基于个体的绩效管理体系研究

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1、2006年2月ABSTRACTPerforlnancemanagementbasedonindividualiSafoCUSofhumanresourcemanagementstudy,aswellasaconcernofcorporationhumanresourcemanagement．Basedontheresearchesinlandandoversea，theperformancemanagementofindividualissystematicallystudiedtheatricallyandpracticallyinthisdissertation．Themainc

2、ontentsaresummarizedasfollowing：Basedontheliteraturereview,themeaningofperformanceisintroduced，andthecharacteristicsofperformancearealsorevealed．Bysummarizingthemaininfluentialfactorsofperformance，animprovedperformanceeffeetingmodel，whichexpoundthemeaningandgoalofperformance，aswellastheclassifi

3、cationandchoosingoftheperformanceappraisaltoolsisprovided．Hence。asix-stepperformancemanagementspiralmodelofindividualissubmitted．Ofthebeginningofthemodel，thecontent，principlesandmethodsofpositionanalysisandassessmentarestudied．Thus，themeaning，characteristicsandflowofindividualadvantagemanagemen

4、tresearchisreachedandprovedbycasestudying．Then，theprerequisiteandmeaningofratcheteffectsareintroduced，amathematicmodelofdecreasingratcheteffectsbyadjustingperformancesalaryrateandmodeloftrace··rectifyincontract·-gamephaseandperformancetracingphaseofindividualperformancemanagementspiralmodelaref

5、ounded。Afterthat，theconceptsofperformanceregency，frequencyandvaluearesubdividedtoexamineindividualperformancefromviewoflong—term，dynamicandpotentialperformancepoint．Theperformanceappraisalresultsaregradedandthecharacteristicsofeverygradearedescribed．AcombinedmodelofBPnervenetworkandfuzzysystemi

6、sintroducedaccordingtothecomplexityofthestudy．Multi·-appraisal··subjeetsmethodisintroducedtoguaranteetheaccuracyoftheappraisal．TheaccuracyofthemethodistestedbyequitabletestofKendall’SWCoefficientofconcordance．Intheperformancefeedbackandresultinspiritphasesoftheperformancemanagementmodel，theprin

7、cipleandobjectofperformancefeedbackaresummarized，thedegreeandcontinuanceofperformanceinspiritarediscussed．Theperformancesalarymodelisclarifiedandacasestudyisintroducedtosupportthat．Attheend，thedissertationsummarizesthecontentsandt