The Relationship Between Performance Evaluation Characteristics And Effectiveness Of Evaluation

With the development of the era of knowledge economy,human resource becomes more and more enterprises to become the first resource,the enterprise also unceasingly to the access to a powerful tool for competitive advantage.And performance evaluation as human resource management and development of the key and the core link,because in human resources management of rewards and punishment,training,promotion and other decision-making provide important basis,so the validity of the performance evaluation become the modern enterprise human resources management must pay attention to a problem.Therefore,around how to improve the performance evaluation of effectiveness of continuous research and development,trying to explore the influence factors and mechanism of performance evaluation of effectiveness.This paper combining theprtical analysis and empirical test,starting from the characteristics of performance evaluation,explore its effectiveness evaluation on performance,and employee performance appraisal reaction as an intermediary variable,to explore the mechanism of performance evaluation characteristics of impact assessment effectiveness.Firstly,this paper reviews and analysis of previous studies carried out in the in the field,and to the fair theory,employee participation theory,put forward the research hypothesis of this paper.Then a questionnaire design and sample test;and through the SPSS.21 to analysis the collected data descriptive statistics,correlation analysis and regression analysis,in order to test the proposed hypothesis test.The results showed that the performance evaluation orientation,evaluation participation has a significant positive impact on the evaluation of effectiveness;fairness perception for performance evaluation and Evaluation Oriented satisfaction play Is part of the intermediary role,and for the evaluation of public participation and satisfaction evaluation between and guidance of performance evaluation and staff improve future performance incentive degree,to participate in the evaluation and for employees to improve future performance incentive degree between the intermediary role;utility perception in performance evaluation orientation and evaluation of satisfaction,for employees to improve future performance incentive degree between is part of the intermediary role,in the evaluation of public participation and satisfaction evaluation,for employees to improve future performance incentive degree between plays full intermediary role.Finally,according to the result of empirical analysis,analysis of the conclusions of this study and for the human resource management practice proposed relevant suggestions.