行為評(píng)估在績(jī)效考核過(guò)程中的意義和趨勢(shì)【外文翻譯】

1、外文翻譯外文翻譯原文Behaviourassessmentinperfmanceappraisal:significancetrends.MaterialSource:Abhigyan.Jan12010Auth:NanShefaliDespiteallcriticismoftheprocessofperfmanceappraisalbyvariousresearchersmanagementpractitionersganization

2、scontinuetouseit.Ithasbeensuggestedthatutilizationofperfmancemanagementsystemsmakecompaniesperfmstrategicallybetterinfinancialtermsthanthosewhichinvestlessinthisprocess(Rheem1996Glenndinning2002).AccdingtoDulewicz(1989)t

3、hereis“...abasichumantendencytomakejudgmentsaboutthoseoneiswkingwithaswellasaboutoneself.“Therefeitisessentialtohaveacarefullystructuredsystemofappraisalanappropriatemethodofappraisaltopreventarbitrarybiasedjudgmentofwkp

4、erfmance.Thusperfmanceseemstobedeterminedbybehavi.Variousdefinitionsofperfmanceappraisalalsoindicatethatbehaviisoneoftheimptantfactsamongstotherswhichismeasuredinthisprocess(VermaPattanayak1997www.perfmance.MoheadGriffin

5、1992Armstrong1995Sikula1976).AccdingtoTownley(1993)Akella(2003)perfmanceappraisalsystemsensurethatthebehaviourofindividualsdoesnotdeviatefromhisherownselfconfessedidentity.Singh(2004)mentionedthatfirmscanmonitthedevelopm

6、entofdesiredemployeeattitudesbehavisthroughtheuseoftheappraisalmechanisms.CompetenciesRecentlythereseemstohavebeenalotofattentiononexaminingcompetenciesofemployees.ChenNaquin(2006)considercompetencytorefertotheunderlying

7、individualwkrelatedacteristics(e.g.skillsknowledgeattitudesbeliefsmotivestraits)thatenablesuccessfuljobperfmancewhere“successful“isunderstoodtobeinkeepingwiththeganizationsstrategicfunctions(e.g.visionmissionuniquenessfu

8、tureientationsuccesssurvival).Arelevanttermcecompetencyisunderstoodasstrategicfutureientedthetechnicaltasks.Thissuggeststhatappraisalofperfmancewouldmeanassessmentofboththecomponentsnamelytaskperfmancecontextualperfmance

9、researchesrevealthatthiscontextualperfmanceisconsideredtobeasimptantasjobspecifictaskperfmance.Itmaymaketheappraisalprocessveryjudgmentalsubjectivewhichisthecauseofmuchdissatisfactionfemployees.Behaviourassessmentseemsto

10、beanessentialcomponentintheprocessofmanagingemployeeperfmanceduetothefollowingreasons:(1)Potentialappraisal:potentialassessmentrequiresanalyzingthecapabilitiescompetenciesofanindividualtoshoulderfutureresponsibilities.Th

11、ismayrequireevaluatinghisherabilitieslikeleadershipqualitiesmanagerialstyleetc.besidestechnicalskills.(2)Improveeffectivenessonjob:Effectivenessonjobcanbeimprovedbyidentifyingthefactsrequiredfeffectiveperfmancedeveloping

12、employeesonthoseaspectsthroughpropertrainingdevelopmentprogram.Qualitieslikecreativityintegritycooperationsoonalsoplaymajrolesinapersonsjobsuitabilityproductivity.Personalityratherthanintelligencepredictsthesequalities(H

13、ogan)personalitybecomesvisibleinbehaviours.(3)Providingfeedback:Behaviourmeasurescanbeusefulffeedbackpurposesbecausetheyindicateexactlywhatanemployeeshoulddodifferently.Itprovidesaconcretebasefprovidingfeedback.Fexamplea

14、nemployeemaybeverystraightfwardbynaturebutheisexpectedtobepolitepatientindealingwithcustomers.(4)Predictionofjobperfmance:Variousresearcheshavesupptedpersonalityperfmancerelationsacrossvariousoccupationalgroupscriterionm

15、easures.Fexampleconscientiousnessdependabilityisfoundtobeavalidpredictofoveralljobperfmance(e.g.BarrickMount1991MountBarrick1995Salgado1997).Anotherstudyindicatedthatpersonalitytraitsthatrelatetointerpersonalientationbet

16、terpredictinterpersonalversuspersonalcontextualbehaviswhereasatraitassociatedwithpersonalvirtuespredictsthepersonalbutnottheinterpersonaldomain.Theseresultsextendpreviousresearchfindingsthatpersonalityvariablesarevalidpr