In Chinese culture, which places a high value on standards, benchmarks, and clear hierarchies, 考核 (kǎohé) is a cornerstone of institutional life. It embodies the principle of accountability in a tangible way, whether in a state-owned enterprise, a private company, or a government bureau. Comparison to a Western “Performance Review”: While a “performance review” is the closest Western equivalent, there are subtle but important differences. A modern American performance review often emphasizes two-way feedback, employee-led goals, and professional development. The tone is frequently collaborative. A 考核 (kǎohé), on the other hand, can traditionally be more of a top-down, one-way evaluation. The focus is less on “How do you feel about your growth?” and more on “Have you met the quantitative and qualitative targets set by the organization?” The outcome of a 考核—such as a year-end bonus (年终奖, niánzhōngjiǎng), promotion, or even contract renewal—is often directly and explicitly tied to the result. This makes the 考核 process feel more high-stakes and formal than many of its Western counterparts.
考核 is a formal and widely used term, primarily in professional and academic settings.
The most common mistake for learners is confusing 考核 (kǎohé) with 考试 (kǎoshì).
A 考试 can be part of a 考核, but a 考核 is not a 考试.
Another common pitfall is using 考核 for informal or technical testing.