hrm修订主题绩效评估中给出问题-performance appraisalHRM.pdfVIP

HRMRevision_Topic4PerformanceAppraisal

Questionsgivenintherevision:

1.Whataredifferentapproachesofperformancemanagement?

2.Whenshoulddifferentmethodsbeadopted?

3.Whatkindofproblemsinprocessofmanagingperformance?

Keywords:Jobanalysis,performanceexpectations,2behaviourscales,performanceappraisalbasedondifferentpurposes,

issues/problemsaboutmanagers(e.g.PeterPrinciple,contamination)

Performancemanagement:involvesintegratingperformanceappraisalsystemswithotherHRMsystemsforthepurposeof

aligningtheemployee’sworkbehavioursandresultswiththeorganization’sgoals.

Thebestperformancesystemsoperateinorganizationswitheffectivecommunicationchannels,andwherethesystemlinks

withlearninganddevelopmentandwithrewards.

整体的框架：

3.考点Performanceappraisal:Aformalprocessofevaluatingtheperformanceofanindividualorgroupinrelationtoimplicit

orexplicitperformanceexpectations.

(1)purpose目的及方式：

A)Employees’perspective:

-Makeemployeesneedtoknowhowtheyaredoing

-Helpmotivateemployeesanddeterminetrainingneeds

-Tohelpemployeesinachievingcareerprogressiongoals

B)Firms’perspective

1）Administrativepurpose–HRdecisionsaboutpay,promotionorfinancialconsequencesforemployeesbycross-employee

comparison

A)Evaluativeappraisalsusedasabasisforrewarddecisiontoevaluateperformanceofemployeesinasystematicwayand

giveachancetoemployeestodemonstratetheircontributions/efforts.

•Mainlypastoriented(evaluatepastperformanceofemployees)

•Feedbacktodirectactionsforfutureperformance

B)Predictiveappraisalspredictlikelyfutureperformancerelatedtoskillsrequiredforfuturejobs(e.g.leadershipskillsof

potentialfutureleadersoffirm)andusedtomakepromotiondecisions.

Problems:Promotionsolelybasedonpastisinsufficienta