摘要
绩效考评工具在整个人力资源管理与考评系统中处于核心地位。科学的绩效考评工具应具有工作分析、考评工具的信度、效度3个必要的、不可缺的基本特征。绩效考评工具主要包括特征导向、结果导向和行为导向3种。开发绩效考评工具应针对企事业单位的实际情况;针对不同领域、不同层次的员工开发出以工作分析为基础、信度和效度良好、实用性强的绩效考评工具,从而发挥绩效考评的作用;对员工的工作进行开发和指导,以提高员工的业绩和对工作的成就感、满意度。
Performance appraisal is the key of human resources management. A scientific instrument of performance appraisal should has moderately high reliability and validity, should be developed based on a job analysis. There are at least three approaches that a manager can take in evaluating the performance of an individual employee. He can examine the cost-related variables, he can make judgements on traits or attitudes, or he can observe end record behavior. It is important to develop a scientific, quantitative, simple instrument of performance appraisal according to theposition in organizatioins. A scientific instrument of performance. Appraisal can not only offer scientific grounds for rating performance of employees, but also can contribute to organizational objectives and empolyee＇ development and satisfaction. There are goals of performance appraisal.
出处
《中国医院管理》
北大核心
2006年第2期36-38,共3页
Chinese Hospital Management
关键词
绩效考评工具
工作分析
关键事件技术
行为观察量表
行为锚定量表
个性特质量表
the instrument of performance appraisal, job analysis, the critical incident technique, behavioral observation scales, behavior-anchored rating scale, personality trait scales
