摘 要
随着知识经济的到来及经济全球化进程的加快，特别是我国加入WTO组织以后，企业之间的竞争日益激烈，人力资源管理实践在打造企业竞争优势方面的决定性作用日益显现。与此同时，环境的不断变化对企业的人力资源管理实践也产生了强烈的影响。在这样的背景下，中国企业已经清楚地认识到人力资源在企业发展中的决定性作用，普遍加强了人力资源管理工作。部分企业在高绩效人力资源管理实践方面取得了一些成功的经验。但是，从大多数企业的情况来看，其人力资源管理实践在帮助企业提高竞争能力，创造价值、提高效率和效益方面还差强人意，特别是与西方发达国家的高绩效人力资源管理实践相比还存在较大的差距。为此，本文试图通过对现有的多个人力资源绩效考核体系进行介绍，并对其优缺点进行研究分析，为以后企业正确选择人力资源绩效管理评估方法的选择奠定基础。本论文着重介绍了应用最为广泛的两个绩效评估体系——目标管理考评体系和360度反馈评价体系，并针对不同的环境下如何选择使用这两种评估体系做出了研究分析。希望本论文的研究会对我国企业人力资源绩效管理评估起到一定的借鉴作用。
关键词：人力资源 绩效考核 目标管理
Abstract
With the coming of knowledge economy and economic globalization process accelerate, especially after our country joins the WTO organization, the competition between enterprises is becoming increasingly fierce, human resources management practice in enterprise competitive advantage the decisive action to be shown increasingly. At the same time, the constant changes of the environment of enterprise’s human resources management practice has exerted a strong influence on. In this context, Chinese enterprises have been aware of human resource in enterprise development plays a decisive role, generally strengthened the work of human resource management. Part of the enterprise in high performance human resource practices and has had some successful experience. However, from the majority of enterprises in the situation, its human resources management practice in helping enterprises to improve competition ability, create value, improve the efficiency and effectiveness is just passable, particularly with the western developed countries, the high performance human resource practices and there is still a big gap. Therefore, this paper attempts to present a plurality of human resource performance assessment system are introduced, and their advantages and disadvantages are analyzed, for the enterprise to select the performance management of human resource evaluation method lay the foundation for the choice of. This paper describes the application of the most extensive two performance evaluation system — the examination of management by objectives system and 360degree feedback evaluation system, and according to the different environment how to choose to use these two kinds of assessment system to make research and analysis. The research of this thesis will to our country enterprise human resource performance management evaluation plays a certain reference role.
Key words: Human resources; Performance evaluation; Objective management
目 录
1.1 人力资源绩效评估方法的研究背景………………………… 1
1.2.1整合研究范式，出现评估过程新方向………………….. 1
1.2.2探讨各种因素，提出因果模型……………………….. 2
1.2.3重新审视绩效内涵，探讨绩效结构……………………. 3
1.2.4影响绩效的因素划分为了决定因素和前件因素…………… 3
2 研究人力资源绩效管理评估方法的现实意义与所存问题…………….. 4
2.1 绩效评估与组织目标的实现……………………………… 5
2.2 绩效评估在管理上的应用……………………………….. 5
2.3 目前的绩效评估研究中尚存在的问题………………………. 6
3.2.1选择绩效评估方法的一般原则……………………….. 9
3.2.2 选择绩效评估方法时应考虑的因素…………………… 9
4针对两种方法的研究……………………………………….. 10
4.1 目前广泛使用的两种绩效评估方法……………………….. 10
4.1.1 目标管理考评体系………………………………. 10
4.1.2 360度反馈评价体系……………………………… 12
4.2在同一环境中的应用比较………………………………. 14
4.2.1环境1：刚刚起步的企业………………………….. 14
4.2.2 环境2：规模比较小的企业………………………… 15
4.2.3 环境3：知识型员工不断增加的企业…………………. 15
4.2.4 环境4：注重结果的企业………………………….. 16
4.2.5 环境5：合资企业……………………………….. 16
4.4.2选择的方法要恰当……………………………….. 17
4.5企业绩效评估的原则………………………………….. 18
