How To Evaluate The Performance Appraisal?

< p > < strong > 1, the commonality of competency assessment and psychometrics and performance appraisal < /strong > /p >

< p > < strong > (1) means or method of evaluation < /strong > < /p >.

< p > psychological measurement, when the subjects were tested or tested on the psychological test questions or situations, the psychological characteristics of the tested persons were judged according to the statistical classification analysis or the type of response behavior.

Psychometrics usually has instructions in advance, but it is not clear how specific test questions or situations will be, and there is a sense of emergency response.

Psychometric analysis should be conducted according to statistical requirements and behavioral responses.

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When < p > a href= "http://cailiao.sjfzxm.com/" > performance appraisal < /a >, inform the examiner's assessment criteria and objectives beforehand, and inform the examiners how to assess and score, and regularly assess the standards and objectives of the examiners' behavior and behavior in the past period.

Sometimes the examiners don't know the criteria and targets in advance, but they should be aware of their responsibilities or work objectives.

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< p > competency assessment, part of which is judged by observing the timely response of the evaluator to the test questions or situations, and partly judging the performance of the evaluator in the past period of time, judging the characteristics of psychological measurement and performance appraisal.

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< p > < strong > (2) the evaluation of human behavior < /strong > < /p >

< p > the way of knowing people is empathy, observing behavior, viewing behavior results and psychological measurement, and the first three are common methods in daily life. It is difficult to ensure the accuracy and scientificity of people based solely on personal experience.

Psychometrics is standardized and scientifically arranged by setting test questions or situations, observing behaviors and observing behavior results, so as to understand people's psychology and behavior in a standardized and consistent way.

Psychometrics is to measure the location of a particular person by measuring the norm, and to show the difference in psychological behavior between others and others.

Actually, it is also compared with oneself, because the assumption of psychological measurement is that human psychological response is a continuum that pcends time and space, and has relative stability to predict people's performance in the future time.

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< p > when the time and space environment and job responsibilities are relatively stable, individuals conduct behavior display and provide behavioral results under the guidance of the realization of post objectives.

Performance appraisal always measures people's past behavior with a standard or goal. Some behaviors that may promote the achievement of goals are identified as behavior standards. Actually, they are self direct comparisons of behavior behaviors. The comparison of behavior results is actually a combination of a series of behaviors and their interactions with the environment, not a direct comparison of behavior, but an indirect comparison.

When the examined people appear behavior series and interact with the environment, the result of the behavior is met as scheduled.

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< p > no matter it is implicit psychological characteristics or explicit behavior, people's behavior is varied, or there are many choices. Only those who decide to get good results are called competency.

The purpose of performance is the result of behavior. Performance or high performance is the result of behavior beyond normal level.

There is a one-to-one correspondence between behavior performance and behavior result, and what kind of behavior result is there.

Whether it is high performance or low performance, behavioral performance comes from two aspects. On the one hand, it comes from the ordinary psychological characteristics of individuals and their corresponding behaviors, such as motivation, emotion, values, personality, values and self-concept. On the one hand, it comes from highly behaved, post performance, occupation, industry and cultural characteristics of behavior. It is a complex of knowledge, skills, situation and motivation.

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< p > < strong > (3) qualitative and quantitative evaluation < /strong > < /p >

< p > from the point of view of statistics, there are 4 types of scale or scale, naming scale, sequentially scale, isometric scale and ratio scale.

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< p > > a href= "http://www.91se91.com/news/index_z.asp" > psychological test < /a > is to define the measurement of different individuals in a certain psychological characteristic. This measure does not start and equidistant units, it only represents one direction, that is, order difference.

The intelligence quotient of intelligence scale and the satisfaction rate of attitude scale are all the same.

The standardization and norm of mental scale are to make the order more detailed and the specimens to be referenced.

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< p > qualitative - some psychological characteristics (i. e. intelligence quotient or satisfaction).

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< p > quantitative -- the degree difference or order difference of an individual in some psychological characteristics (such as the level of IQ and the percentage of satisfaction).

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< p > performance is not only a manifestation of human work behavior, but also a result of human behavior, or a fusion of the two.

Behavioral performance assessment is based on the behavior scale, giving different scores or grades to different behaviors, and then grading or assigning the behavior of the examiner in the past period.

Some of the results are quantitative and quantitative, and some of them are non quantitative or difficult to quantify.

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< p > qualitative -- some aspects of work behavior, or non quantitative or quantitative behavior.

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< p > quantitative - the degree of difference in the performance of a certain work can be quantified by some behavioral outcome.

