绩效评估偏误这类偏误主要问题有二.ppt

導言 績效管理：協助主管確認員工行為及「產出」，對組織達成目標的「具體貢獻度」的一套程序。 績效管理階段流程須含： 確認影響組織績效的核心任務為何 確認它們是否發生 資訊完整的績效回饋，以協助員工達成目標 績效管理流程 傳統績效評估方式 vs. 現代績效評估方式 績效評估：針對員工專業領域表現所為評量 績效評估機制應包含： 定義績效 評估績效 績效回饋 利用前述改革後的績效管理方法，績效管理將使組織成員更專注於達成組織目標。 常見績效評估問題與解決之道 績效管理階段流程圖 績效管理目的 績效管理的三大目的為： 策略性目標：協助組織達成商業目標。 行政性目標：員工績效資訊可做為組織決定員工薪資、福利、獎懲、是否續聘、是否增員等行政決策的基礎。 發展性目標：做為未來發展員工知識及技術的重要參考。 Uses of Performance Appraisal Human resource planning Recruitment and selection Training and development Career planning and development Compensation programs Internal employee relations Assessment of employee potential 有效績效評估基準 Validity of Job Performance Measure 績效評量的基本方法 Performance Appraisal Methods 360-Degree Valuation Rating Scales Critical Incidents Essay Work Standards Ranking Paired Comparisons Forced Distribution Behaviorally Anchored Rating Scales (BARS) Result-Based Systems Assessment Centers 360-Degree Valuation Multi-rater evaluation Input from multiple levels with firm and external sources Focuses on skills needed across organizational boundaries More objective measure of performance Process more legally defensible Rating Scales Rates according to defined factors Judgments are recorded on a scale Many employees are evaluated quickly Graphic Rating Scale with Space for Comments Critical Incidents Written records of highly favorable and unfavorable work actions Appraisal more likely to cover entire evaluation period Does not focus on last few weeks or months Examples of Critical Incidents for an Assistant Plant Manager Essay Brief narrative describing performance Tends to focus on extreme behavior Depends heavily on evaluators writing ability Comparing essay evaluations might be difficult Work Standards Compares performance to predetermined standard Standards - normal output of average worker operating at normal pace Time study and work sampling used Workers need to know how standards were set Ranking All employees from group ranked in order of overall performance Comparison is based on single cr