Study And Discussion About Theory Of Performance Appraisal

In knowledge economy era, the market competition has translated into human resource competition from material resource competition. As a critical part of Human Resource Management, the performance appraisal (PA) plays a pivotal role. Almost all aspects of HRM including employment, training, personnel adjusting, payment and promoting are based on PA.How to set up science and rational PA system and more effectively appraisal? On the basis of a thorough and systemic analysis, this thesis research questions of actual PA from theoretic method and attempt to explore a new method which analyze the PA's factors more thoroughly. Appraisal quota system , proportion system and appraisal method are all according as the scientific results.This dissertation discuss and analyze the theoretic foundation, confirming the quota and proportion system, methods of evaluation and operation. The thesis consider that performance is the result of many factors act synthetically. There are complex and dynamic mutual action among the factors. The independed appraisal quotas and simple relation of distribute proportion is one of the primary reasons that effect on the reliability and validity of PA. Guided by the thinking, this paper puts forward a new concept of three dimensions configuration model of PA. It put PA in a three dimensions' space, adequately analyze the subjective and objective factors that effect on PA and pertinence among these factors. The paper give theoretic explanation which correspond to the model and make a innovative exploration in study of PA.