绩效管理系统有效性的影响因素－－在中国电信SIIC公司的实证研究.pdfVIP

摘要 在中国,随着企业对于人力资源管理理念的不断深化,越来越多的企业引进 了国外先进的绩效管理系统来推动组织成员的绩效成绩。确实,在绩效管理系统 的推动下,组织成员的绩效成绩获得了明显的提高。然而,在实施中,我们可以 发现,管理层往往把目光更多地集中在绩效管理系统的技术层面,而很少去考虑 绩效管理的另一个重要因素??人的因素。并且,在企业绩效管理体系中,很少 有一套有效的监控机制来检验绩效管理系统的运行是否合理有效,并为今后的绩 效管理提供改进的依据。 在本研究中,作者引进了荷兰研究者 waal的理论模型及问卷,通过 对中国电信SIIC公司的调查研究发现:(1)SIIC公司的绩效管理系统处于能基 本维持运转的状态。SIIC公司绩效管理系统的结构维度和行为维度都在6分以上, 但行为维度(6.12分)略低于结构维度(6.33分) 。这说明,行为维度受重视程 度略低于结构维度; (2)SIIC公司的绩效管理系统在结构维度需特别改进的是完 整性层面。组织成员认为绩效信息来源的可靠性、报告的及时性和一致性存在较 大问题。 (3)SIIC公司的绩效管理系统在行为维度需特别改进的是管理风格和沟 通两个层面。并且在沟通层面上,管理者和员工之间存在显著差异,(t2.012, P=.05。 研究结果阐述了影响绩效管理系统有效实施的因素,并为绩效管理的有效实 施提供了一套完整可行的监控机制,对绩效管理系统实施的改进有着重要的指导 意义。 1Abstract As the concept of human resource management goes deeper, more and more corporations in China have introduced advanced performance management system from other countries to improve the performance of the members of the organizations. It’s true that the performance of the members of the organizations has made obvious improvement under the performance management system. However, we found, in practice, that the management level tends to put more focus on the technical level of the performance management system rather than the other important factor ? humanBesides, there is a fairly effective monitoring mechanism within the performance management system to exam the effectiveness of the operation of the system and to provide basis for further improvement of the performance managementIn this research, the author introduced the theory model and questionnaire of waal, a researcher of Netherlands. And the research through the SIIC corporations of China Telecom reveals: 1. The performance management system of the SIIC corporations can maintain basic operation. The points of the structural dimensions and the behavioural dimensions are both above 6. But the points of the behavioural dimensions 6.12 points are a little bit lower than that of the structural dimensions 6.33 points. This suggests that the behavioural dimensions 6.12 points get le