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< p > performance is not only an individual level, but also a team level and an organizational level, but performance appraisal is not a specific behavior, but a result of a series of duties and responsibilities in a certain period of time.

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< p > competency is the implicit psychological behavior and explicit behavior that can bring high performance.

Implicit psychology and behavior can be recognized by psychometric method or behavior scale. However, the standard and reference of measurement are different from general psychological measurement and behavior rating. Contextual working characteristic behavior is a measure of behavioral performance, which is different from general behavior.

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< p > qualitative - some psychological characteristics (such as achievement motivation), or a certain aspect of work behavior (such as listening behavior in communication).

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< p > quantitative: the degree difference or order difference (grade 3) of individual in some psychological characteristics, or the degree difference in the performance of self correcting work in coding language, coding standard and coding (Level 2) < /p >

< p > < strong > 2, the difference between competency assessment and psychometrics and performance appraisal is < /strong > /p >

< p > < strong > (1) the evaluation objects are different < /strong > < /p >.

< p > psychometrics is to measure the characteristics of an individual or a group in a psychological sense in a general sense. Usually psychological measures include ability test, personality test and achievement test.

Due to the psychological characteristics of ordinary people in general sense, there are several psychological measurements for each type of psychological test.

Ability reflects the overall adaptation level of an individual to his surroundings. It can be divided into general ability and special ability. Personality is a stable thinking and emotional response mode and a tendency towards people and things. Achievement is the result of individual psychological development and learning.

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< p > performance appraisal is the result of behavior and behavior.

At the individual level, it is mainly the consistency of the task completion and the realization of the work objectives and the support behaviors of other individuals at the individual level, and at the group level, it is mainly the measurement of the various dimensions of the realization of the module function and the cohesion of the individual; at the organizational level, performance is usually called performance, which reflects the whole organization's goal of achieving survival and development in the socio-economic environment.

Performance appraisal is actually a monitoring of human behavior.

The pre assessment objective guidance, the pursuit of assessment objectives in the event, the comparison and analysis of post examination objectives, forming a chain of behavior.

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< p > < a href= "http://www.91se91.com/news/index_cj.asp > > competency assessment < /a > is the recognition of the general psychological characteristics that can bring high performance and the performance of work contextualization.

Usually, according to the competency of feature area, it is divided into general ability, management ability and professional ability. The general ability is the behavior and psychological characteristics that all members of the organization possess to promote the organization's high performance. The characteristics are universality, no distinction between functional modules and post levels; management ability in the organization range is not only the ability of all members to perform the planning, organization, coordination and control of the work objects in the process of performing their duties, but also refers to the ability to lead the team to realize the module functionalization in the organization.

The assessment of these capabilities is actually the establishment of a capability norm or capability sequence within the organization to compare the actual behavior of the members of the organization.

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< p > < strong > (2) the time points of the subjects concerned are different. < /strong > < /p >

< p > psychometrics is to measure the behavior of the tested people when they face psychological test questions or test situations.

It is assumed that a certain mental level at this time has been extended to a certain period of time in the past.

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< p > performance appraisal is a comparison of the performance and standards of the performance of the examiner in the past period of time and the results and events.

As for future performance, it is necessary to compare future performance with expectation standard or goal.

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< p > competency assessment involves individual characteristics just like psychometrics. It mainly assesses the competency level in the evaluation process, which involves the performance of work contextualized behavior, just like the frequency of some work behaviors in the past period of time, but it is different from the performance examination and the results of behavior.

Competency assessment predicts future explicit behavior through past and present implicit and explicit behaviors.

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< p > < strong > 3, the link between competency assessment and psychometrics and performance appraisal < /strong > < /p >

< p > psychology and behavior are very different, but they must be separated.

Psychology is the function of the individual brain, and it is the regulating mechanism of the interaction between individual and environment. It fully reflects the individual's needs and strength and adaptability to the environment.

Individual behavior shows individual adaptability, subjectivity and selectivity.

Psychology and behavior are not one-to-one correspondence, but the high degree of consistency between psychology and behavior shows that the two are closely related.

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< p > in psychology, performance and competency three, psychology, whether implicit or explicit, is the basis of performance and competency. Performance and competency are the functional and beneficial requirements of psychology.

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< p > from the perspective of genetics, competency is the only way to produce high performance. From the perspective of competency research, performance first happens before it can recognize the competency behind performance.

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< p > measurement is based on the statistics of all people's psychology and behavior as a normal state, to illustrate the position or level of the individual's psychology and behavior.

Assessment is a measure of the performance and results of a person by a predetermined goal or standard.

Evaluation is a measure of individual behavior by taking part of all work behavior as a standard or goal.

This assessment is between measurement and assessment.

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