(1) Regular assessment. The time of enterprise assessment can be one month, one quarter, half a year or one year. The selection of assessment time should be based on corporate culture and post characteristics.
(2) Irregular assessment. Irregular assessment has two meanings, on the one hand, it refers to the assessment of the promotion of personnel in the organization, on the other hand, it refers to the supervisor recording the daily behavior of subordinates, finding problems and solving them in time, and also providing the basis for regular assessment.
2, according to the content of the assessment points
(1) Feature-oriented. The evaluation focuses on the personal characteristics of employees, such as honesty, cooperation and communication skills. That is to consider what kind of people employees are.
(2) Behavior orientation. The focus of the assessment is the work style and behavior of employees, such as the smile and attitude of waiters and the way of treating people. That is, the consideration of the working process.
(3) Result-oriented. The focus of assessment is the content and quality of work, such as the output and quality of products, labor efficiency, etc. And the focus is on the tasks completed by employees and the products produced.
3, according to the subjective and objective division
(1) objective assessment method. Objective evaluation method is an index system that can be directly quantified, such as production index and personal work index.
(2) Subjective evaluation method. Subjective evaluation method is an evaluation index system designed by evaluators according to certain standards, such as work behavior and work results.
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Extended data
The performance appraisal process of employees can generally be divided into the following stages:
The first stage is to establish performance appraisal standards. Establishing performance appraisal standards is a basic work of enterprises. The determination of performance appraisal standard is also based on job analysis, and the result of job analysis determines the performance appraisal standard.
The second and third stages are to determine the content of performance appraisal and implement performance appraisal. Generally speaking, the content of employee performance appraisal mainly focuses on work performance and behavior performance, and the relevant personnel objectively record the actual performance and performance of the employees being assessed, and determine the performance level on different indicators.
The fourth stage of performance evaluation is to determine opinions and improvement measures. At this stage, the work of the evaluated employees is comprehensively evaluated, the final evaluation grade is determined, its advantages and disadvantages are pointed out, and the improvement plan is made.
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