises in this field

methods for evaluating the performance of foreign-invested enterprises

methods for evaluating the performance of foreign-invested enterprises at the personality level are worthy of attention. What is worth paying attention to is the extent to which employees have some very useful and successful corporate personalities, personalities, enthusiasm, teamwork spirit, innovation and leadership. If employees perform well in these fields, the scores of employees' performance level are high. The most commonly used method of personality rating test is Graph Scale Assessment (GRS) and its various variants.

Behavior-level evaluation method

Behavior-level evaluation method examines employees' work performance and behaviors, and the organization expects employees to show a performance level determined by behavior comparison. Use critical event method (critical event AP-CIA), behavior anchor rating evaluation method (behavior anchor rating scale BARS) and behavior observation evaluation method (behavior observation scale, BOS).

Level 3 evaluation method

Bernadim, etc. Performance is defined as "a key and necessary job function that records the sum (or average) of the output produced by a specific job function or activity and the performance in a specific period of time", and performance is equivalent to the result. Based on this understanding, researchers believe that it is a good way for performance management to take goal-oriented differences in results.

It's not difficult. These three types of evaluation methods are based on the goal of the organization as a benchmark of the staff's personality test, work behavior or whether the work results, in order to meet the requirements of the organization, which will find out the gap and narrow the gap as the fundamental purpose of performance management, which is also the most fundamental starting point for the company to carry out staff training.

Choosing the right method, performance appraisal

According to the evaluation content of different evaluation methods, it can take many forms. Evaluation in various ways can effectively reduce errors and improve the accuracy of evaluation.

For example, we can arrange "important work" and "daily work?" Part of it, part of peer evaluation, "work attitude", the evaluation of the direct boss between colleagues. You can also let employees self-evaluate their "daily work" and "work attitude", and the results of self-evaluation are not included in the total score. Designed to allow the evaluator's understanding is the evaluator's self-evaluation, so as to determine the gap between self-evaluation and enterprise evaluation, which may need to be improved. These data can provide useful help in post-evaluation communication.

for the evaluation of recent mistakes, the human resources management department can suggest that evaluation is "the important work" and "the daily work". It is often a record of key events in informal evaluation and formal evaluation, and it can also be used as raw material. In addition, in the evaluation, the evaluation of all people is the same, and the evaluation of the project focuses on the unit of the evaluator, not the evaluation.

1, objective evaluation

Evaluation methods for important tasks and objectives. Before the evaluation period, people discussed the "mission statement", and formulated all the instructions acceptable to both parties, with clear task name, task description, and evaluation and evaluation of task workload.

2. Self-assessment

Self-assessment is the self-assessment of the appraisee, and the evaluation result is usually not included in the evaluation result, but its function is very important. Self-evaluation is the evaluation of people who know themselves subjectively, which is often the result of objective evaluation? It will be different. Through the evaluation of self-evaluation results, Understandable real thoughts? Evaluate and prepare the communication for evaluation. In addition, as a result of self-evaluation, the evaluation may also find something that one has neglected, which is a more objective evaluation.

3, Peer Review

Evaluation between peer reviewers' evaluations. Peer review, subjective evaluation, such as