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Skillshr-performance-review

hr-performance-review

Office & productivity

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Updated 10-15 21:03

About this skill

Performance Review

Overview

Design and support the implementation of a performance evaluation system suited to the organization's size and culture. It reflects 2026 trends such as running OKR+KPI in parallel, AI-based performance analysis, and 360-degree feedback, and establishes a fair evaluation process grounded in compliance with the Labor Standards Act.

Trigger Keywords

Performance evaluation, HR evaluation, performance review, KPI setting, OKR, MBO, 360-degree evaluation, feedback interview, goal setting, performance management, salary negotiation, employee evaluation

Workflow

Step 1: Confirm organizational status and evaluation purpose

  • Organization size (startup / small and medium-sized enterprise / large corporation)
  • Current performance management method in use
  • Evaluation purpose:
    • Compensation linkage (salary increase, performance bonus)
    • Growth support (development, competency development)
    • Organizational goal alignment (sharing company-wide direction)

Step 2: Select a performance management framework

2026 trend: OKR + KPI in parallel

Category MBO KPI OKR
Focus Responsibility·compensation linkage Quantitative measurement Direction·alignment
Cycle Annual Ongoing Quarterly
Compensation linkage Strong Present Principle-based separation
Transparency Low Medium High (company-wide disclosure)
Suitable organizations Hierarchical traditional companies Repetitive·stable work Startups·innovative organizations
Major adopters Public institutions, traditional large corporation industries All industries SK, Hanwha financial affiliates, startups

2026 recommended approach:

  • Startups / tech companies: OKR (quarterly) + KPI (ongoing monitoring) in parallel
  • Small and medium-sized enterprises: Simplified MBO + 3-5 core KPIs
  • Traditional large corporation industries: MBO-based + consider introducing team-level OKRs
  • Common: Trend of introducing AI-based performance data analysis

Step 3: Support OKR creation

OKR writing principles:

  • Objective: Qualitative, challenging, motivating (1-5)
    • Example: "Build an onboarding experience customers love"
  • Key Results: Measurable, time-bound (2-5 per objective)
    • Example: "Improve onboarding completion rate from 60% → 85% (3 months)"
    • Example: "Improve NPS score from 32 → 50"

OKR writing checklist:

  • Is the Objective inspiring? (Not: "Achieved xx%")
  • Are the Key Results measurable numerically?
  • Can achievement of the Objective be judged by whether the Key Results are achieved?
  • Is it a challenging goal achievable at 60-70%? (Stretch Goal)
  • Is it not directly tied to compensation? (OKR principle)

Step 4: Evaluation Design

Evaluation Item Composition:

성과 평가 (What: 목표 달성도) — 60~70% 비중
  - KPI/OKR Key Results 달성률
  - 목표 대비 실적 (정량)
  - 주요 프로젝트 기여도

역량 평가 (How: 행동 방식) — 30~40% 비중
  - 직무 역량 (업무 전문성)
  - 리더십/협업 역량
  - 성장 가능성 (잠재력)

360-Degree Evaluation Design:

  • Upward Evaluation: Subordinate → Manager (anonymity guaranteed)
  • Peer Evaluation: Peer → Peer (focused on collaboration competency)
  • Self-Evaluation: Self → Self (reflection and growth plan)
  • Evaluation Items: 5-point scale + descriptive feedback

Step 5: Evaluation Interview (Calibration & Feedback)

Evaluation Interview Script (Basic Structure):

① 시작 (5분): 면담 목적과 분위기 설정
   "오늘은 지난 [기간] 동안의 성장과 다음 [기간] 계획을 함께 이야기해보려 해요."

② 자기 평가 확인 (10분):
   "스스로 가장 잘 해냈다고 생각하는 것은 무엇인가요?"
   "아쉬웠던 부분이나 더 잘할 수 있었던 점은?"

③ 관리자 피드백 (10분):
   - 긍정적 피드백: 구체적 행동 + 영향 + 감사
   - 개선 피드백: 관찰 사실 + 영향 + 기대 행동 (SBI 모델)

④ 다음 기간 목표 합의 (10분):
   OKR/KPI 초안 함께 검토

⑤ 지원 사항 확인 (5분):
   "제가 어떻게 지원해드리면 목표 달성에 도움이 될까요?"

