1. According to the evaluation time, it can be divided into daily evaluation and regular evaluation. (1) Daily assessment. Refers to the regular evaluation of the assessed's attendance, output and quality performance, as well as the usual work behavior; (2) Regular evaluation. Refers to the evaluation carried out according to a certain fixed period, such as annual evaluation and quarterly evaluation. 2. Classification by evaluation subject: it can be divided into supervisor evaluation, self-evaluation, colleague evaluation and subordinate evaluation. Namely "360-degree evaluation method". (1) Supervisor evaluation. Refers to the evaluation of subordinates by superiors. This top-down assessment, because the main body of the assessment is the competent leader, can accurately reflect the actual situation of the assessed, and can also eliminate the unnecessary psychological pressure of the assessed. But sometimes it will be influenced by subjective factors such as negligence, prejudice and emotion of the competent leader, resulting in evaluation deviation. (2) self-evaluation. Refers to the appraisee's own evaluation of his work performance and behavior. This method has high transparency, which is beneficial for candidates to consciously restrain themselves according to the evaluation criteria in peacetime. But the biggest problem is the phenomenon of "tilting up". (3) Peer evaluation. Refers to the mutual evaluation between colleagues. This method embodies the democracy of evaluation, but the evaluation result is often influenced by the interpersonal relationship of the evaluated person. (4) Subordinate evaluation. Refers to the subordinate employees' evaluation of their direct supervisor. Generally, some representative employees are selected and evaluated by relatively direct methods, such as direct scoring method. The evaluation results can be made public or not. (5) Customer evaluation. Many enterprises also bring customers into the employee performance appraisal system. In some cases, the customer is usually the only one who can observe the performance of employees at the workplace. At this time, they become the best source of performance information. 3. According to the manifestation of evaluation results, it can be divided into qualitative evaluation and quantitative evaluation. (1) express the results of qualitative evaluation as a written description of someone's job evaluation, or express the relative order of evaluation among employees in the form of excellent, good, medium, medium and poor; (2) The quantitative evaluation results are expressed in quantitative forms such as scores or coefficients.
Of course, the business scope and mode of each enterprise are different, and we can't generalize. We should formulate corresponding assessment methods according to the situation of our own enterprises.