| Performance appraisal is an important aspect for human resource management of public sector. This paper, basing on the situation of China and using the advanced experience of developed countries, analyses the actuality, existing problem, and improving measures of performance appraisal practice on Chinese public sector's human resource management.This paper has four parts. In the first part, it analyses the performance appraisal's basic theory, meaning and role on Chinese public sector's human resource management. In China, there're two main sides of basic theory on public sector's human resource management. One side is official's appraising theory of Marxism. The typical representatives are Lenin, Mao Zedong and Deng Xiaoping's theories. The other hand is western scholars' studying achievement, such as McGregor, Drucker, White and other scholars on industrial-psychology field. As a kind of human resource management activity, the core of performance appraisal is used as a measurement tools to precisely mensurate individual performance, differentiate individuals, and correspondingly change the measuring results into the workers' performance estimate which stands for leader's opinion, although it has many different definition.The role of performance appraisal mainly has five ways: providing objective basis to other human resource management activity; motivating and guiding those examinees; providing information feedback and promoting their development or increasing their performance; providing necessary information to the research of human resource management; and it is propitious for the public to monitor those workers in public department. The second part has put its emphasis on analyzing the practice of current performance appraisal in human resource management of public section in our country. At the beginning, the evolution history of China performance evaluation activities has been reviewed briefly. And from the point of view of evolution progress, the history has experienced the following steps: "Cadre Censoring" during new democratism revolution; appraising and reviewing of staff at early days after 1949; and at the end of 1970's the evaluation system for the cadres has been established and after that the evaluation system has been developed perfectly. After the review of history, the article analyzes the performance appraisal activities of state organs, institutions and state-owned business enterprise based on the viewpoint of law and practicing operation. And the problems involved in the practicing operation is the objects of the appraisal, principles, classes, contents, standards, programs, usage of the result, organization, operation and so on.In the third part this article has analyzed the performance appraisal practice in public human resource department of developed countries. And at the end of this part, simple contrasts have been used for China performance appraisal activities. In the beginning, ten problems related to performance appraisal activities practice of developed countries have been analyzed, which are objects of evaluating, distinguish between person-based rating system and performance-based rating system; basis and foundation of evaluating which is mainly job analysis and job description which is formulated based on job analysis; different evaluating system for different purpose. Choices for examiners, which is including superior, junior, colleagues, examinee himself, other persons who are familiar with him; training course for the examiners. There are eight methods for common use during performance evaluating: rating scales method, essay method, critical incident method, management by objectives (MBO) evaluation method, forced distribution method, behaviorally anchored rating scales (BARS) method, work standards method and ranking method. It classifies these different evaluating methods by their attribution and applicability. There are mainly seven kinds of frequently rating errors in performance appraisal: halo effects, distributional effects, r...
|
PDF Full Text Request