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題 名 | 績效評估策略、績效模糊性與評估方法的應用=Performance Appraisal Strategy, Performance Ambiguity and the Application of Appraisal Methods |
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作 者 | 陳海鳴; 郭東昇; | 書刊名 | 商管科技季刊 |
卷 期 | 6:4 民94.12 |
頁 次 | 頁559-572 |
分類號 | 494.3 |
關鍵詞 | 績效準則; 資源基礎; 績效評估策略; 績效模糊性; 績效評估方法; Performance Criteria; Resource-based view; Performance appraisal strategy; Performance ambiguity; Performance appraisal method; |
語 文 | 中文(Chinese) |
中文摘要 | 適時的採用過當的績效評估準則與評估方法,可提高績效評估的成效,有助於引導員工配合組織目標,使競爭優勢的建立與延續更為有利。在此概念下,本文從績效評估策略與績效資料的特性兩個角度,來探討績效評估方法應彈性應用的必要性。就績效評估策略來說,配合組織不同的策略目標,由於對員工之期望與要求不同,績效評估的準則應有所不同。就績效資料的特性來說,當評估員工績效所面臨的困難程度不同時,評估方法的採用應有所差別。連結此二構面,本文嘗試建構一績效評估的應用架構,將績效評估方法的採用時機分為四種個不同情況。 |
英文摘要 | Adopting appropriate performance criteria and appraisal methods at the right time makes appraisal more effective and helps direct employees toward organizational goals and thus assist in pursuing and maintaining competitive advantage. Under this concept, this paper discusses the necessity of implementing performance appraisal flexibly form the perspective of performance appraisal strategy as well as the characteristics of performance data. As it comes to performance appraisal strategy, the focus of performance appraisal criteria should vary in light of different expectation and requirement to employees based on different organizational strategies. As it comes to the characteristics of performance data, appraisal methods should be different based on the different degree of difficulty in measuring performance data. The connection of the two dimensions leads to a framework of performance appraisal. The adoption of appraisal methods then falls into four combinations. |
本系統中英文摘要資訊取自各篇刊載內容。