The Application Of The Evaluation Of Human Resource In Performance Management

At present modern enterprise management has entered the people-centered phase of the management,performance management becomes the core content of human resources management. How to design an effective performance management system means great significances to upgrade the management level of a modern enterprise. There are a variety of modern methods of performance management and setting approaches of indicators system, and only in accordance with the actual situation of the Organization, managers can achieve the most effective performance management by adopting the most appropriate methods and indicators. In the process of performance management, the introduction of human resource assessment to establish scientific and rational ideas and personnel selection mechanisms brings many advantages. We can make plans to excavate human resources and use human wisdom as a kind of great resource, which will play a great role in promoting economic growth and social progress.This paper discusses the application of the evaluation of human resource in performance management. The full text includes six parts, special as follows:Part I: Introduction. This section sets out the background of paper and research significances, research situation at home and abroad, as well as innovations and shortcomings of this paper.Part II: an overview of performance management. Clarify the meaning of performance management and distinguish with the similar concepts. Introduce the role of performance management and analysis the impact ingredients of the implement of performance management. Finally, focus on balanced score card which is an effective tool of performance management.Part III: the theory on the evaluation of human resources. First, describe the meaning of human resource evaluation and then introduce the basic theory and application theory on human resource evaluation. There are many methods of performance management through human resource evaluation. Here three methods will be introduced carefully: key performance index, 360-degree evaluation method, and management by objectives.Part IV: the problems and counter measures of the application of human resources evaluation in performance management. This section analyses the problems from different aspects and puts forward to corresponding counter-measures.Part V: the analysis of the practical case. This part takes the example of computer A company which is an representative, analyses the shortcomings combined with this case and puts forward to the counter suggestions.Part VI: the concluding part of this paper. At the basis of summarizing the full text, reinforce that managers should choose appropriate method of the evaluation of human resource according to special situation of the organization.