How do property companies do performance appraisal?

1, Graphical Rating Scale (GRS): It is one of the simplest and most commonly used performance appraisal techniques, and it is generally conducted in the form of filling in a graphical rating scale and scoring.

2. Alternative ranking method (ARM): It is a commonly used ranking assessment method. The principle is that it is much easier to choose the best or worst performers in the group than to absolutely evaluate their performance.

Therefore, the operation method of alternating sorting is to select the "best" and "worst" respectively, then select "second best" and "second worst", and so on until all the assessed personnel are arranged, so that the ranking of advantages and disadvantages is the performance appraisal result. Alternate sorting can also be operated using performance sorting tables.

3. Paired comparison method (PCM): This is a more detailed method to evaluate the performance level through ranking. Its characteristic is that each assessment element needs to be compared and ranked in pairs between people, so that under each assessment element, everyone is compared with others, and all candidates are fully ranked under each element.

4. Forced distribution method (FDM): it is to set the distribution ratio of performance level before assessment, and then arrange the assessment results of employees into the distribution structure.

5. Critical Event Method (CIM): It is a method to evaluate the performance level of employees through their key behaviors and behavior results.

The general supervisor will record the excellent behavior events or very bad behavior events of his subordinates at work, and then interview the employees at the assessment time (quarterly or semi-annually) to evaluate their performance level according to the records.

6. Behavior Anchoring Rating Scale (BARS): It is a method to evaluate the performance level by observing and evaluating the work behavior of the assessed.

7. Management by Objectives (MBO): MBO is a widely used method in modern times. Managers usually emphasize profit, sales 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.

8. Narrative method: when conducting the assessment, explain the facts in words, including what obvious achievements have been made in the past work and what are the shortcomings and defects in the work.

9.360-degree evaluation method: also known as PIV, that is, the old method of evaluating subordinates' performance from top to bottom has changed into an all-round 360-degree cross-performance evaluation.

The method of evaluating performance level through peer evaluation, superior evaluation, subordinate evaluation, customer evaluation and personal evaluation. Cross-examination is not only the basis of performance evaluation, but also can find problems and carry out reform and promotion. Find out the cause of the problem and start making improvement plans.

10, Coles Balanced Scorecard (BSC): Around the strategic objectives of the enterprise, BSC can be used to comprehensively evaluate the enterprise from four aspects: finance, customers, internal processes, learning and innovation. When using, establish corresponding goals and indicators to measure whether the goals are achieved for each aspect.

Extended data:

The role of performance evaluation:

1, achieve the company's goals through performance management.

2. Improve the overall operation management of the company through performance management.

3. Improve employee training and career development planning through performance management.

4. Achieve "* * * win" through performance management.

5. Prepare for the completion of the next performance indicator.

6. According to the company's development strategy, analyze the company's existing human resources situation, predict the personnel demand, formulate and modify the human resources plan, and implement it after being approved by the superior leaders.

7. Conduct job analysis with the assistance of various departments; Put forward opinions on post setting adjustment; Clear departments, job responsibilities and job qualifications; Compile, revise and improve the job descriptions of departments and posts; Reasonably evaluate the post value.

8. Adjust the management of asset purchase (investment), financing (financing), operating cash flow (working capital) and profit distribution under a certain overall goal.

Baidu Encyclopedia-Performance Appraisal