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HRM essay:Performance appraisal

时间:2015-07-04 10:38来源:www.ukthesis.org 作者:英国论文网 点击联系客服: 客服:Damien
绩效评估是独特的,并是人力资源管理中不可或缺的部分。企业、组织通过绩效评估来了解雇员的需求、优势与劣势,并通过其技能评估来确定雇员的任务与工作职责。本文旨是分析绩效评估在组织中的重要作用,并大体上评估其对员工与企业、组织的时效性。本人主要通过确定绩效评估系统、追踪其发展历史、查询现有相关文献、研究有关各方的利益来实现研究目的。绩效评估系统是可被识别并利用雇主和雇员间的共同目标来实现。本文将识别出对组织与个人通过发展、执行绩效评估以实现运营目标及战略目标极为重要的关键点。绩效考核是一种管理工具和正式的管理程序,它更是业绩管理过程的其中一部分(Edmonstone, 1996)。它不应该被视为绩效管理的核心,因为相对于其他活动,它融入了更广泛的概念,更不应该被视为业绩管理本身。
 
Performance appraisal is a distinct and an integral part of human resource management in organizations. Organizations use performance appraisal systems to understand its human capital needs, strengths and weaknesses and evaluate their set skills to specific tasks and job responsibilities. This essay is an attempt to analyze the role performance appraisal systems play in organisations and to assess its effectiveness to employee and organisations in general. This will be achieved by defining performance appraisals and tracing its history, reviewing existing literature on the topic and examining its benefits to all parties concerned. Performance appraisal system is about identifying and harnessing mutual goals for both the employer and the employee. This paper will identify the major points of critical importance to organisations and individuals in developing and implementing performance appraisal systems to suit their operational goals and strategic objectives. 
 
Performance appraisal is a management control tool and a formal management procedure; it is part of the larger process of performance management (Edmonstone, 1996). It should not be perceived as the core of performance management, as it feeds into the larger concept in relation to other activities and should not be addressed as performance management in itself. Performance appraisal goes beyond the formal assessment of how well employees are performing their jobs to the formal communication of the organizations missions and goals, a foundation on which to establish informal channels of communication, a method on which to base organizational rewards and a tool to improve the performance of each and every employee within the organization (Desselle 2009). There are numerous texts as to the definition of performance appraisal. DeVries et al., (1981) defined performance appraisal as the process that allows an organization to measure and evaluate an employee's behaviour and accomplishments over a specific period of time. Performance appraisal in organizations is geared towards the future and it is developmental in nature. Bowles and Coates (1993) defined performance appraisal as performance expectation, identifying training and development needs, career counselling, succession planning improving individual and to determine promotion. Moon (1993, p. 8) went ahead to define performance appraisal as a formal documented system for the periodic review of an individual's performance. Marchington and Wilkinson (1996) describe it as a cyclical process: determining performance expectations; supporting performance; reviewing and appraising performance; and, finally, managing performance standards.(责任编辑:BUG)


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