工作绩效管理与评估

Rose A. Mueller-Hanson
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引用次数: 0

摘要

绩效管理是旨在帮助个人和组织提高绩效的一系列活动的集合。它包括设定期望、监控进度、提供反馈、评估结果,以及利用绩效信息做出人才决策。尽管经过几十年的研究,很少有证据支持绩效管理能提高个人或组织绩效的说法,这导致了对其有效性的激烈争论。批评人士指责,绩效管理往往过于耗时和繁琐,所需的所有努力几乎没有价值。支持者认为,绩效管理对于使个人工作与组织目标保持一致、确保奖励公平、保护组织免受法律挑战至关重要。撇开争议不谈,绝大多数组织都有一个绩效管理体系,其中包括正式的绩效评估,其结果与薪酬或其他人才决策挂钩。组织正在越来越多地寻求简化流程、简化实践和发现更多价值的方法。实现这些目标需要确定绩效管理应服务的目的,并实施最有可能促进有效绩效的绩效管理的具体组成部分。
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Work Performance Management and Assessment
Performance management is a collection of activities designed to help individuals and organizations improve performance. It includes setting expectations, monitoring progress, providing feedback, evaluating results, and using performance information to make talent decisions. Despite decades of research, little evidence supports the assertion that performance management leads to improvements in either individual or organizational performance, leading to a fierce debate about its usefulness. Critics charge that performance management is often too time-consuming and cumbersome, providing little value for all the effort required. Proponents argue that performance management is essential for aligning individual work to organizational goals, ensuring fairness in rewards, and protecting organizations against legal challenges. Controversies aside, the vast majority of organizations have a performance management system that includes formal performance reviews, the results of which are tied to compensation or other talent decisions. Organizations are increasingly seeking ways to streamline the process, simplify practices, and find more value. Achieving these goals entails defining the purpose that performance management should serve and implementing the specific components of performance management that are most likely to foster effective performance.
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