Performance Management Cycle and Grid Approach
首发时间:2004-12-29
Abstract:n Asian organization of over 5,000 staff employs a Performance Management System that is tied to ‘Core-Competency’, trapped in ‘Forced Distribution’, and bound by ‘Assessment Panel’. .After 2 years of implementation, ‘unhealthy’ signs emerge significantly where the organization is full of chaos, grievance, malpractice, misdemeanors, deviated behaviors and distorted attitude. An action research reveals that the senior management of the subject organization has the determination to enhance its human resources functions by formalized Performance Management System. Unfortunately, the concept of Performance Management System within the subject organization remains on Performance Appraisal. Performance Appraisal is instrumentalized by an appraisal form signed by many people. These people are bound by a bureaucratic mechanism. Some of them are trapped in a false belief of ‘Forced Distribution’. To rectify and eliminate these signs of an ‘unhealthy’ organization, Performance Management
keywords: Appraisal Cop Appraisal Training Assessment Panel Core-Competency Competencies Competence Competences Forced Distribution Grid Approach Performance Management Cycle Performance Management System.
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Performance Management Cycle and Grid Approach
摘要:n Asian organization of over 5,000 staff employs a Performance Management System that is tied to ‘Core-Competency’, trapped in ‘Forced Distribution’, and bound by ‘Assessment Panel’. .After 2 years of implementation, ‘unhealthy’ signs emerge significantly where the organization is full of chaos, grievance, malpractice, misdemeanors, deviated behaviors and distorted attitude. An action research reveals that the senior management of the subject organization has the determination to enhance its human resources functions by formalized Performance Management System. Unfortunately, the concept of Performance Management System within the subject organization remains on Performance Appraisal. Performance Appraisal is instrumentalized by an appraisal form signed by many people. These people are bound by a bureaucratic mechanism. Some of them are trapped in a false belief of ‘Forced Distribution’. To rectify and eliminate these signs of an ‘unhealthy’ organization, Performance Management
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