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评估目的以及人力资源绩效评估

论文作者:www.51lunwen.org论文属性:课程作业 Coursework登出时间:2016-01-17编辑:zhaotianyun点击率:2590

论文字数:1524论文编号:org201601132314232499语种:英语论文 English地区:芬兰价格:免费论文

关键词:绩效评估伦理准则misconduct

摘要:摘要:本文主要讲述了人力资源的绩效评估和评估的目的。

EVALUATING A WELL INTENDED HR PERFORMANCE APPRAISAL

 评估目的以及人力资源绩效评估


在许多组织中,员工不当行为的问题成为一个长期的问题。控制系统就像伦理准则,似乎对被报道的报告不合适行为,并不产生影响。研究人员从过去的陈述中指出,人格特质,性别和不当行为的道德发展阶段的影响。他们还指出,组织环境像领导一样,道德规范、文化和管理不当行为的影响。有许多术语用来描述公司的不道德行为,比如暴力,被动等侵犯骚扰、恐吓和攻击。

另一种类型的研究也已经指出,员工的不当行为存在一个有限范围的不道德行为与企业的错误经常在媒体上突出显示。员工的不当行为因会议由于压力而设定最后期限,因此可以从其他形式的组织中,通过限制错误行为区分,员工沉浸在执行他们的职责和没有做错意图组织的其他各方。它与人们应该如何开展自己的专业做业务相联系。(Buckleyetal, 2001)

人力资源及其管理系统可以把过于强调员工的注意力集中在实现一个目标,很少关注实现其他目标产生的不当行为。员工的不当行为时间受到媒体的关注和违反社会期望的掩护下利己主义和贪婪。公开曝光的一个员工的不良行为会破坏组织的亲善的重要聚会。组织因素和个人因素导致的不当行为,因此跨层次分析的本质进行调查时的组织和个人分析。

性能标准将在合理的水平和员工选择私下他们打算满足最后期限的方式和目标。


The issue of misconduct among employees is becoming a chronic problem in many organizations. Control systems like the codes of ethics do not seem to have an effect as reports of inappropriate actions are often reported. Researchers from the past have stated that personality traits, gender and stages of moral development influence misconduct. They have also stated that organizational contexts like leadership, code of ethics, culture and management influence misconduct. There are a number of terms that describe unethical behavior in companies like violence, passive aggressiveness such as harassment, bullying and assault.

Another type of research has also stated that employee misconduct has a limited range of unethical behaviors related to corporate wrongs that are often highlighted in the media. Employee misconduct can be due to pressure from meeting set deadlines and can therefore be differentiated from the other forms of organizational wrongs by limiting it to behaviors that employees indulge when performing their duties and don't have the intentions of doing wrong to the other parties of the organization. It relates to how people should carry out themselves in the light of professionalism for doing business. (Buckley et al, 2001)

HR and its management system can put too much emphasis on the employee's attention on achieving one goal and very little attention on achieving other goals resulting to misconduct. Employee misconduct is time to time subjected to the media attention and violates social expectations under the cover of self-interest and greed. Public exposure of an employee bad behavior may ruin the organization's goodwill to its important parties. Both organizational factors and individual factors contribute to misconduct and therefore cross level analysis is of essence when conducting an investigation of the organizational and individual analysis.

Performance criteria are put at reasonable levels and employees choose privately the ways in which they intend to meet their deadlines and goals. It is important how employees perform under various performance appraisals and compensation practices.

HR practices contribute to employee misconduct and some types of compensation practices can make misconduct occur at an individual level. Rewards given to those who are involved in misconduct attract more employees who are indifferent attitude towards it. Performance appraisals that only consider the end result and little attention to the behaviors can cause information imbalance between the supervisors and subordinates. Supervisors may have very little information of how th论文英语论文网提供整理,提供论文代写英语论文代写代写论文代写英语论文代写留学生论文代写英文论文留学生论文代写相关核心关键词搜索。

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