臆断考绩法,就是凭领导人的判断与臆测去评定工作人员的工作优劣。这种方法虽然简便易行,但缺乏客观标准,容易凭领导人的好恶来评断,难以做到客观与公平。工作标准法,就是规定每一职工必须完成的工作数量与质量,按此标准衡量工作的优劣。此办法,具体客观,公平合理,但有些工作难以定出数量标准,应用上有一定的局限性。代表比较法,就是同一职位的人员中选出优、良、中、次、劣五等代表,以他们为标准进行比较,评定属于哪一等。 Judgment PAS is based on the judgment and speculation of the leaders to assess the merits and demerits of the staff. Although this method is simple and easy, it lacks objective criteria and can easily be judged by leaders’ likes and dislikes. It is hard to be objective and fair. The standard method of work stipulates the quantity and quality of work that each worker must complete and measures the pros and cons of work according to this standard. This approach is specific and objective, fair and reasonable, but it is difficult to set quantitative standards in some jobs and has some limitations in application. On behalf of the comparative law, representatives of the same post, such as excellent, good, medium, secondary and inferior, are selected to compare with them and to assess which one belongs to the other.