绩效考核的困境【外文翻译】

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1、本科毕业设计（论文）外文翻译TheDilemmaofPerformanceAppraisalItwilloutlinethedevelopmentofindividualperformancebeforelinkingtoperformancemanagementinorganizations.Theoutcomesoftechniquestoincreaseorganizationalcommitment,increasejobsatisfactionwillbecriticallyevaluated.Itwillfurtherexamine

2、thetransatlanticdebatesbetweenliteratureonefficiencyandeffectivenessintheNorthAmericanandtheUnitedKingdom)evidencetoevaluatetheHRMdevelopmentandcontributionofperformanceappraisaltoindividualandorganizationalperformance.Appraisalpotentiallyisakeytoolinmakingthemostofanorganis

3、ation’shumanresources.Theuseofappraisaliswidespreadestimatedthat80–90%oforganizationsintheUSAandUKwereusingappraisalandanincreasefrom69to87%oforganisationsbetween1998and2004reportedaformalperformancemanagementsystem(ArmstrongandBaron,1998:200).Therehasbeenlittleevidenceofthe

4、evaluationoftheeffectivenessofappraisalbutmoreonthedevelopmentinitsuse.Between1998and2004asamplefromtheCharteredInstituteofPersonnelandDevelopment(CIPD,2007)of562firmsfound506wereusingperformanceappraisalinUK.Whatisalsovitaltoemphasiseistherisinguseofperformanceappraisalfeed

5、backbeyondperformanceforprofessionalsandmanagerstonearly95%ofworkplacesinthe2004WERSsurvey(seeTable13.1).ClearlytheuseofAppraisalshasbeenthedevelopmentandextensionofappraisalstocoveralargeproportionoftheUKworkforceandthecoverageofnonmanagerialoccupationsandtheextendeduseinpr

6、ivateandpublicsectors.Critiquesofappraisalhavecontinuedasappraisalshaveincreasedinuseandscopeacrosssectorsandoccupations.Thedominantcritiqueisthemanagementframeworkusingappraisalasanorthodoxtechniquethatseekstoremedytheweaknessandproposeofappraisalsasasystemtodevelopperforma

7、nce.This“orthodox”approacharguesthereareconflictingpurposesofappraisal(Strebleretal,2001).Appraisalcanmotivatestaffbyclarifyingobjectivesandsettingclearfutureobjectiveswithprovisionfortraininganddevelopmentneedstoestablishtheperformanceobjective.Theseconflictswithassessingpa

8、stperformanceanddistributionofrewardsbasedonpastperformance(Bach,2005:301).