毕业设计（论文）-浙江物产金属集团有限公司知识型员工激励机制研究--_外文翻译.docVIP

《学科前沿文献读写议》课程作业 学生姓名： 蒲泱泱 学　　号： 201001013310 专　　业： 工商管理 班　　级： 工本103 浙江树人大学管理学院 2013年11月 毕业论文题目：浙江物产金属集团有限公司知识型员工激励机制研究 英文文献原文： Performance Appraisal as a Guide for Training and Development: A Research Note on the Iowa Performance Evaluation System By Dennis Daley owa State University This paper examines one facet of performance appraisal-its use as a guide for the drafting of employee training and development plans. The scope is limited in that it excludes any consideration as to whether these plans are actually implemented. Our interest focuses only on the extent to which supervisors endeavor to assist employees in correcting or overcoming weaknesses and in enhancing or developing perceived strengths. The findings reported here are based on a 1981 monitoring of the performance appraisal system used by the State of Iowa. As civil service reform has been instituted in one jurisdiction after another in order to further assure objective, performance based personnel practices, performance appraisal has emerged as one of the key issues in the personnel management of the 1980s. This heightened sense of importance and seriousness has, in turn, led to a renewed interest in the study of the actual workings of performance appraisal systems. The uses to which performance appraisal can be put are myriad. The recent Civil Service Reform Act of 1978 serves as a model in this respect. Here we find enunciated what may be taken as the typical orientation toward the uses of performance appraisal, recommending that personnel managers and supervisors use the results of performance appraisal as. a basis for training, rewarding, reassigning, promoting, reducing in grade, retaining, and removing employees. Performance appraisal systems can also serve to validate personnel testing and selection procedures, although such systems are themselves also subject to affirmative action validation requirements. The economic recessions of the 1970s and 1980s have placed