KPI refers to key performance indicators (KPI), which simplifies the performance evaluation to the assessment of several key indicators, takes the key indicators as evaluation criteria, and compares employees' performance with key indicators. To some extent, it can be said that it is an effective combination of target management and Pareto law. Key indicators must conform to the SMART principle: specific, measurable, accessible, realistic and time-bound.

KPI performance management is performance management based on KPI.

KPI is only a widely used performance appraisal method in performance management, and enterprises can also have other performance appraisal methods, such as balanced scorecard, 360 degrees and so on.

Bert shares the following views with you on the choice of performance evaluation methods:

1. Consider the evaluation object: for example, employees in middle and low-end positions can adopt the method of direct evaluation by managers, and managers and core talents can adopt the method of 360-degree evaluation;

2. Consider the evaluation content: if the comprehensive quality evaluation, ability development performance evaluation and performance task completion evaluation are different, the applicable evaluation methods are also different;

3. Considering the scientific nature and implementation cost of the method, different performance evaluation methods often require differences in personnel and energy invested within the enterprise, and the enterprise needs to choose the most suitable evaluation method according to its own situation.

I hope I can help you.