SBI Feedback Model:

  • S (Situation): "In last week's customer meeting"
  • B (Behavior): "When you presented the proposal without reviewing it sufficiently"
  • I (Impact): "The customer was confused, which delayed the contract decision"

Step 6: Calibration of Evaluation Results (Calibration)

Ensuring Fairness:

  • Preventing Leniency Bias: Provide evaluation distribution guidelines (e.g., setting S-A-B-C-D ratios)
  • Preventing Recency Effect: Evaluate based on data from the entire evaluation period
  • Bias Check: Monitor bias based on protected characteristics such as gender, age, and nationality

Step 7: Generate Performance Evaluation Results Report

# [이름/팀] 성과평가 결과

## 종합 평가 등급: [S/A/B/C/D]

## KPI/OKR 달성 현황
| 목표 | 목표치 | 실적 | 달성률 |

## 강점 (계속 유지할 것)

## 개선 기회 (다음 기간 집중 사항)

## 다음 기간 목표 (합의)

## 성장을 위한 지원 계획

Deliverables

  • Performance Evaluation Framework Design (OKR/MBO/KPI tailored)
  • OKR/KPI Goal Draft
  • 360-Degree Evaluation Survey Questions
  • Evaluation Interview Script
  • Individual Performance Evaluation Report
  • Team/Organization Performance Dashboard

Related Skills (Chain)

Evaluation interview scripts, strengths/improvement opportunities and feedback descriptions in performance evaluation reports, etc. prose sectionsare human-readable text, so immediately after drafting they go through the post-processing chain below.

Text Post-Processing Chain (prose deliverables such as interview scripts and descriptive sections of evaluation reports):

hr-performance-review → moai-coworker:ai-slop-reviewer → moai-writer:korean-humanize → 최종 검수
  • moai-coworker:ai-slop-reviewer — Review and revise AI tell patterns (mechanical tone, clichéd feedback expressions)
  • moai-writer:korean-humanize — Polish into natural Korean sentences (100% meaning preserved)

KPI/OKR achievement rate tables, evaluation grade matrices, performance dashboards, and other numeric/table deliverablesare not subject to the text chain above. If you need tables or dashboards, route to moai-officer:doc-xlsx or moai-analyst:data-visualizer. For mixed deliverables, apply the chain to only the prose sections and keep data routing for tables.

Notes

2026 Performance Management Trends

  • Sharp increase in companies adopting OKRs: Led by SK and Hanwha financial affiliates, becoming standardized across the startup industry
  • Adoption of AI performance analysis: Data-driven goal setting and tracking is becoming the new standard
  • OKR + KPI in parallel: Running both in parallel rather than choosing a single method is the mainstream in 2026
  • Millennials/Gen Z: 80% view AI as positive for work efficiency, prefer real-time feedback

Labor Standards Act compliance precautions

  • Prohibition of dismissal or forced retirement demands based on unfair performance evaluations
  • Evaluation results must follow the evaluation criteria agreed upon in the employment contract
  • Personal Information Protection Act applies when disclosing evaluation results
  • Confirm salary negotiation results in writing (clarification of working conditions)

Problem solving

  • Uncertainty about Labor Standards Act provisions: Evaluations involving unfair dismissal, demotion, or wage reduction require review by a labor attorney. Legal content provided by AI is for reference only.
  • Insufficient job grade system information: If you provide the team size, job category classification, and existing evaluation method, a more customized evaluation system can be designed.
  • Concern about evaluation bias: If there is concern about subjective evaluation of a specific employee, it is recommended to design an anonymous 360-degree evaluation and conduct calibration sessions.
  • Inability to measure OKR achievement rate: For roles without quantitative metrics (creative roles, support departments), design in a direction that increases the weight of descriptive evaluation + peer feedback.

When not to use this skill

  • Responding to legal labor disputes: Refer dismissal, disciplinary action, and wage disputes arising from evaluation results to a labor attorney.
  • Recruitment and onboarding process: JD writing, interview design, and new hire onboarding are better suited to the moai-recruiter:hr-employment skill.
  • Offer letter and salary negotiation documents: moai-recruiter:hr-draft-offer skill.
  • Establishing remote work policy: For work-from-home policy and collaboration tool selection, use the moai-recruiter:hr-operations skill.

References

File Load conditions
references/okr-guide.md When practical procedures for selecting, setting up, and operating evaluation cycles for an OKR/MBO goal management framework are needed
references/feedback-templates.md When the SBI feedback model, performance interview scripts, and 360-degree feedback templates are needed