| 基于二次调整的不同部门员工绩效评价方法 |
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| 引用本文： | 于会强,郑直,唐艳.基于二次调整的不同部门员工绩效评价方法[J].重庆商学院学报,2009,19(3):100-102. |
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| 作者姓名： | 于会强 郑直 唐艳 |
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| 作者单位： | 于会强,郑直,YU Hui-qiang,ZHENG Zhi(招商局重庆交通科研设计院,人力资源部,重庆,南岸,400067);唐艳,TANG Yan(重庆工商大学,重庆,南岸,400067) |
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| 摘 要： | 由于宽厚性错误和严厉性错误、光环错误等的存在，使得简单地比较不同部门员工的绩效考核存在不公平性。可采用二次调整法对企业不同部门的员工考核结果进行处理，即用部门平均分和部门得分进行调整，从而使不同部门的考核结果具有横向可比性，为企业员工的全员绩效比较提供了统一的评价标尺。
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| 关 键 词： | 绩效考核 二次调整法 宽厚性错误 严厉性错误 光环错误 |
Performance Examination Method of Employees in Different Departments based on Double Adjusting Method |
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| YU Hui-qiang,ZHENG Zhi,TANG Yan.Performance Examination Method of Employees in Different Departments based on Double Adjusting Method[J].Journal of Chongqing Institute of Commerce,2009,19(3):100-102. |
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| Authors: | YU Hui-qiang ZHENG Zhi TANG Yan |
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| Institution: | YU Hui-qiang1,ZHENG Zhi,TANG Yan2 (1.Human Resources,Transportation Scientific Design Academy,Investment Bureau,Chongqing 400067,China,2.Chongqing Technology , Business University,China) |
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| Abstract: | Because of the existence of generous error,severe error and corona error,simply comparison of the performance of the employees in different departments is unfair.Double adjusting method can be used to deal with the examination results of the employees in different departments,and average scores and department scores can be used to adjust the scores of the employees so that examination results of different departments can be horizontally compared.Thus,universal evaluation standard is provided for all employe... |
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| Keywords: | performance examination double adjusting method generous error severe error corona error |
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