论文标题:利用计算机改进传统绩效考评方法的研究
A Research on How to Apply Computer Technology to Improving on Methods of Traditional Performance Appraisal
论文作者
论文导师 廖建桥,论文学位 硕士,论文专业 企业管理
论文单位 华中科技大学,点击次数 103,论文页数 56页File Size633K
2006-10-01论文网 http://www.lw23.com/lunwen_95555442/
Performance Appraisal;;Informatization of Performance Appraisal;;Informatization of Human Resource Management;;Computer-Assisted Performance Appraisal
进入信息时代以来,随着电脑网络的发达,人力资源管理也进入了信息轨道,绩效考评作为人力资源管理的一个核心职能,也由于计算机技术的应用获得了改进。但是相对于传统纸质考评方法,计算机考评方法在效果上到底改进在什么地方,有多大改进,目前理论上并没有科学的验证;由于计算机技术本身作为一门新技术需要评价者学习掌握,同时利用计算机改进时需要一定的软件和硬件成本,在考虑这些因素后,大家对计算机考评方法的接受程度有多高也缺乏有效的验证。有鉴于此,本文不仅从理论上探讨如何利用计算机技术改进传统的绩效考评方法,还通过实验的方法验证了这种改进的效果和人们对这种改进的接受程度。 目前最主要的传统绩效考评方法主要分为比较法、行为法、特性法以及目标法等几大类,我们对其中比较法、行为法、特性法中的一些常用的绩效考评方法进行了进行了归纳,并对各种方法的优缺点进行了分析。 根据传统绩效考评方法存在的问题,我们讨论了如何利用计算机对其中的配对比较法、图尺度评价法、行为锚定法和强制分布法进行改进,并从理论上证明了这种改进的可行性和合理性。 为了进一步验证改进效果,我们选取了图尺度评价和行为锚定法的综合改进,利用实验的方法来进行验证。该实验要求40名被试对10名评价对象事先录制的自我介绍录像分别利用计算机和纸质方法进行评价,并且在评价完成后按照我们的要求填写一张问卷,这份问卷主要调查评价者利用计算机方法和纸质方法评价时的感受,以及对计算机方法的接受程度。 通过实验,我们收集了评价结果、评价时间和问卷结果三大类数据,并对这些数据进行了深入了分析。实验结果表明,利用计算机技术可以改进传统绩效考评方法的区分度、效度,而且计算机方法也更受大多数人欢迎,无论是否考虑成本,都成为大多数在考评方法中首选。
With the coming of the information time and the populization of internet, the human resource management has entered into the information path. the performance appraisal, one of the key function of the human resource management, also improved on account of the application of computer technology. But at present, theoreticlly, there is no scientific attestation for which aspects and how much the computer performace appraisal method improved on the effect, comparing the traditional paper one. At the same time, owing to the computer technology which was considered as the fangle for the learner as well as the software and hardware cost when using the computer, it is still lack of evidence for the extent to which the computer performace appraisal was accepted. So, accordingly, the article investigates not only how to improve the traditional performance appraisal and assessment method in utlilizing the computer technology, but testify the effect and the people’s acceptance for this amelioration. The major traditional performance appraisal method includes the comparative method, the behavior method, the characteristic method and the objective method. The article sums up some popular performance appraisal and assessment method from the comparative method, the behavior method, the characteristic method as well as analyse the merit and demerit of different methods. The article discuss how to improve Pair Comparison Method,Rating Scale Method,Behavir Anchor Method and Forced Distribution Method in the traditonal performance appraisal method and theoretically testify the feasiblility and rationality of such improvements. We choose Rating Scale Method and Behavir Anchor Method to be improved and testify in the experimental way for the further testimony of the amelioration effect. The experiment ask 40 samples to appraisal the self-introduction videos of 10 appraisal objects,and the estimator are required to fill in the questionnaire after finishing the assessment. The questinnaire mainly involved in the estimators’attitude towards the computer performace appraisal method and the paper one as well as their acceptance for the computer performace appraisal method We collect and analysis the data from the assessment result, the assessment time and the questionnaire, the results indicate that the computer technology can improve the differentiation degree and validity of the traditional performance appraisal, moreover, the computer method are more welcome and will be the first choice in the appraisal method for most people no matter whether the cost was taken into consideration.
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