教育学论文 金融学论文 国际商务管理论文 市场营销论文 会计学论文 社会学论文 旅游管理论文 计算机论文人力资源管理论文 广告媒体学 物流学论文 Engineering Thesis sociology Thesis MBA论文 linguistic Thesis Journalism and Mass Communicat Law Thesis Economics Thesis
返回首页

留学生HRM论文-绩效考核系统的有效性

时间:2015-08-04 15:51来源:www.ukthesis.org 作者:英国论文网 点击联系客服: 客服:Damien
亨得利等(2000)建议,评估是一个“误用”的过程,旨在控制员工的活动。然而,过去和最近的学者都把绩效考核作为一个组织的战略的组成部分(朗格内克和戈夫1992;库茨和施耐德2004)。当双方一起使用时,绩效考核是指两个简单的形式来挑起和推动在正式评估过程的组织环境中的强烈的反应、情绪与意见(Pettijohn L.等人2001和 库马尔2005)。世界上大多数组织,不论其大小、类型和产品的区别,都采用绩效考核的方式;但这种工具作为人力资源管理的混合物,过去常常不同程度地推动了其达到目的(佩蒂约翰等人,2001)。过去文献建议,绩效考核的存在是基于若干基本原理的,其中包括为选择提供决策,工资增加的标准,为管理者和员工提供反馈的媒介,促进员工发展(芒特,1984年)。
 
 
Hendry et al (2000) suggest that appraisal is a "misused" process, designed to control employees' activities. Nevertheless, past and recent scholars have regarded performance appraisals as a strategic and integral part of an organization (Longenecker and Goff 1992; Coutts and Schneider 2004). Performance appraisal is referred as two simple terms that provoke and propel strong responses, sentiments, opinions and judgment in the organizational context of formal appraisal procedure when mutually used together (Pettijohn L. et al 2001 and Kumar 2005). Most organizations of the world, irrespective of its size, type and product distinction employ the use of performance appraisal; but with different level of accomplishment as an instrument used to drive a mixture of human resource management purpose (Pettijohn L. et al 2001). Past literatures' suggested that performance appraisal existed based on several rationales which includes making provision for selection decisions, a yardstick for salary increment, a medium for providing feed-back among managers and employees and facilitation of employee development (Mount 1984). Research was focused toward establishing systems for improving the psychometric properties of performance ratings (Mount 1984, Fombrun and Laud 1983). However, future research has attributed development changes in recent performance appraisal system to large-scale organisations rather than advances in theory (Redman and Wilkinson 2006).
 
Numerous definitions as been given to performance appraisal by numerous scholars, researchers and practitioners. According to Flippo (1984), "performance appraisal is the systematic, periodic and an impartial rating of an employee's excellence in the matters pertaining to his present job and his potential for a better job." However, a recent and concise definition of performance appraisal by CIPD (2010) was referred as an operational short to medium term tool used to assess individual performance and development. This suggests that performance appraisal is a dominant tool to evaluate, assess, develop and compensate the performance of employee/subordinate helping to create goal congruence between the organization and it employees.(责任编辑:huiyinad)


------分隔符-------------------------------------
UK Thesis Base Contacts
推荐内容