What are the five methods of performance evaluation?

The grade difference method divides the assessment results into several grades, and the score corresponding to the actual implementation results is the assessment score.

For example, the recruitment cycle = the time period from the application submitted by the employer to the employee's employment.

If the set minimum completion time is 30 days, the estimated completion time is 25 days. The weight of recruitment cycle indicator in appraisal is 15%, that is, 15 points.

Suppose there are three ways to score.

A: If it is completed within 25 days, you will get 15 points.

B If it is completed within 25 to 30 days, you will get 10 points.

If you finish it within 30 days, you will get 0 points.

Second, the reduction method

Deduction method is a method of deducting standard points without adding points. In the process of index implementation, if abnormal conditions are found, points will be deducted according to certain standards, and full marks will be given if there are no abnormal conditions.

Third, the ratio method

The ratio method is to divide the actual completion value of the index by the planned value (or standard value) to calculate the percentage, and then multiply it by the weight score of the index to get the actual evaluation score of the index.

Calculation formula: A/B* 100%* corresponding score. (A is the actual completion value, and B is the planned value or standard value).

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

If the recruitment plan completion rate accounts for 20% of this quarter's weight, that is, 20 points, the score is: recruitment plan completion rate * 20.

Four, either this or that.

An either-or approach means that there are only a few possibilities for the result, and there is no intermediate state.

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

If the weight of quarterly indicators is 10%, that is, 10, because there are not many processes in each department, there may be only 8 processes in the human resources department and 7 processes in the finance department. The number of processes completed in a quarter will not be very high, so the minimum requirement of this indicator is 100%. When calculating, there are only two results, 100% complete and incomplete.

If 100% is completed, 10 points will be awarded.

100% incomplete, 0 point.

Verb (abbreviation of verb) explanation

Description method: The above methods cannot be used in the evaluation. The explanation method mainly needs to explain several possible situations in the performance appraisal results, and set the corresponding scoring method for each situation.

For example, employee satisfaction survey and analysis indicators can be scored by explanatory methods. If the index is 20% of a position, then these four points are: 2 o'clock, 8 o'clock, 4 o'clock and 6 o'clock. The sum is the final score.