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赵红梅 《中国人力资源开发》2007,(1)
本文以销售人员360°绩效考评为例,将灰色理论运用于绩效考评中,采用模糊评价方法,很好地结合了绩效评估中“硬评价”与“软评价”的优点,是对360°绩效考评方法的实际应用的一种新的探索。 相似文献
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360度绩效考评方法是目前广受国内外企业界高度关注的个人能力和企业绩效评价方法,是对传统的绩效考评方式的改革。它以心理测量学的真分数理论为基础,以促进个人发展、重视信息反馈、讲求实事求是和全方位、多角度观察问题为核心理念,有特定的适用范围和实施程序。虽然该方法目前还存在着较多应用性问题,但它有着重大的现实意义。本文着重介绍360度绩效考评方法的内容及应用。 相似文献
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360度绩效考评方法在上世纪90年代被广泛应用于国际500强企业,由此传入国内,我国许多企业都使用过这种考评方法。但目前我国企业在运用这一方法上存在许多问题。文章对该方法在我国企业运用的有效性提出质疑并做出一些初步探讨。 相似文献
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经济全球化带来了竞争和挑战,人力资源管理不断掀起热潮,关于绩效考评的内容和形式也随着人力资源管理的革新不断得到改进和发展. 相似文献
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论360°绩效考评主体的道德风险 总被引:2,自引:0,他引:2
本文介绍了360°绩效考评的相关概念,并结合实际情况,详细分析了目前我国考评主体道德风险的各种表现形式和内在原因.在此基础上,沿用激励相容机制的思想,对360°绩效考评主体道德风险的解决提出了系统性的建议,同时从成本--收益的角度对此进行了深入的剖析. 相似文献
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搞好国有企业,关键在人、关键在领导班子。切实加强和改进国有企业领导班子考核评价方法,是一个亟待研究和探索的重要课题。本文从企业领导人员考核评价面临的实际问题出发,阐述了360度考评方法在企业领导人员考核评价中的实践和探索。 相似文献
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绩效评价是现代人力资源管理的重要内容之一,如何客观、公正地评价员工的绩效,采用更加灵活的模式评价管理者的工作,是当前人力资源管理与实践亟待探讨和解决的问题。本文阐述了360度评价法的产生和发展过程,通过对案例的分析进一步说明其优缺点,最后提出展望。 相似文献
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Beatrice I.J.M. van der Heijden André H.J. Nijhof 《International Journal of Human Resource Management》2013,24(3):493-511
This paper focuses on the problems and prospects of 360-degree feedback methods. The rationale behind these appraisal systems is that different evaluation perspectives add objectivity and incremental validity to the assessment of individual performance. This assumption is challenged in this paper. Our research shows that there is a consistent difference in self- and supervisor ratings especially. This implies that, as long as these differences are understood as the result of several effects in measuring one's performance, the multi-source assessments will lead to a false sense of security and objectivity. Instead, when the differences are understood as subjective evaluations with a value in themselves, then different perceptions can be used for a better understanding between supervisors and employees of the working relations, personal performance and underlying motives for career development. Several recommendations are made for human resource management practices and future research. 相似文献
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基于模糊综合评价方法的物流园区绩效研究 总被引:2,自引:0,他引:2
合理有效的评价物流园区经营绩效,对于园区的投资者和经营者。都具有重要意义。依据绩效评价相关理论.结合物流园区的特点,给出物流园区绩效评价的指标体系.并运用模糊层次关系评价方法对物流园区的经营绩效进行综合评价。该方法简便、易行,评价结果客观、准确,在物流园区绩效评价领域具有一定的创新性。同时,评价结果既为投资者决策提供相关依据,也可以为经营者对园区运营管理的改进提供一定帮助,实用性很强。 相似文献
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经营者行为业绩评价体系研究 总被引:4,自引:0,他引:4
本文从财务、客户、内部经营过程、学习与增长和风险五个视角,对经营者业绩进行评价,运用层次分析法(AHP)确定了各个指标的权重,建立了一套综合反映经营者经营业绩评价体系,以期弥补目前经营者绩效评价的不足,为建立与经营者绩效挂钩的经营者激励机制提供参考。 相似文献
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我国物流企业的发展面临着国外物流巨头企业的激烈竞争。客观上需要结合物流企业自身特点,建立一套与之相适应的物流企业绩效评价指标体系,并确定相应的绩效评价方法,客观、公正地评价物流企业的经营绩效,来反映物流企业的运营情况。 相似文献
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基于绩效工资改革下高职院校绩效考核评价体系探索 总被引:1,自引:0,他引:1
本文就高职院校绩效考核现状及存在的问题进行了剖析,提出了相应的绩效考核评价体系,健全了绩效考核反馈机制。以国家骨干高职院校深圳信息职业技术学院专任教师为例,把企业专家和一线技术工程人员纳入绩效考核的主体设计中并建立了绩效考核模型及绩效考核反馈机制流程,使绩效考核真正能调动教职工主动性并激发其潜能,增强高职院校的办学活力和竞争力。 相似文献
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Manfred F.R. Kets de Vries Pierre Vrignaud Elizabeth Florent-Treacy 《International Journal of Human Resource Management》2013,24(3):475-492
The purpose of this paper is to describe the design of Global Leadership Life Inventory (GlobeInvent), a 360-degree leadership feedback instrument. This instrument is presently used in executive programmes to help identify the operational mode of individual executives. Proper use of this instrument enables the user to determinate those areas of leadership behaviour where improvement is needed. Because most studies pay attention only to the surface manifestations of leadership, most leadership feedback instruments, in turn, are not concerned with the psychodynamic processes that underlie leaders' character and behaviour. To address this gap, the GlobeInvent is based on a clinical orientation to the study of leadership. This approach provides a more complete analysis of the ‘inner theatre’ of leaders?–?that is, what makes them tick?–?as well as measuring the dynamic, two-way relationship between leaders and followers. The first step in designing the instrument was to pinpoint significant themes pertaining to exemplary leadership. To that end, semi-structured interviews with senior executives were held. The leadership dimensions that emerged from that process were then tested on an international sample of senior executives. Analysis of the data from the testing confirmed the existence of twelve robust dimensions with a high reliability and internal consistency. Because the GlobeInvent is a 360-degree feedback instrument, this article addresses differences between ‘Self’ scores and scores given by others (‘Observers’), gender differences in scoring and the influence of nationality, management experience and age on test results. The implications of using such an instrument as a 360-degree feedback tool are reviewed, and suggestions for future research are offered. 相似文献
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基于模糊数学的两阶段员工绩效评估方法 总被引:1,自引:0,他引:1
基于对现有员工绩效评估方法的分析,论文提出了两阶段评估方法,随后用博弈论解释了这一方法思想。并以评估一秘书绩效为例,运用模糊数学,探讨并实现了对员工两阶段绩效评估。 相似文献