What are the performance appraisal standards for human resources specialists? What are the hard indicators? What proportion does each account for?

There is no standard for performance appraisal, and every company is different. It is necessary to do a job analysis of each department before doing the performance. Performance appraisal can only be made after job analysis.

Generally we divide employees into three types

1. Uphill type is performance-oriented. For example, for salesmen and salespeople, it is generally recommended that 40% of the fixed temporary salary should be accounted for 60% by performance

2. The flat-road type is competency-oriented. For example, administrative clerks, etc. The recommended performance and fixed ratio are temporarily fixed at 60% and performance 40%

3 The trip down the mountain is technology-oriented. For example, designers, electricians, etc. recommended performance and fixed ratio: fixed 80% performance and 20%

The above are only recommended values, and the decision should focus on the internal situation of the company. There are no hard and fast indicators for performance, and you should not use the performance indicators of other companies to measure your own company. Each position is different and has different set targets. HR is a very comprehensive job and it is not that easy.

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