干部考评作为行政管理工作的重要环节和手段,在长期运用中积累了丰富的经验。古代有“八观”、“七观”和“五视”法。外国有情境模拟、面谈八步、加菲尔德和专家系统法。近年我国背遍实行了考德、考能、考勤、考绩、组织考察、同行评议、民意测验、定性定量分析等一系列方法。纵观古今中外考评活动,无不偏重考评者的作用(即“他评”),忽视被考评者的能动性,因而明显限制了干部考评的可信度和有效度。令人高兴的是,改革开放给人事管理带来新的生机和活力。伴随自我举荐、自我选择(人才流动)和自我让贤等新潮流,“自评”已被引进干部考评中,通过与“他评”的有机结合而发挥出积极的效用。 As an important part and means of administrative work, cadre appraisal has accumulated rich experience in long-term application. Ancient “eight concept”, “seven concept” and “five as” law. Foreign have situation simulation, face to face eight steps, Garfield and the expert system law. In recent years, China has adopted a series of methods such as Cowdock, test, attendance, performance appraisal, organizational investigation, peer review, opinion polls, qualitative and quantitative analysis. Throughout the ancient and modern assessment activities, all the emphasis on the role of the examiner (ie, “he”), ignoring the motivation of the examinee, thus significantly limiting the credibility and validity of cadre appraisal. Happily, reform and opening up have brought new vigor and vitality to personnel management. With the new trends of self-recommendation, self-selection (talent flow) and self-improvement, Self-assessment has been introduced into the assessment of cadres and has played an active role in its combination with his assessment.