2009人力资源管理师二级考试指南答案(第四章绩效管理)（2009 human resource management division two test guide answer (Chapter fourth performance management)）.docVIP

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2009人力资源管理师二级考试指南答案(第四章绩效管理)（2009 human resource management division two test guide answer (Chapter fourth performance management)）.doc

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2009人力资源管理师二级考试指南答案(第四章绩效管理)（2009 human resource management division two test guide answer (Chapter fourth performance management)）

2009人力资源管理师二级考试指南答案(第四章绩效管理)（2009 human resource management division two test guide answer (Chapter fourth performance management)） This paper contributed by lan8382. Doc document may at the WAP end of the browsing experience poor. Suggest you select TXT, or download the source file to the machine view. The fourth chapter of performance management Reference answer a multiple-choice questions, short answer (answer omitted) two. 1. reference answer: has the basic characteristics of multiple, multidimensional and dynamic P205 performance in the design and selection of performance evaluation methods and indicators, can according to the nature and characteristics of the evaluation object, the evaluation object comprehensive evaluation. Because of the different evaluation criterion, from the contents of performance management perspective, performance evaluation can be divided into four categories: quality oriented, behavior oriented, result oriented and comprehensive. (1) quality oriented performance appraisal, the characteristics of the evaluation criterion, the potential of employees, he looks at how people like this? The key is to consider the employee is a what kind of potential such as psychological quality, ability and quality of the people. Including psychological measurement methods and key events method. (2) evaluation method of behavior oriented, the behavior criterion, the appraisal of the staff work behavior mainly focus on what and how to do, mainly consider the employees working mode and behavior. Mainly includes: the subjective evaluation method, the main arrangement method and arrangement method, paired comparison method, forced distribution method and structure of narrative method; the objective evaluation method, the main critical incident method, forced choice method, behavior localization method, behavior observation method and weighted scale selection method. (3) result oriented performance appraisal method, the results of the evaluation criterion, th