| Human Resource Management has been thought to be important by the enterprises, government organizations and the pulic organiztions, and performance appraisals is the key part and foundation of human resource management and development. Scientic performance appraisals has guide effection, incentive effcetion, training effection, feedback effection and comunication effection.In our country, with the impact of traditional culture, the"Say-Yes-Man"-rendency in performance appraisals is very serious, the results of appraisal have very obvious central-tendency, very low distinction. To a certain extent, appraisal have lost its signficance. In the investigation for the project of National Natural Science Foundation, we found the school of management of a university uesd two different methods to appraisal the dotoral thesis. And of which, the"anonymous assessment + recessive rating + internal experts"appraisal method (we called it"blind- commentary") achieved good results. This method did well in controling the"Say-Yes-Man-tendency".We collected the scores of the dotoral thesis of 2006 and 2007, including the blind-commentary score and the paper-defense score. Based on the predecessors'studies, we put our assumptions: the bind-commentary had higher validity than the paper-defense appraisal method. Then we proved it from three aspects: distinguish degree, central-tendency errors and leniency errors. The results was that the bind-commentary got higher distinguish degree and lower central-tendency errrors and leniency errors.Then the author analysed the difference between the two methods, and analysed the difference of the information processing of the rater when he used the two different methods, theoretically proved why the blind-commentary did well in controling the"Say-Yes-Man"-tendency in the dotoral thesis appraisals. At last, the author analysed the problems we may encounter in the blind-commentary's practical application, and made recommendations about it. |
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