慎防堕入绩效管理的误区

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1、http://www.paper.edu.cnFallaciesinaPerformanceManagementSystemGryphonSOUSchoolofGraduateStudiesAsiaInternationalOpenUniversityMacauSpecialAdministrativeRegion,People’sRepublicofChinaGryphonSou@AIOU.eduAbstractAnAsianorganizationofover5,000staffemployedaPerformanceManag

2、ementSystemthatwastiedto‘Core-Competency’,trappedin‘ForcedDistribution’,andboundby‘AssessmentPanel’.Afteryearsofimplementation,‘unhealthy’signsemergedsignificantlywheretheorganizationwasfullofchaos,grievance,malpractice,misdemeanors,deviatedbehaviorsanddistortedattitud

3、e.AnactionresearchrevealedthattheseniormanagementofthesubjectorganizationhadthedeterminationtoenhanceitshumanresourcesfunctionsbyformalizedPerformanceManagementSystem.Unfortunately,theconceptofPerformanceManagementSystemwithinthesubjectorganizationremainedonPerformance

4、Appraisal.PerformanceAppraisalwasinstrumentalizedbyanappraisalformsignedbymanypeople.Thesepeoplewereboundbyabureaucraticmechanism.Someofthemweretrappedinafalsebeliefof‘ForcedDistribution’.Torectifyandeliminatethesesignsofan‘unhealthy’organization,PerformanceManagementC

5、yclewassubsequentlydeveloped.However,thefallaciesofPerformanceAppraisalwereinhereditaryandtookyearstocure.ThisPaperdepictsthesefallacies,theirimplicationsfortheory/practiceandremedy.Keywords:AssessmentPanel;Core-Competency;ForcedDistribution;PerformanceAppraisal;Perfor

6、manceManagementSystem.1IntroductionThisActionResearchexaminedaPerformanceManagementSystem(PMS)fortheCustomsOfficerGrade(COG)oftheCustomsandExciseServiceintheHongkongSpecialAdministrativeRegion.‘Core-Competency’and‘ForcedDistribution’Approacheswith‘PanelSystem’wereusedt

7、herein.ItwashypothesizedthatthestaffoftheCustomsandExciseServicemoreorlessresistedtothesubjectPMS.Theyonceremarkedthat‘Core-Competency’Approachstressedontheprescribed‘Core-Competencies’ofeachrankregardlesstotheAppraisee’sactualjobnature.Theyarguedthatthesubjectorganiza

8、tionwasaServiceofdiversity.Itsmemberswereassignedtoperformvarious1http://www.paper.edu.cnfunctionsthatrequiredFunctio