绩效考核（Performance appraisal），是企业绩效管理中的一个环节，是指考核主体对照工作目标和绩效标准，采用科学的考核方式，评定员工的工作任务完成情况、员工的工作职责履行程度和员工的发展情况，并且将评定结果反馈给员工的过程。常见绩效考核方法包括BSC、KPI、360度考核等。绩效考核是一项系统工程。绩效考核是绩效管理过程中的一种手段。
Performance appraisal is a part of corporate performance management. It refers to the process in which the appraisal subject uses scientific appraisal methods to evaluate the completion of employees’ work tasks, the degree of fulfillment of employees’ work responsibilities and the development of employees in accordance with work goals and performance standards, and then feeds back the appraisal results to employees. Common performance appraisal methods include BSC, KPI, 360-degree appraisal, etc. Performance appraisal is a systematic project. Performance appraisal is a means in the performance management process.
按时间不同分类：
（1）日常考评。指对被考评者的出勤情况、产量和质量实绩、平时的工作行为所作的经常性考评；
（2）定期考评。指按照一定的固定周期所进行的考评，如年度考评、季度考评等。
按主体不同分类：
（1）主管考评。指上级主管对下属员工的考评。这种由上而下的考评，由于考评的主体是主管领导，所以能较准确地反映被考评者的实际状况，也能消除被考评者心理上不必要的压力。但有时也会受主管领导的疏忽、偏见、感情等主观因素的影响而产生考评偏差。
（2）自我考评。指被考评者本人对自己的工作实绩和行为表现所作的评价。这种方式透明度较高，有利于被考评者在平时自觉地按考评标准约束自己。但最大的问题是有“倾高”现象存在。
（3）同事考评。指同事间互相考评。这种方式体现了考评的民主性、但考评结果往往受被考评者的人际关系的影响。
（4）下属考评。指下属员工对他们的直接主管领导的考评。一般选择一些有代表性的员工，用比较直接的方法，如直接打分法等进行考评，考评结果可以公开或不公开。
（5）顾客考评。许多企业把顾客也纳入员工绩效考评体系中。在一定情况下，顾客常常是惟一能够在工作现场观察员工绩效的人，此时，他们就成了最好的绩效信息来源。
Classification by time:
(1) Daily appraisal. Refers to the regular appraisal of the attendance, output and quality performance, and daily work behavior of the person being appraised;
(2) Periodic appraisal. Refers to the appraisal conducted according to a certain fixed period, such as annual appraisal, quarterly appraisal, etc.
Classification by subject:
(1) Supervisor appraisal. Refers to the appraisal of subordinate employees by superiors. This top-down appraisal can more accurately reflect the actual situation of the person being appraised, and can also eliminate unnecessary psychological pressure on the person being appraised, because the subject of the appraisal is the supervisor. However, sometimes the evaluation may be biased due to subjective factors such as negligence, prejudice, and emotion of the supervisor.
(2) Self-evaluation. Refers to the evaluation made by the person being evaluated on his or her own work performance and behavior. This method is more transparent and helps the person being evaluated to consciously constrain himself or herself according to the evaluation standards. However, the biggest problem is that there is a “biased” phenomenon.
(3) Peer evaluation. Refers to the evaluation of each other among colleagues. This method reflects the democracy of the evaluation, but the evaluation results are often affected by the interpersonal relationships of the person being evaluated.
(4) Subordinate evaluation. Refers to the evaluation of their direct supervisor by subordinate employees. Generally, some representative employees are selected and evaluated using more direct methods such as direct scoring. The evaluation results can be made public or not.
(5) Customer evaluation. Many companies also include customers in the employee performance evaluation system. Under certain circumstances, customers are often the only people who can observe the performance of employees at the workplace. At this time, they become the best source of performance information.