绩效考核的困境------外文文献翻译.doc
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绩效考核的困境------外文文献翻译,摘要本文旨在用绩效考核方法来解决绩效管理的困境。作者们将评估考核的发展历史，通过评价考核文献的关键领域的有效性，讨论被考核对象和生产管理的发展中已被忽略的成功的关键因素。 本文旨在探讨绩效考核的目的和方法，以及在考核过程中遇到的种种困难。它还重新评估绩效考核领域理论发展的不足，在重新评估之前脱离心理分析以寻找更重要的方...
内容介绍
此文档由会员 wanli1988go 发布
摘要
本文旨在用绩效考核方法来解决绩效管理的困境。作者们将评估考核的发展历史，通过评价考核文献的关键领域的有效性，讨论被考核对象和生产管理的发展中已被忽略的成功的关键因素。
本文旨在探讨绩效考核的目的和方法，以及在考核过程中遇到的种种困难。它还重新评估绩效考核领域理论发展的不足，在重新评估之前脱离心理分析以寻找更重要的方法，来消除认识的主观性和考核判断的偏见。
一 前言
本文将定义并概述绩效管理和考核，它将通过评估以何种形式考核绩效，发展不同绩效模型之间的联系（心理传统，目标管理，动机和发展等）。它将列举绩效管理的发展历史，然后使用绩效考核来评估高绩效策略。它将评估关于测量和评估引起主观性和绩效评估的伦理困境等持续问题。
本文将在研究绩效考核最近的一些趋势之前，探讨企业如何衡量业绩。本章将从目标管理（MBO）角度估绩效考核的历史发展，讨论绩效管理和评估之间的联系。
Abstract
This paper deals with the dilemma of managing performance using performance appraisal. The authors will eva luate the historical development of appraisals and argue that the critical area of line management development that was been identified as a critical success factor in appraisals has been ignored in the later literature eva luating the effectiveness of performance through appraisals.
This paper willeva luatethe aims and methodsof appraisal, thedifficulties encountered in the appraisalprocess. It also re-eva luates the lack of theoretical development in appraisaland move from he psychological approachesof analysistoamorecritical realisation ofapproaches before re-eva luating the challenge to remove subjectivity and bias in judgement of appraisal.
13.1Introduction
This paper will define and outline performance management and appraisal. It will start by eva luating what form of performance is eva luated, then develop links to the development of different performance traditions (Psychological tradition, Management by Objectives, Motivation and Development).It will outline the historical development of performance management then eva luate high performance strategies using performance appraisal. It will eva luate the continuing issue of subjectivity and ethical dilemmas regarding measurement and assessment of performance. The paper will then examine how organisations measure performance before eva luation of research on some recent trends in performance appraisal.
This chapter will eva luate the historical development of performance appraisal from management by objectives (MBO) literature before eva luating the debates between linkages between performance management and appraisal. It will outline the development of individual performance before linking to performance management in organizations. The outcomes of techniques to increase organizational commitment, increase job satisfaction will be critically eva luated. It will further examine the transatlantic debates between literature on efficiency and effectiveness in the North American and the United Kingdom) evidence to eva luate the HRM development and contribution of performance appraisal to individual and organizational performance.
本文旨在用绩效考核方法来解决绩效管理的困境。作者们将评估考核的发展历史，通过评价考核文献的关键领域的有效性，讨论被考核对象和生产管理的发展中已被忽略的成功的关键因素。
本文旨在探讨绩效考核的目的和方法，以及在考核过程中遇到的种种困难。它还重新评估绩效考核领域理论发展的不足，在重新评估之前脱离心理分析以寻找更重要的方法，来消除认识的主观性和考核判断的偏见。
一 前言
本文将定义并概述绩效管理和考核，它将通过评估以何种形式考核绩效，发展不同绩效模型之间的联系（心理传统，目标管理，动机和发展等）。它将列举绩效管理的发展历史，然后使用绩效考核来评估高绩效策略。它将评估关于测量和评估引起主观性和绩效评估的伦理困境等持续问题。
本文将在研究绩效考核最近的一些趋势之前，探讨企业如何衡量业绩。本章将从目标管理（MBO）角度估绩效考核的历史发展，讨论绩效管理和评估之间的联系。
Abstract
This paper deals with the dilemma of managing performance using performance appraisal. The authors will eva luate the historical development of appraisals and argue that the critical area of line management development that was been identified as a critical success factor in appraisals has been ignored in the later literature eva luating the effectiveness of performance through appraisals.
This paper willeva luatethe aims and methodsof appraisal, thedifficulties encountered in the appraisalprocess. It also re-eva luates the lack of theoretical development in appraisaland move from he psychological approachesof analysistoamorecritical realisation ofapproaches before re-eva luating the challenge to remove subjectivity and bias in judgement of appraisal.
13.1Introduction
This paper will define and outline performance management and appraisal. It will start by eva luating what form of performance is eva luated, then develop links to the development of different performance traditions (Psychological tradition, Management by Objectives, Motivation and Development).It will outline the historical development of performance management then eva luate high performance strategies using performance appraisal. It will eva luate the continuing issue of subjectivity and ethical dilemmas regarding measurement and assessment of performance. The paper will then examine how organisations measure performance before eva luation of research on some recent trends in performance appraisal.
This chapter will eva luate the historical development of performance appraisal from management by objectives (MBO) literature before eva luating the debates between linkages between performance management and appraisal. It will outline the development of individual performance before linking to performance management in organizations. The outcomes of techniques to increase organizational commitment, increase job satisfaction will be critically eva luated. It will further examine the transatlantic debates between literature on efficiency and effectiveness in the North American and the United Kingdom) evidence to eva luate the HRM development and contribution of performance appraisal to individual and organizational performance.
