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人力资源管理是任何一个组织的基础支柱之一。它涉及组织结构的各个方面，并展望了多个组织的政策，从中起着一个组织战略规划至关重要的作用。虽然人力资源管理是一个很广泛的课题，工作分析和招聘过程却是高度显著的。因此，通过每周这种汇总，本文将回答关于各种讨论的问题。本文将着眼于福特汽车有关组织的基础设施，包括在企业世界的主要范围内的招聘程序，岗位描述，工作内容及分类，工作分析和方法，以及元素做出分析。不过通过这一周的学习经验，我发现最重要的最有趣和最务实的子课题，是关于绩效考核和绩效评估的问题。

绩效考核是“在工作绩效评估中使用不同的和正规的管理程序”（简介：绩效考核），或作为该过程的详细定义表明，绩效考核是下属和上司之间的结构性的互动，通常是定期访谈的形式（年度或半年度），其中对下属的工作表现进行检查和讨论，以期找出弱点和优点，以及找出改善方式和技能发展机会“（前言：考绩）。

Ford Motor Companys Human resource management

Executive Summary

Human resource management is one of the pillars on which stands the foundation of any and every organization. It deals with various aspects of organizational structure and looks into several organizational policies thereby playing a vital role in strategic planning of an organization. Though human resource management is a vast topic, job analysis and recruiting processes are highly significant. Thus, through this weekly summary, this paper will answer various discussion questions pertaining to the same. This essay will look at Ford pertaining to the organizational infrastructure including recruiting procedures, job descriptions, its elements, classifications, job analysis and methodologies as well as elements has a major scope in the corporate world. However, what I found the most important as well as the most interesting and pragmatic sub topic through this week's learning experience is all about performance appraisal or performance evaluation.

Performance appraisal is a “distinct and formal management procedure used in the evaluation of work performance” (Introduction: Performance Appraisal) or as the detailed definition of the procedure suggests, performance evaluation a structured formal interaction between a subordinate and supervisor, that usually takes the form of a periodic interview (annual or semi-annual), in which the work performance of the subordinate is examined and discussed, with a view to identifying weaknesses and strengths as well as opportunities for improvement and skills development” (Introduction: Performance Appraisal). Hence, the importance of performance evaluation becomes obvious and can be applied to our organization through various methodologies including graphic scale, checklist, forced choice, ranking, paired comparison, forced distribution, MBO, and BARS (Dessler, 2000) as well as with the aid of incentives, bonuses and word of appreciation and a pat on the back. Research by Luis et al. (2001) suggests that performance evaluation when applied adequately can reap massive fruitful results including improved customer satisfaction diffusing from employee satisfaction, ameliorated work performance and product quality, ease in retaining trained and diligent work force and so on and so forth.

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