The Comparison And Exploration On Performance Appraisal Of Human Resource Development Between American Corporations And Chinese Corporations

This thesis is developed along a sequence of raising a question, explaining it, analyzing it and solving it. The thesis compares an American performance appraisal with Chinese performance appraisal at points of history, restriction factors, system and methods. By analyzing value, culture, corporation characteristics of both American and Chinese, the thesis give a thinking way and a model to improve the performance appraisal of Chinese corporations, which is aimed at confirming achievement, finding out existing problems and reorienting the performance appraisal of Chinese corporations by comparison. Where there is a comparison, there is differentiation. The paper is written for learning from American good management theory and experience, which is useful for our own Chinese theory and practice of human resource management. As long as our Chinese people open our mind, learn from others humbly and always try to practice, we could really expect great improvement in Chinese corporation management.Performance appraisal is an application of management, which is applied to examining and evaluating performance of a member in a group and which needs to use a series of systemic and scientific criterions, schedules and methods based on facts. The performance appraisal is designed to evaluate a relative value or degree of contribution of the member in the group. As a part of a human resource management system, the performance appraisal is a course which is started at an object of a corporation, while the appraisal is applied to help the corporation to realize the object by using the appraisal itself and human resource management improved. As one of methods of inspiration, the performance appraisal is a hot field for many management psychologists and a touch problem for both American and Chinese managers and entrepreneurs.