摘要
本文旨在用績(jī)效考核方法來(lái)解決績(jī)效管理的困境。作者們將評(píng)估考核的發(fā)展歷史，通過(guò)評(píng)價(jià)考核文獻(xiàn)的關(guān)鍵領(lǐng)域的有效性，討論被考核對(duì)象和生產(chǎn)管理的發(fā)展中已被忽略的成功的關(guān)鍵因素。
本文旨在探討績(jī)效考核的目的和方法，以及在考核過(guò)程中遇到的種種困難。它還重新評(píng)估績(jī)效考核領(lǐng)域理論發(fā)展的不足，在重新評(píng)估之前脫離心理分析以尋找更重要的方法，來(lái)消除認(rèn)識(shí)的主觀性和考核判斷的偏見。
一 前言
本文將定義并概述績(jī)效管理和考核，它將通過(guò)評(píng)估以何種形式考核績(jī)效，發(fā)展不同績(jī)效模型之間的聯(lián)系（心理傳統(tǒng)，目標(biāo)管理，動(dòng)機(jī)和發(fā)展等）。它將列舉績(jī)效管理的發(fā)展歷史，然后使用績(jī)效考核來(lái)評(píng)估高績(jī)效策略。它將評(píng)估關(guān)于測(cè)量和評(píng)估引起主觀性和績(jī)效評(píng)估的倫理困境等持續(xù)問題。
本文將在研究績(jī)效考核最近的一些趨勢(shì)之前，探討企業(yè)如何衡量業(yè)績(jī)。本章將從目標(biāo)管理（MBO）角度估績(jī)效考核的歷史發(fā)展，討論績(jī)效管理和評(píng)估之間的聯(lián)系。
Abstract
This paper deals with the dilemma of managing performance using performance appraisal. The authors will eva luate the historical development of appraisals and argue that the critical area of line management development that was been identified as a critical success factor in appraisals has been ignored in the later literature eva luating the effectiveness of performance through appraisals.
This paper willeva luatethe aims and methodsof appraisal, thedifficulties encountered in the appraisalprocess. It also re-eva luates the lack of theoretical development in appraisaland move from he psychological approachesof analysistoamorecritical realisation ofapproaches before re-eva luating the challenge to remove subjectivity and bias in judgement of appraisal.
13.1Introduction
This paper will define and outline performance management and appraisal. It will start by eva luating what form of performance is eva luated, then develop links to the development of different performance traditions (Psychological tradition, Management by Objectives, Motivation and Development).It will outline the historical development of performance management then eva luate high performance strategies using performance appraisal. It will eva luate the continuing issue of subjectivity and ethical dilemmas regarding measurement and assessment of performance. The paper will then examine how organisations measure performance before eva luation of research on some recent trends in performance appraisal.
This chapter will eva luate the historical development of performance appraisal from management by objectives (MBO) literature before eva luating the debates between linkages between performance management and appraisal. It will outline the development of individual performance before linking to performance management in organizations. The outcomes of techniques to increase organizational commitment, increase job satisfaction will be critically eva luated. It will further examine the transatlantic debates between literature on efficiency and effectiveness in the North American and the United Kingdom) evidence to eva luate the HRM development and contribution of performance appraisal to individual and organizational performance.